How to Use Social Media for Your HR Needs


According to the LinkedIn press centre, 1-in-20 of all LinkedIn profiles are held by recruiters.

Additionally, Oracle’s Chief Finance Officer Jeff Epstein was headhunted for the position via his LinkedIn profile.

And with 80% of companies using LinkedIn as a recruitment tool, it’s clear to see that social media (at least from LinkedIn’s side) is a great tool for any recruiter or human resources department to find their next employee (or for employees to find their next position).

But what about the other main networks and platforms? How could you use them as part of your employee needs, current and potential?


Because of its instant conversations and weekly chats, there are a ton of ways that Twitter could be used as a recruitment tool. Think of some of the ways you operate your HR team or recruitment agency offline:

  • You check resumes.
  • You make phone calls.
  • You place job ads.
  • You interview.
  • You cold-call potential clients (more from a recruitment agency point-of-view).

Now, flip these around and see how Twitter could replace them (or work alongside them).

  • You see how people act online and what they’re discussing (resume checking).
  • You have conversations with folks you’re interested in (phone calls).
  • You share a link to your latest offerings (job ad placement).
  • You talk and get a feel for people directly (interview).
  • You use Twitter Search to look for keywords of company hiring needs then make contact through your tweets (cold calls).

Same needs, different approach. You also have a ton of weekly chats that you can participate in – there’s a great and ever-growing resource on Google Docs if you need to find one in particular.


A different platform with a frequently different mindset, Facebook is still a great outlet for your HR needs. And as the platform continues to evolve into a business-friendly one, it’s a platform that offers a lot from a recruiting angle.

  • Build a company Facebook Page and have a dedicated tab for your latest positions.
  • Use your page to show the culture of the company and why people would want to work there.
  • Set up a dedicated Facebook group purely for job-hunters. Make it a resource on best practices for interviews, career progression, etc.
  • Go to Facebook Search and type in “jobs” – you’ll find a huge amount of companies and people on various pages, groups, etc, sharing and looking for work. Use these existing resources to find your next superstar.
  • Build a Facebook widget that can be added to a user’s profile and shared with others. Update this with your latest jobs, news, careers, etc, and update interested parties as soon as your position goes live.

There are also a bunch of other ways you can use Facebook as both job hunters and employee seekers – these are just some of the immediate ones.


This should be a given, but you’d be surprised how many companies don’t advertise their latest positions on the company website. Instead, they’d rather rely on external ads and agencies to do the hard work for them.

Fair enough – but wouldn’t it be better to be the source of information about your company to a job seeker as opposed to them getting third-party reviews? Again, there are a few ways you can start to use your site now.

  • Like your Facebook Page, have a dedicated tab or area that not only has all your latest positions, but also positions recently filled. This shows interested parties that, while they may have missed out this time, at least you’re occasionally looking for their skill sets.
  • Add an HR blog and have your employees tell their stories. We all love stories – it’s how we connect best. Having your people share why you’re great to work for is a huge way to humanize your business.
  • Offer an HR newsletter sign-up to alert folks when you have a position coming up. By giving them “first refusal”, you’re immediately building rapport because you’re looking out for those that are really interested.
  • Have a client services section, that shows what roles and what companies your new employees would be part of. Seeing the scope of project can help make someone’s mind up if they’re unsure of career growth and fulfillment.

Again, these are just some of the ways your site (or blog) can be adapted to be more beneficial to potential employees.

You don’t need to stop there, either. These are just the main outlets you can use.

Think of other ways to share your HR needs. It might be a YouTube channel where you give insights to the company. Or it could be a niche community or network you sponsor that’s tied into your current and future needs. And with Google+ about to set business accounts live, candidates finding you through social search could be about to step up to another level.

The main point is, you want the best. So are you making sure you’re presenting yourself as the best?

image: mhartford

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Enjoy this post? Share your thoughts below:


  1. says


    Thanks for the Twitter Chat Schedule. I needed a resource for this!

    When I design sites for clients, it’s interesting how few want to focus on a careers section. These are great tips though, especially regarding Facebook and YouTube. I actually have a non-profit client doing something similar, but they are very social media savvy. Can I say “savvy” in your house? :)

    Now, for me to get up to speed on all. Right now I’m really only on Twitter and Linked-In. Egads!

    I’ve bookmarked this one for later use. Thanks for the great tips, Danny. I’m beginning to think I am going to owe you big time down the road 😉

  2. says

    This really is a great post, love the comparison. I am not expecting any recruiters to call me nor am I recruiting but that is exactly how I would use Twitter for example to hire people.

  3. winningwp says

    Thanks for writing on this, Danny — especially so specifically for each platform. Other posts on this I’ve seen don’t tend to get into that level of detail so that was nice to see. Once question I have — and I didn’t see that anyone else brought this up yet — is, it appears medium sized or larger businesses have an edge here. One study I saw within the last year said that only about a quarter of small businesses have a website or use social media (in general for business, not just for HR). So I’d be interested in your thoughts, or those of others, on (1) whether small firms can do this at the same level as the “big guys,” and, (2) if yes, how best to do so? (For example, do they survey their current workforce to find out the most common referral sources? If so, what’s the next step based on the feedback?)

  4. says

    I began to receive contact from recruiters who saw my LinkedIn profile as much as 3 years ago, and in the several years before that when I was job hunting, it was through my profile on sites like

    I actually gave up chasing jobs on since I had recruiters hounding me with every job that was relevant in my area, saving me from having to search on the site. It was actually rather comforting to know that I could sit back and they would come to me.

  5. says

    @winningwp Hi Mark,

    Great question. I think it depends on the business owner and how tuned into their business they really are.

    For example, we work with a small business that ships healthy pet products across North America. Last year, they realized that they needed to be more active in the social space, because of the services they offered.

    So the son (it’s a father and son business) began using Twitter to not only create relationships, but use as a knowledge and lead generation platform. For instance, he’d set up searches on Twitter to see who was discussing their pet’s birthday, and offer them a free bag of food. That then led to a new customer, and has proven really successful for them.

    Another client we work with uses their blog as a test for potential new employees, since they talk a lot of the company culture on the blog, and have introduced a “fake employee” to be the face of the company.

    Now, when someone comes for a job interview, if they ask where Bryan (the fake employee) sits, the company knows the person’s at least done their homework.

    So I think there is a definite benefit for smaller businesses, especially since they usually have a lot more leeway than the bigger guys when it comes to sign-off.

  6. Flyingpiggyl says

    Linkedin is a great platform for networking, job hunting and recruitment, but I don’t know how much an employer rely on LInkedin to find a perfect employee? HR might not have more time searching on Linkedin to find potential job candidate than dealing with people turning in resumes. Thank you for bringing up Twitter and Facebook, right now there are third-party companies that basically run social media background check for employers, or HR staff would like to check the candidate’s social media sites themselves other than reviewing his/her resume and doing interviews. Facts exist that people flunked their social media check because an employer would not like to hire a person with beer bottles or girls out late at midnight. Pictures, posts, and even comments can be components a HR judges from, which you will never know.

  7. says

    I have been reading some articles on your site lately and everyone of them are really a very useful one. With this one, companies use social media site to recruit because we all know that people around the world in any age has it’s own account in different social media sites. Thanks for sharing. Be back for more. Thanks.