How to search for job candidates on LinkedIn, Facebook, Twitter, Instagram

Social media networks are no longer simply platforms where people connect and share snippets of their lives. These platforms have become significant sources for job seekers and recruiters alike with so many candidates actively using sites like Twitter, Facebook and LinkedIn to land jobs and hiring managers listing jobs hoping to find talent.

Social media platforms can be tough to navigate, especially when looking for candidates. However, when used correctly, these networks can help you locate professionals who might be the right fit for a role in your company. In fact, in 2017, it was reported that 87% of recruiters use LinkedIn to find candidates and 55% use Facebook. On the other hand, about 47% of recruiters use Twitter.


Not all social media platforms are created equal so they have different features, which means you need to have different recruitment strategies for each of them. Before you go ahead with a social media platform, make sure you are well acquainted with that platform.

How do you use each platform to its full potential to find candidates? We will discuss all that and more in this article so that you can go ahead and build the perfect team for your company.


1. LinkedIn

Linked to Facebook, Twitter, or other platforms, LinkedIn is a network dedicated to recruiting and job searching. It is the world’s largest professional network. Both recruiters and job seekers frequently use LinkedIn. Now, how can you use it to find potential candidates? 

One of the best features of LinkedIn that you can use for candidate sourcing is InMail. It is the messaging feature on LinkedIn, using which you can send personalized messages to prospective candidates. The response rate is pretty high compared to traditional email, and most importantly, you get to craft a compelling message that will make the candidates reply.

You can search for potential candidates using keywords. If the keywords are mentioned on the profiles of the candidates, you will come across them, and it becomes easier after that. Moreover, try to work on your company profile. If you want candidates to reach out to you, ensure your company profile conveys the right message.

Put out status updates and post company information frequently to let candidates know what is going on. Keep your profile relevant and up-to-date and post job postings to locate candidates more efficiently. Use LinkedIn Ads to target a particular audience using job titles, company size, industry and other factors.

Promote your LinkedIn profile on other platforms. Share the link to your company profile on your website, email campaigns, and other social media platforms like Facebook and Twitter. This will give you optimal visibility, and candidates will reach out to you sooner than you think.


2. Facebook

Facebook might be primarily known for social networking, but it has added professional networking to its roster. Its diverse user base makes Facebook a great source for candidates. You will come across every ethnicity, gender and age group, allowing you to build a team of professionals who span a wide range of demographics.

Facebook now has a Job Openings tab, meaning you can post jobs from your profile and attract the right candidates. The first thing you would want to do is make a perfect company page. If your page is appealing to users, they will follow all the updates about your company. Remember that your page should be more than just advertising job roles. It should also be a space where users will engage and share their opinions.

Encourage your current employees to comment and share the posts so that potential candidates take notice. Make sure that you engage with all the users who share or comment on your posts. It doesn’t matter if the opinion is negative or positive. If you engage, it shows that you’re accountable.

For successful Facebook recruiting, use Facebook Ads so you can target the right audience by specifying certain demographics like age and location to find the exact candidate you are after. Join community groups to advertise career fairs and networking events, which allow you to come across potential candidates upfront.

Use special tools like SignalHire to make your search easier and get better information about your candidates. This platform lets you find someone by phone number on Facebook. 


3. Twitter

Twitter might only seem like a microblogging website for celebrities to share their musings but it still holds much value for recruiters. It only supports up to 280 characters so you have to pack a punch with just a couple of words. To make it more convincing and noticeable, use photos, videos or GIFs to draw attention. 

Before you start using Twitter to find candidates, make sure your profile contains all the necessary information. Aside from adding a profile picture, your company name and a good bio, add a few industry tweets and a couple of relevant posts. Avoid retweeting posts from questionable sources.

Then, start following people. Search people on Twitter using keywords and follow contacts relevant to your industry or users who might have skills for the role you are looking to fill. The more you follow people, the more chances you will have of them following you back. This way, you will be able to build a network of prospects.

Since Twitter has over 300 million users, you have a lot of potential to see your company by the right people. To do that, you have to start posting frequently. Share updates about your company and engage posts about the trajectory of your company.

To make your tweets more visible, use hashtags, which are a great way to see your posts by the right people. Use hashtags like #job, #career and #sales to allow job seekers to locate your tweets quickly.

To unleash the full potential of Twitter, you must think of it as more than a job posting platform. Use the platform to keep potential candidates interested in your company. Share tidbits and stories about your company. Announce events and other important company opportunities through your Twitter account. Educate candidates about your corporate culture through your profile.

You can also use your Twitter profile to show what your company stands for. Today’s candidates largely support company values and ethics so they gravitate towards companies that have morals that align with theirs. Consequently, let candidates know about your views and allow them to glimpse your company’s policies and ideals.


4. Instagram

You might think that Instagram is the last place to look for candidates but you would be surprised. What makes this platform such a powerful source is its visual media-led environment. You can attract attention from candidates using a lot of visual media like photos and videos.

Like Twitter, you can also use relevant hashtags on Instagram to draw attention from prospects. Moreover, share regular Stories about whatever’s happening in your company. The more active you are, the more chances you will get the ideal candidate.

Furthermore, Instagram is an amazing way to tap into the Gen-Z demographic. With Instagram, you will be able to find young talent. However, one thing you must remember is that you cannot just keep posting the same thing on different channels. All social media platforms operate differently, which means you must craft your posts and messages differently. 

When it comes to Instagram, use more informal lingo but not too much of it because you don’t want to sound unprofessional. Use tools like Reels and Stories to get more visibility.


The recruitment process can be grueling. In this candidate-led market, where so many companies are looking for the perfect professionals, it can take time to find the right people, especially with limited resources.

Luckily, social media platforms have more to offer than you know. If you keep the tips mentioned above in mind, you can transform your social profiles into a great source for finding candidates.

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