6 Steps to Help You Maximize Social Media for Recruitment

by | Oct 23, 2019 | Recruitment Tips

Social media recruiting is on the rise – there is no doubt about it at this point. If your organization is not yet recruiting with social media, you will soon.

A study by Jobvite, a social recruiting platform, showed that 94 percent of recruiters use or plan to use, social media in their recruitment efforts, and 78 percent of recruiters have made a hire through social media. 

Forbes magazine predicted a few years back that 2014 will be the “Year of the Employee.” This turned out to be a fairly accurate forecast, as even in 2019; employers are still competing to get the most qualified candidates. 

Social Media and the New Age of Recruitment

Over the past few years, sourcing and recruiting talent has become a top priority for organizations worldwide. However, the recruitment playing field has been changing drastically for the past decade.

In just a few years, newspaper classified ads have been almost replaced entirely by social media. The days of generic job board postings are gone. Active recruiting at job fairs has now met its match with social media.

Social media sites such as Twitter and LinkedIn have now become the second-largest source of new hires for companies. It has even surpassed company pages and job boards.

Information on salary structures, work-life balance, promotion processes, and workplace culture are now readily available online.

Savvy recruiters are taking a page out of a marketer’s handbook as they try to attract candidates by building their own online talent pools. With the help of social media, recruiters today now have their own personalized, micro-targeted approach to identify, screen, and evaluate potential hires.

Candidates are also getting on board with social media recruitment. Top-notch applicants know how to market themselves on social media.

Candidates today are consciously polishing their online profiles to highlight specific projects they have done that might catch the eye, or the search algorithms, of recruiters. Jobvite showed that 41 percent of job seekers landed their current jobs through an online social network or job board.

Reach out with the best talent online

Operating in today’s highly transparent and dynamic candidate-driven market tends to pose challenges and risks for organizations that are just starting to venture into social media recruitment. To get your organization started on their own social media recruitment strategy, it must contain these eight elements:

  •       Create a rich user experience on social media.

Always keep in mind that social media recruitment would only work if users find it convenient to use. Set up a Facebook page for your company with a specific tab for recruitment. You can also establish a Twitter account for your company’s recruitment team. Make sure to include links to your firm’s corporate web page that feature-rich and inviting content for potential applicants.

  •       Make your social media pages transparent.

You need to make it easy for applicants to learn about your organization. You also have to make the look and feel of your social media sites consistent with your corporate branding efforts. Make your Facebook page inviting enough to show prospective applicants what it is like to work for your organization.

  •       Open a conversation with your audience.

Use your company’s Facebook page and Twitter account to converse with potential employees. Post vacancies on social media and keep it light, honest, and welcoming. Allow people to comment on your recruitment efforts and learn from them as you go on. 

  •       Build your network.

Nothing draws fans and followers to social media sites than sharing great advice and expertise. Provide tips on the current job market, good resumes and networking advice to enhance your chances that top talent will engage with your content and eventually apply for a job with your company. 

  •       Leverage on the web, but don’t rely on it entirely.

The Internet, including social media, is a great way to find quality people. However, it should not be your only source of candidates. The cliché of not filling your eggs in one basket is a good analogy for this case. Make sure that you have a variety of networks to source top-notch applicants, not just from the Internet but from your own sources in the industry as well.

  •       Move fast with the hiring process.

Top candidates don’t like wasting their time waiting for a drawn-out hiring process. Delays will only cause your organization to end up with second-rate hires. Monitor your social media sites daily and take time to reply to follow-ups and queries online. 

  •       Ask for help and partner with seasoned recruiters.

When you tweet a new job vacancy or post it on Facebook, encourage fans and followers to tag their friends who are qualified for the role. You can also partner with seasoned recruiters to help spread the word about your vacancy. 

  •       Measure your results.

Always look for new ways to refine and improve your social media recruiting presence. You can do that by setting benchmarks and KPIs for your recruitment efforts. Find out which recruitment method quickly generated the most qualified slate of candidates.

Social media is an invaluable recruitment tool. Here are six key steps to help companies maximize their social media recruiting presence:

STEP 1: Define your social media engagement approach.

You can start by understanding your organization’s philosophy and policies regarding the use of social media. Find out what level of monitoring and engagement you can commit to your recruitment efforts. You can create the right social media recruitment strategy by creating opportunities for your fans and followers to engage in the community and provide comments and feedback. 

STEP 2: Meet your audiences where they are online.

Whether they are executives or fresh graduates, it is crucial to think about the type of positions you are trying to fill for your company’s vacancy. Tailor fit your social media recruitment strategy to your target audience. Go to forums where your candidates engage in and give them a reason to interact with you. To appeal to your audience’s professional interests, you can participate in relevant online discussions and share practical thought leadership conversations.

STEP 3: Promote your company’s employer brand.

As your company’s professional working environment becomes more transparent online, establishing a good employer brand is also becoming more and more critical. Proactively highlight your company’s employee value proposition and prove what makes your organization a great place to work. This can include posts about your corporate culture and values, inspirational or prominent leaders, a strong commitment to social causes, entertaining work areas, and other unique employee perks.

STEP 4: Keep it fresh.

Staying engaged and engaging with your target audience is crucial to effective social media recruiting. You need to regularly refresh content and creative elements to your posts. Consider replacing detailed job descriptions with infographics or short-form videos. Remember to always provide value-added content to give potential candidates a compelling reason to keep on following you. 

STEP 5: Activate your employees.

Employees remain to be one of the most trustworthy sources of information about a company’s work experience. Tap into that resource and empower your own employees to become one of your most influential brand advocates. Encourage them to talk about their own experiences inside your organization and to support your marketing team’s social media campaigns all the time.

STEP 6: Know your channels.

It’s important to understand the popular social recruiting tools that are available for your company to use. Leverage on their unique strengths and strive to create compelling content for each. Here are four of the most popular:

  •       LinkedIn

This is the world’s largest professional network. Targeting candidates on this site allows your company to share specific and tailored content to find the best candidates by location, current employer, job function, experience, and more.

  •       Twitter

Twitter audiences are vast and highly engaged. Recruiting via Twitter should be about building a community of followers that represent the kind of talent you are looking for. Once you have created a community of engaging talent, it would be easier to identify candidates who would best fit your vacancies.

  •       Glassdoor

While companies use LinkedIn to check out resumes, Glassdoor is where candidates go to get information about their potential employer. Glassdoor provides ratings and candid employee reviews on everything from organizational culture, interview questions, to compensation.

  •       Facebook

As the world’s largest social network, this is the place where most candidates spend most of their time. Facebook does not limit the content length and provides greater freedom of expression than other sites. You can also use their free analytics to provide detailed insights into the effectiveness of your content. 

Need help recruiting? Let’s talk!

Recruitment today is certainly different from what it was a decade ago. Sysgen RPO can help you navigate the new age of social media recruitment. Our decades of experience in recruitment and our expertise in information technology allow our teams to devise and employ modern recruitment strategies. Gone are the days when we rely only on classified ads, job listings, and cold calling among others.

If you need help recruiting top-notch candidates, let’s talk!



GALAGAN, P. (2014). Finders Keepers. (Cover story). TD: Talent Development, 68(12), 32–35. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=99595897&site=ehost-live

Kot, A. (2015). Recruiting Goes Digital. Public Relations Tactics, 22(4), 17. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=108922229&site=ehost-live

Zielinski, D. (2012). Find Social Media’s Value. HR Magazine, 57(8), 53–55. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=78415599&site=ehost-live


Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.