Ways to Incorporate Social Media into the Hiring Process

by Bridget Miller | BLR


With the prevalence of social media, employers are finding more and more uses for it in the workplace, for example, as a component of the talent management process. More and more organizations are taking advantage of the growing reach of social networking. 


Here are some ways to incorporate social media into the hiring process. It can be used to:


  • Search for candidates, even finding potential new hires who are not actively job-seeking. 
  • Conduct background checks, if done carefully.
  • Receive online applications.
  • Post job openings or increase the reach of existing job posts.
  • Present a consistent and complete company image to potential job seekers.


Which of the various social media platforms is best for each of these activities? The answer is: it depends.


Each of the various social media platforms, such as Facebook, LinkedIn, Twitter, Pinterest, and Google+, can be used for each of the points above. Which site to target depends on your organization and the ideal candidate for the role. This is because the demographics of the typical user vary for each site. Research the demographics of each site and compare that to your ideal candidate to see which might be a good fit for your organization to target. Don’t be afraid to research some of the smaller social media sites as well.

Read 3617 times Last modified on Tuesday, 24 June 2014 09:43


Key Trends in Recruiting to Identify, Engage, and Hire Top Talent

Here are some of the top trends in recruiting that promise to change the way organizations identify, engage, and ultimately hire top talent in the coming years and how employers can adapt procedures to these changes to ensure a successful recruiting program.

Preemployment inquiries under the FMLA and ADA: What's prohibited?

This article examines similarities and differences between the FMLA and the ADA so that you can stay in compliance when both laws apply.

Look Behind the Credentials: Find Candidates with Multiple Skillsets

The first instinct of any recruiter or HR professional is to look at the title. This can be a grave misstep because titles are often misleading.