Social Media for Recruiting : Do’s and Don’ts

When used correctly in a business setting, social platforms like Instagram, Facebook and Twitter can be powerful tools in the recruiting process —and not just in terms of weeding out candidates whose social media presences paint a less than desirable picture of a candidate (more on that later).

Despite the benefits that using social media for both recruiting and attracting top talent can have, just 17 percent of HR managers currently use social platforms (apart from LinkedIn) in any part of the hiring process. Set yourself apart by being one of the small amount of companies that are using these tools to their full potential, beyond just creating a well-crafted social presence.

Do: Leverage Your Social Channels to Find Eager Applicants

Unlike prospective employees who find your job posting on sites like Indeed.com, those who follow your social media channels are already aware of your brand, and likely already fans. Reaching out to your social media followers about a job opening first helps you pinpoint a group of people who are already aware of what your company is all about, and may already be eager to join your team. To find motivated people who are committed to your brand, look no further than your own follower list.
Do: Reach Out To Potential Hires Via Social Media

Encourage your followers who are interested in applying to reach out to you via Instagram or Twitter’s direct messaging systems (or include an HR email address on your post.) The benefit of the DM is that you can quickly look at the interested party’s own social media page, and get an instant snapshot of who they are, what other companies they follow and how they brand themselves.

Don’t: Make Hiring Decisions Based Directly Off Candidates’ Social Media Accounts

While this practice is rising in popularity, the legal and ethical boundaries of making hiring decisions off of someone’s personal social media accounts are murky. Seventy-four percent of companies that choose not to use this method cite the reason of dubious legality. The danger here is that it may subject you to unintentional discrimination by exposing you to a candidate’s “protected characteristics” — such as race, gender or age — which legally cannot influence your decision.

Don’t: Forget to Maximize Your Social Presence First

Lastly, it’s important to note that the method of using your social channels to attract promising talent is dependent on how well-crafted those channels are. Before you put out the call for talent on Instagram, for example, make sure you’re putting your best foot forward on your own account. A robust and curated presence will attract followers, and, with the right strategy, future employees.

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