The Pro’s and Con’s of Using Social Media When Recruiting

Mar 25, 2020


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With more and more people engaging in social networking sites like Facebook, Twitter, Instagram, and LinkedIn among many others, the number of companies that are using social media sites for future employees is increasing at a rapid rate.

The typical recruit process would be long and tiring for both the employer and potential employee. But, the information found on a candidate’s social media account, such as statuses, tweets, and comments, could also offer a glimpse into your applicant’s personality, as well as show opinions on a variety of topics. You yourself may have seen many jobs being offered on social media and you also may have applied for them. Companies and recruitment agencies are employing through social media because it is cost effectiveness and time-saving. Below you will find the pro’s and con’s of using social media to recruit new employees.


1. Screen Candidates
Job listings and CV databases are great and they will help you to track down people who are actively looking for a new role, but there is a whole pool of people out there that you could end up missing out on.

2. Save Money
For the most part, social media recruiting is free. All you need to do is focus on targeting and talking to suitable job candidates.

3. Engage with Candidates
Using social media, as opposed to faceless CV databases and job boards will allow you to engage with your candidates before (and after) approaching them.

4. Get More Referrals
Getting your staff to post vacancies on their personal social media profiles can yield some really great results.


  1. Increasing Visibility
    Because social networks are not technically recruitment platforms, employers have to do more to catch the attention of Internet users who are focused on chatting with friends on their social media profiles.
  2. Contacting Candidates
    Initiating direct contact with potential employees on social media can be difficult. Most social networks, including Twitter and LinkedIn, don’t allow you to send private messages to users you’re not already connected with. 
  3. Protecting Image
    Some companies may face challenges striking the right balance between conducting a successful recruitment exercise on social media and protecting the brand image. For example, when a firm posts a job opening on social media, it may receive numerous applications and choose to contact one or two prospective candidates. Applicants who aren’t contacted could react angrily and post damaging information about the firm on numerous social networks.
  4. Social media might not be relevant to the job
    The potential employees social media profiles might have a large number of ‘crazy night out’ photos but this doesn’t necessarily suggest that they’re not hardworking. It’s unfair to assume that a candidate’s eagerly outgoing traits will affect their work, especially when there’s no reason to assume this will be the case.

For assistance with recruiting new employees contact Uphando Forensic and HR Services.

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