Social media in recruitment

Something that recruiters often forget is that job boards and online recruitment agencies are not the only places where potential job applicants can be found. Candidates are just people after all, going places and using services that anyone else would.

Recruitment advertisements on Facebook and Twitter are quite common now, as well as of course on the professional network LinkedIn. However you can actually source candidates from virtually anywhere.

Today on the Blogtopus we’re going to take a look at some of the more unusual ways to find job seekers on social networks. Some are better ideas than others, so take a look and decide for yourself which, if any, would work in your organisation.


Photo-sharing app Instagram is best known for being a great place to show people snaps of your dinner while on holiday. However it’s (inadvertently) also pretty well suited to serving as a live job portal in which an image with a job description can be shared widely.

Instagram users love #hashtags, so don’t be afraid to throw in a lot of them to make your post more searchable. A single role could go live with dozens such as #leeds #it #jobs #programmer #itjob #yorkshire #yorkshirejobs and more. Run some searches to see which are the more popular ones that people are likely to latch onto.

While nobody really goes on Instagram specifically to find a job, passive candidates are everywhere and active candidates are bound to use the platform too in their downtime. Coming to the networks where they already hang out can be a great way to keep in touch.


If you’re familiar with Snapchat, you might wonder how anyone could use it for recruiting. But believe it or not, people do apply for work through Snapchat…despite the fact it revolves around sending images and short videos that disappear after viewing.

It might be hard to send a CV through the app but a pub in Dublin successfully found bar staff after asking them to submit a video performance. Reportedly, they received 200 applications within the first hour.

While Snapchat might not be the answer to your recruitment problems, it does raise some interesting points – like, is ten seconds all you need in order to assess whether a candidate is suitable for interview? And is it useful to see a little more of the candidate’s personality than a two-page CV can provide?


Tinder might be designed as a dating app, but that doesn’t mean it can’t form a part of your recruitment strategy. Some would say choosing a partner isn’t so very different from choosing a job, and you might find it useful in advertising for casual work where you have young people in mind.

For the uninitiated, the idea is that you are presented with one potential match at a time; you swipe right if interested and left if not. If two people match with each other a dialogue can begin. While it’s not suitable for every workplace, modelling agencies have been known to recruit by swiping right on beautiful The Man from U.N.C.L.E. streaming

If Tinder itself doesn’t seem like the right way to put out job ads, you could look at one of the apps modelled on the same idea, such as Emjoyment.


If Snapchat offers too much video content for you at 10 seconds, you can try Vine instead – a network that lets you share clips lasting just six seconds. While it might not sound like much, many companies use it extensively in their marketing strategy and it could be a particularly useful way to showcase employer brand.

Video content can often be a minefield, but vines (as these videos are called) are cheap to make and don’t require much time investment. Just demonstrating that your workplace is a fun place to be can make all the difference to your online recruitment.

Have you found any other useful ways to recruit through social media? What apps can’t you do without? Let us know in the comments.

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