The Role Of Social Media In Recruitment Strategies

• Author(s): Krati Chaddha
• Paper ID: 1708783
• Page: 1933-1942
• Published Date: 29-05-2025
• Published In: Iconic Research And Engineering Journals
• Publisher: IRE Journals
• e-ISSN: 2456-8880
• Volume/Issue: Volume 8 Issue 11 May-2025

Abstract

Social media has become a crucial instrument in the digital age, changing hiring practices in a variety of sectors. This thesis looks at how social media platforms, particularly Facebook, Instagram,, and LinkedIn, are becoming more and more important in the hiring process and how they affect HRM's strategic roles. In addition to improving their employer branding and talent acquisition effectiveness, the study looks into how businesses are using these platforms to find, draw in, and interact with both active and passive candidates. Using a mixed-method approach, the study examines individual organizational practices and perceptions by combining qualitative, in-depth interviews with quantitative surveys given to HR professionals in a variety of industries. The results show a paradigm shift away from conventional hiring practices and toward more targeted, dynamic, and interactive strategies made possible by social media. Facebook and Instagram are being used more and more for employer branding and interacting with younger audiences, but LinkedIn stands out as the most popular platform because of its professional focus and sophisticated recruitment tools. According to the study, social media recruitment has many benefits, such as lower hiring expenses, faster response times, better access to a larger talent pool, and increased job opening visibility. Social media also enables businesses to project a more engaging and genuine employer brand, which draws in culturally compatible applicants. The study does, however, also point out a number of difficulties, including controlling the veracity of applicant data, possible bias in online personas, privacy ethics issues, and the challenge of calculating the return on investment (ROI). The analysis leads the thesis to the conclusion that social media can greatly improve the efficacy and agility of talent acquisition procedures when strategically combined with other technologies and recruitment practices. The study suggests that companies create thorough policies, train HR staff, and use data analytics tools to monitor and enhance recruitment results. It also offers a framework for best practices in social media recruitment. This study advances scholarly knowledge of digital hiring and offers useful advice to HR professionals trying to negotiate the intricacies of the contemporary employment market. It also creates opportunities for further study on how automation, artificial intelligence, and data privacy laws interact with social media hiring. According to the results, social media has greatly improved recruitment responsiveness and reach, especially when it comes to interacting with passive candidates who are not actively looking for work. LinkedIn's structured profile data, job-posting features, and networking capabilities make it the most popular platform for professional recruitment. Despite being less formal, Facebook and Instagram play a significant role in employer branding initiatives and can assist companies in attracting younger, tech-savvy job seekers. encourages real-time interaction and is used for corporate communication and job alerts. Despite these obstacles, the study comes to the conclusion that social media can be a potent supplement to conventional hiring practices if used wisely. Organizational readiness, the existence of explicit policies and guidelines, recruiter training, and the utilization of digital analytics tools to track and improve performance are all directly related to how successful social media recruitment. By providing useful advice for businesses looking to improve their hiring results via social media, the thesis significantly adds to the body of knowledge on e-recruitment and digital HRM. Future research topics are also highlighted, such as the potential of artificial intelligence to automate social media screening, the moral ramifications of algorithm-driven candidate screening, and the long-term effects of digital employer branding on retaining talent.

Citations

IRE Journals:
Krati Chaddha "The Role Of Social Media In Recruitment Strategies" Iconic Research And Engineering Journals Volume 8 Issue 11 2025 Page 1933-1942

IEEE:
Krati Chaddha "The Role Of Social Media In Recruitment Strategies" Iconic Research And Engineering Journals, 8(11)