Think recruiting is just about posting on job boards? Think again. Social recruiting has changed the hiring landscape, giving companies fresh ways to showcase their culture and connect with candidates.
But let’s clear something up right away: this isn’t an either-or situation. Social recruiting and traditional recruiting each have unique strengths, and they work best when used together. Both are critical pieces of a larger recruitment strategy that helps companies find and attract the right talent.
In today’s competitive job market, understanding the differences between social recruiting and traditional recruiting is key to a successful approach. Let’s dive into what makes these approaches different and how you can combine them for maximum impact.
What is social recruiting?
Social recruiting uses platforms like LinkedIn, Facebook, Instagram, and X (formerly Twitter) to promote job openings and build your employer brand. Unlike traditional recruitment methods, it thrives on real-time engagement, connecting with candidates on platforms they already use.
This approach is especially effective for reaching passive candidates—people who aren’t actively job hunting but could be persuaded by the right opportunity. By sharing engaging content like videos, employee testimonials, and behind-the-scenes culture highlights, social recruiting draws in candidates who align with your company’s values.
Over time, these ongoing interactions—through comments, likes, or direct messages—build relationships that keep your company top of mind for future opportunities.
What is traditional recruiting?
Traditional recruiting relies on established methods such as job boards, career fairs, and third-party staffing agencies. It focuses on connecting with active job seekers who are ready to apply and move forward in the hiring process.
This approach typically emphasizes job qualifications and requirements over company culture. For companies with urgent hiring needs, traditional recruiting is ideal for attracting a large volume of qualified candidates quickly. While it doesn’t prioritize long-term engagement, it remains an essential tool for filling immediate openings efficiently.
Key differences between social recruiting and traditional recruiting
Audience reach
Social recruiting broadens your reach by targeting both active and passive candidates on platforms they already visit. This makes it a powerful tool for building a talent pool for both current and future roles.
Traditional recruiting, on the other hand, focuses primarily on active job seekers. Platforms like job boards are perfect for quickly connecting with candidates who are actively looking to make a career move.
Engagement and interaction
Social recruiting stands out for its ability to create real-time, ongoing engagement with candidates. Whether it’s through a comment on a post or a quick DM, these interactions help build a genuine connection with your audience over time.
Traditional recruiting generally involves engagement only after a candidate applies. Communication is more structured and often limited to follow-up emails or phone calls, making it less interactive and relational.
Employer branding
With social recruiting, companies can showcase their culture, values, and employee experiences in a way that resonates with candidates. This helps attract individuals who are not only qualified but also aligned with your mission and vision.
Traditional recruiting places more emphasis on job-specific details, leaving candidates to research company culture on their own. While this can still attract great talent, it may miss opportunities to make a lasting first impression.
Talent timeline
Social recruiting is a long-term game. By consistently engaging with candidates and building awareness of your brand, it creates an evergreen talent pipeline that companies can tap into over time.
In contrast, traditional recruiting is designed to address immediate needs. It’s a short-term effort focused on filling specific roles quickly, which makes it highly effective for urgent hiring but less impactful for long-term brand building.
When to use social recruiting vs. traditional recruiting
Social recruiting is best for building brand awareness, engaging passive candidates, and finding candidates who are a strong cultural fit. And it’s not just about creating buzz—it directly impacts hiring by establishing a warm pipeline of talent already familiar with your company.
Traditional recruiting works well when you need to fill a role quickly and have specific qualifications in mind. By targeting active job seekers, this method ensures you’ll find candidates who are ready to apply and move forward without delay.
The real magic happens when you combine these approaches. By blending social recruiting’s long-term engagement with traditional recruiting’s efficiency, you can build a strategy that balances immediate needs with future growth.
Final thoughts
Social recruiting and traditional recruiting aren’t competing methods—they’re complementary tools in your recruitment toolbox. By understanding their unique strengths and how they fit together, you can attract the best talent for today and tomorrow.
Looking to take your recruitment efforts to the next level? CareerArc can help you build a social recruiting plan that does the heavy lifting for you. Click here for a demo and see how we can help you attract top talent more effectively.
