Social media recruitment advantages and disadvantages

In today's post we discuss the social media recruitment advantages and disadvantages.

Almost all successful businesses are taking advantage of social media for many aspects of their company, especially in marketing and sales.

Up to 94% of recruiters use social media for their talent acquisition.

If your company social profile isn’t present, you don’t exist to many consumers and potential candidates - Especially younger generations who don’t know a world without social media. Surprisingly, 59% of employees report their employers social media presence was a determining factor in their employer choice.

Additionally, a huge 96% of job seekers look at social media when job searching.

If this doesn’t wake you up to the importance of including social media in your recruitment strategies- nothing will!


What is social media recruitment?

Social media recruitment is a new way of recruiting. It’s the use of social media platforms to find and engage with potential candidates.

In this blog post, we will take a deep dive into social media recruitment advantages and disadvantages.


Social Media's Impact on Recruitment

Social media has had a huge impact on recruitment. In the past, companies would have to rely on job boards and advertisements in newspapers or magazines. Nowadays, you can find out about a company’s latest job openings through social media channels such as Facebook, LinkedIn, Twitter and Instagram.

The best part, it can be accessed anytime anywhere all from the convenience of a mobile phone.

Social media has changed the way recruitment happens. Access to candidates is immediate. Communication is instantaneous. And it's possible to get a much more detailed view of the candidates.

The use of social media to recruit employees is not only more cost-effective than traditional methods but also allows companies to target niche demographics. Social media has also increased the speed of recruitment by making it easier for companies to find potential candidates and contact them quickly.

So, before we spill all the advantages of social media recruitment here, lets discuss firstly the types of candidates you’ll likely approach on social media.

Passive candidates and social media

Social media recruitment opens the doors to passive candidates. Passive candidates are employees who are not actively looking for a job, but can be wooed away with an enticing job offer. Up to 82%of employers recruit passive candidates successfully on social media.

It can be beneficial to recruiting passive candidates due to them often being an untapped resource. They typically have the right amount of skills and experience that motivates you to persuade them to apply for your job opening.


Social Media Recruitment Advantages

Time efficient

Social media recruiting is a great way for companies to find and hire the best talent. It's also a time-efficient way to find qualified candidates. You can reach out to more people in less time, which means you have a higher chance of finding the perfect candidate for your position.

Building deeper connections

Social media recruiting is not just about posting jobs on social networks, it's about building relationships with potential employees too. You can use social media as a tool to gauge their interest in your company, as well as their personality and values. This will help you find someone who will fit into the culture of your company and be able to offer their best work every day.

Cost- effective

Recruitment through social media is cost-effective as there are no printing costs or postage fees involved. There are also no recruitment agencies and job boards that need to be paid for advertisements on websites and job portals, which can save up to 30% on advertising costs.

Reach a wider talent pool

Recruitment through social media also enables companies to reach a diverse range of candidates from all over the world, which is not possible with traditional methods such as newspaper ads or job fairs.

Reach a niche audience

Social media is one of the most powerful tools in the employment industry. It allows employers to reach a very specific and niche audience with their jobs listings. In this way, social media can significantly reduce unemployment rates.


Social Media Recruitment Disadvantages

Recruiting on social media can be a great strategy for finding and hiring top talent. But it also has its downsides.

Attrart unqualified candidates

There is the risk of attracting a high volume of unqualified applicants. In addition, it can be difficult to filter through the noise and find qualified candidates with the right skillset. Especially with automatic filtering options.

GDPR -Data security

There are privacy concerns with social media recruiting - especially in regards to data security and potential lawsuits from rejected applicants who feel they were discriminated against. This is easily done as applicants social media pages can reveal more information than the recruiter intends to know. The candidate can then make assumptions they were turned down the role duee to information exposed on their social media pages.

Careful screening is a must!

Up to 70% of active candidates are more likely to succeed in roles than passive candidates found through social recruiting. To offset this number, recruiters must ensure they are screening candidates carefully.

Best tools for social media recruitment

Social media has been a boon for recruiters and hiring managers. It offers a low-cost, effective channel for sourcing and evaluating candidates. The best tools for social media recruitment are the ones that can help you reach the right people with your job posting, as well as track who’s clicking on it.

The first step is to identify which social networks are the most popular among your target audience. Then, look at which of these sites offer robust search and filtering options to help you find qualified candidates.

Once you’ve identified potential candidates on these sites, take advantage of their analytics tools to track how many people click on your job postings and how many apply for jobs.

Techniques to use for recruiting on social media

Not all social media recruiting techniques are created equal. Some techniques can be successful for a short period of time and then become ineffective. Other techniques might be effective for a long period of time. The key is to use many different techniques and test them over time to see which ones are most successful for your brand. The following are some common social media recruiting tactics:

1). Pick your social channels properly and find your online niches. Find your communities by using hashtags and interacting with them.

2) Build an online reputation for your company. Create a video promoting the organisation within the application page.

3) Share the job posting with a link to the application form.

4) Promote a contest with an entry form on the website or application page. Offer a user-generated competition like "Who can make the best video about why this employer should hire me?"

5) Create an online survey for feedback about your company and company culture. A company with a strong culture needs to have a well-defined set of values and guidelines for employees to follow. This can be accomplished through transparency, training, company mission statement, and community outreach.

6) Involve your employees and have them share job openings on their social profiles too.

7) Use social recruiting software to help automate, streamline and sync social posts over different platforms.

8) Be outgoing and engaging. Connect with your potential employees.

9) Reuse your database. Connect with candidates who have previously expressed interest in a position with your company, but who weren’t successful at the time. With more experience and skills gained they may be better candidates for the role.


Conclusion and Summary- Advantages and Disadvantages of Social Media Recruitment

Social media recruitment is a relatively new way of finding candidates for a job. It has many advantages and disadvantages.

The advantages of social media recruitment are that it is easy, cheap and fast. You can quickly find the right candidate by scrolling through their social media profile and looking at their interests in your company.

Social media also offers a personal feel to the recruitment process. You get to know the person you are interviewing better than if you just saw them on paper or over the phone. This is because you can see pictures of them with their family or friends, what they like to do in their spare time, what they like to eat etcetera.

However, there are also some disadvantages to social media recruitment that is not always accurate or reliable because people can edit their profiles or even lie about who they are.

As a result, many companies encourage to go for more traditional recruitment methods such as job boards, or recruitment agencies.

Social media is one of the most popular methods to recruit new employees. Social media allows companies to gain access to potential candidates and reach out to them in a variety of ways. It also allows for companies to be more creative with their recruitment tactics since they don’t have to be limited by physical location.

The disadvantages are that there is no control over who sees the posts, and there is no guarantee that the person you find on social media will be a good fit for your company.

2 comments on “Social media recruitment advantages and disadvantages”

  1. On the one hand, the Internet has made it easier than ever to access information on any subject, connect with people around the world, and conduct business and transactions from the comfort of your own home. Backgrounds to learn and acquire new skills through online courses and resources. For more information click on this link: . On the other hand, the Internet can also be a source of misinformation and cybercrime, as well as a platform for online harassment and bullying.

  2. Nice post!! Recruiters have access to billions of users on social media platforms worldwide. It expands the pool of potential candidates for job openings. This increases the likelihood of finding highly skilled and qualified individuals.

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