What Is Social Recruitment?

In today’s hyper-connected world, the way organisations attract talent has evolved, and fast.

Traditional job boards and CV databases are no longer enough to engage modern candidates. Enter social recruitment: a powerful, people-focused approach to hiring that leverages social media platforms to connect with top talent where they already spend their time.

Traditional job boards and CV databases are no longer enough to engage modern candidates.

Social Recruitment Defined

Social recruitment (also known as social hiring or social media recruiting) is the practice of using social media platforms - like LinkedIn, Instagram, Facebook, TikTok, and X (formerly Twitter) - to promote job vacancies, showcase employer brand, and build relationships with potential candidates.

But it’s more than just posting a job ad on your company page. Social recruitment is about creating a dynamic online presence that attracts the right talent organically, engages passive jobseekers, and encourages your existing team to advocate on your behalf.

Why It Matters

The numbers speak for themselves. According to LinkedIn, nearly 80% of jobseekers use social media in their job search. And many of those candidates are “passive”, i.e., not actively looking but open to the right opportunity. Social recruitment puts your brand in front of these people in a natural, non-intrusive way.

It’s not just about reach... it’s about relevance.

Social platforms allow you to target audiences based on industry, location, skills, interests, and behaviours. Whether you’re hiring a pharmacy assistant in Belfast or a senior developer in London, social recruitment helps you get in front of the right people at the right time.

What Does Social Recruitment Look Like?

An effective social recruitment strategy blends content, creativity, and consistency. Here’s how it might look in action:

• Employer Branding Posts – Share what makes your company a great place to work. Think team spotlights, behind-the-scenes videos, values-led messaging, and culture highlights.

• Targeted Job Ads – Use paid campaigns on platforms like Meta and LinkedIn to target specific roles and regions.

• Employee Advocacy – Empower your team to share vacancies and company content through their personal networks to extend your reach.

• Engaging Content – Go beyond job specs. Use short-form videos, carousels, testimonials, and stories to spark curiosity and build trust with potential candidates.

• Community Engagement – Join conversations, respond to comments, and actively connect with talent pools across platforms.

Is It Worth the Investment?

Absolutely. Social recruitment is cost-effective, scalable, and measurable. It boosts your employer brand, reduces time-to-hire, and helps you build a pipeline of future talent. Plus, it humanises your hiring process, making your organisation more approachable and attractive to candidates who care about more than just a payslip.

Final Thoughts

Social recruitment isn’t a trend, it’s the future of hiring. In a competitive talent market, businesses that show up online with purpose and personality will be the ones who attract, engage, and retain the best people.

Ready to make social recruitment part of your hiring strategy? The Social Recruitment Marketing Agency is here to help you stand out, tell your story, and hire smarter.