Recruitment Using Social Media


Course Name

Recruitment Using Social Media

Course Code

PD-HR – B4

Number of Contact Hours

15 hours

Credit Hours

1 Credit Hour

Duration and Frequency

  • 5 sessions 
  • Each session = 3 hours
  • Frequency: daily Monday to Friday
  • Duration: 1 week

Mode of Delivery 

  • Online/ On Campus/ Hybrid 


Professional Development – 

B – Human Resources

Course Description

Your people are your most valuable asset and finding the best people to join your organisation, or for your client’s, is vital. This means that your Recruitment team need to have the essential skills to compete for talent in a socially connected world. We train recruiters how to source and attract candidates by enabling them to sift through the vast amounts of data available on the Internet, zoom in on potential employees and pre-qualify candidate data. 

It’s traditional recruiting but for the modern age, utilising online tools and clever methods of headhunting and sourcing


Why Attend?

Today, recruiters are relying on just a few social media sites such as LinkedIn; and Facebook; to find passive candidates. In today’s online world there are endless sites that can easily be sourced to find top talent from all industries, and with all skill levels. Multimedia sites can provide savvy recruiters with a whole new frontier for locating talented individuals that may not be found anywhere else on the web. Currently, multimedia sites have some of the highest traffic ratings which should make them the most appealing sites for recruiters to leverage. In this brand new AIRS certification class; attendees will learn the latest concepts for targeting alternate sites to quickly identify candidates from a wide variety of industries. The course will provide a step-by-step plan for choosing the best keywords to use in searches as well as the most current techniques for sourcing highly sought after talent. The course will look at a variety strategies focusing on uncovering candidates through highly trafficked media websites that most 


On completion of this course, participants are expected to:

  • Learn the latest search techniques to quickly identify candidates from a variety of online sites that most talent acquisition professionals never think to use. 
  • Learn how to choose the most effective keywords for searches and the most up to the minute technology for sourcing top performing passive talent. 
  • The course will demonstrate how to use specific multimedia, shopping, dating sites and much more. 
  • Walk away with specific tools and strategies to uncover top performing passive candidates. 
  • This course will not only demonstrate specific search techniques but also when to implement them and guidelines for progressing through each steps of each search. 
  • Multimedia, shopping and dating are some of the most highly trafficked websites today. These sites are full of potential candidates being interviewed, giving presentations and receiving awards and they can be a treasure trove for creative and motivated recruiters.
  • This course will focus on ways to efficiently search specific social media and multimedia sites as well as methods to leverage them for communicating with potential candidates.
  • During this fun and inventive course, attendees will explore the many options available for finding people on multimedia sites and the specific techniques for effectively communicating with them


Course Outline:

Module 1: Personal Branding

LinkedIn Profile

Twitter Profile

Google Plus Profile

Key Benefit: Improve the quality of every candidate interaction that you have by investing the time establishing your online brand and reputation across the major social and professional networks.

Whether you do all of your recruiting online or off-line, smart candidates know how to Google and are strongly influenced by what they find and see on-line. Are you putting your best foot forward in all of the social sites that potential candidates are going to discover you in? We show you what best-practice looks like for recruiters and explain the best tips and tricks to ensure that you are maximising your digital footprint to gain trust, credibility and authority.

Module 2: Understanding Social Networks for Recruitment

Using LinkedIn

Overview of Google Plus

Overview of Twitter

Key Benefit: Understand how to use the main social networks to market your jobs, build better relationships and develop your reputation amongst the sector(s) that you hire within.

So you’re on LinkedIn, Twitter and Google Plus; what next? We will introduce the basics of each of the main social networks, take you through the lingo and highlight the key features that recruiters should be aware of and how to use them. Then we will show you how and why you should use content (jobs, tips, insights, blogs, etc) to engage your network, enhance your perceived expertise and most importantly, maintain awareness of you and the employer you represent within your target market.

Module 3: Employer Branding

Facebook Pages

Facebook Engagement

LinkedIn Company Pages

Google+ Company Pages

Twitter Career Accounts

Key Benefit: Use Facebook, LinkedIn, Google+ and Twitter to develop your employer brand and build talent tribes that support and feed into your ongoing recruiting efforts.

Followers or Fans of your Company Brand Pages are nearly twice as likely to respond to your messages and be your brand ambassador. We show you how to build a following of loyal and engaged employer-brand ambassadors that you can leverage as a talent tribe to fill ongoing and volume positions and help you recruit more members for your tribe. These modules show recruiters and marketers what best-practice looks like when setting up your Careers Pages on the core social networks and also outlines simple strategies to build and engage your fan base. Although suitable for all recruiters who are passionate about your employer brand, it is most important for those who have administrator rights to your social profile pages on Facebook, LinkedIn, Google+ and Twitter.

Module 4: Job Advertising

Recruitment Advertising

Converting your Applicants

Key Benefit:  Attract more, higher quality candidates from your job advertising efforts.

Over 54% of all external hires come from someone applying to an ad, whether that be on a corporate careers site, a paid job board or a free job aggregator. Attracting high quality candidates to apply to your vacancies is faster and less labour intensive than having to source/ hunt them but you are still faced with two challenges:

  • Awareness, i.e. does your target market know that you are hiring for people with their skills? Even the most sought after candidates still search for jobs and show recruiters 4 things that they can do straight away to be found by these candidates.
  • Engagement, i.e. how can you turn someone from a viewer of a job ad into a qualified applicant? we demonstrate how recruiters can use creative, intelligent language to increase the number and quality of inbound leads by up to 500%.

Module 5: Social Sourcing

Sourcing on LinkedIn

Sourcing on Twitter

Sourcing on Google Plus

Sourcing on Facebook

X-Ray Searching

Key Benefit: Gain a serious competitive advantage from sourcing candidates from the main social networks 

LinkedIn is the world’s largest professional networking platform but it is still just a drop in the ocean compared to the billions of unique profiles on the likes of Facebook, Google+ and Twitter. The real competitive battle to find and engage with hard to find talent is going to be fought on these social sites.  We teach recruiters how to turn these social networking sites into massive candidate databases and provide them with unique insights into why and how they should engage candidates found in different social places.


Course Textbook:

Managing Human Resources, 8th Edition

Luis R. Gomez-Mejia, University of Notre Dame

David B. Balkin, University of Colorado at Boulder

Robert L. Cardy, The University of Texas at San Antonio



Feedback Given to Participants in Response to Assessed Work 

  • Individual written feedback on coursework
  • Feedback discussed as part of a tutorial
  • Individual feedback on request
  • Model answers 


Developmental Feedback Generated Through Teaching Activities

  • Feedback is given at presentations and during tutorial sessions
  • Dialogue between participants and staff in tutorials and lectures



The course grade will be based on a final project presented by the participant and graded by the instructor. Participants much achieve a passing grade of 70% or more to be awarded a certificate of completion of the course.