It’s no secret that social recruiting and recruitment marketing are popular, but implementing these strategies into an existing recruitment process can be a time-consuming effort (if not approached properly). When using social for work-related purposes, it’s all too easy to forget that you’re entering into an established online community that has it’s own nuances and expected guidelines. It’s not enough to simply post job ads or message potential candidates out of the blue – that defeats the purpose of a talent community. To use these sites effectively, you must create content to engage your candidates, show your industry knowledge to gain candidates’ trust, and then use convenient methods for reaching out to them with relevant offers.

Here is a list of lesser-used resources that are bursting at the seams with talent. You might not use some of these sites at all, but that’s ok! We’re going to look at each one and then explore exactly how you can approach them in your recruiting process to find great candidates (who will respond to your outreach).

6. Snapchat

Snapchat may intimidate you as it requires so much fresh content and is primarily accessed on mobile devices. Creating content for this site feels more challenging to many as it relies almost exclusively on images. Developing a strong social cadence will make utilizing this popular medium a less daunting task (as will asking your team to join in). Don’t feel as though you can only post about open positions either, Snapchat is a great employee branding tool and with 68 million active daily users in North America alone, it is a great way to reach out to new audiences.

Sharing examples of your company’s culture in short clips is a great way to show the team’s value and hard work. You can share brief videos or pictures of:

  • Your great office space and amenities
  • Cool new projects
  • Interesting tools you may have
  • Company comradery

You can also encourage other employees to share fun moments on their personal accounts or urge the social media team to share more candid moments on the medium. This can be a tough sell, but you never know unless you try. If you’re not a corporate recruiter, why not ask the hiring manager’s team to start promoting the brand via their social accounts, or work on your personal brand.

Another great aspect of Snapchat are the Geofilters. A Geofilter will allow you to create a message and unique filter that you can broadcast exclusively to Snapchat users in a chosen location at whatever time you specify. You can quickly and easily broadcast your brand by creating an On-Demand filter to broadcast your role or company’s message for as low as $5. Think of how useful it would be to put a filter over a college campus during a job fair, or perhaps even over a competitor’s building if you’re feeling particularly bold. For more details on setting up one of these filters, Buffer has a great article on it or you can go directly to Snapchat’s site for more information.

5. Instagram

Instagram functions much like Twitter, in that the goal is to build trust and improve your personal brand. The content that you post will be similar to the images posted to Snapchat and should highlight the fun and vibrant aspects of your role and team culture. It’s a bit easier to gain a strong following and build a mini-talent community on Instagram because the site allows you to add relevant hashtags. As with any social site, it never hurts to keep an eye on your competitors and what they’re up to.

Step one with social is to just start. Have a presence and offer relevant material to your audience. Step two is to see what content performs well and what doesn’t. You develop an eye and mind for testing. With each post, you can track:

  • Time of day posted
  • Theme of material (for example: picture of cat vs. job ad)
  • Number of likes, retweets, comments and interactions

As you learn what posts garner the most attention, you can develop your social recruiting strategy to benefit accordingly.

4. AngelList

This site is perfect for corporate recruiters who are looking to fill roles for companies that may just be starting out or don’t have the same status as more widely known firms. AngelList allows job seekers to create profiles containing their credentials, skill sets, and other personal information. These candidates are actively looking for new roles, which usually means that these profiles are more likely to be complete with the keywords you need.

If you’re going to use this site, it’s important that your company profile is complete and allows current employees to share their company insights to draw in candidates and legitimize the page.

3. Quora

Quora is a great place to find candidates who are willing to share their extensive industry knowledge. Creating a personal profile that broadcasts your status as a recruiter is important so that candidates know your role and who you represent. Before you begin contacting candidates on the site, you should partake in discussions about recruiting and your personal interests. This will help you to establish a presence and show that you genuinely want to contribute to the community.

To find talent on the site, begin by monitoring threads featuring topics that would interest your ideal candidates.

  • Which users are the most active?
  • Do they have interests in your industry?
  • Do they show an interest or passion for topics that relate to your job req?

Pose a question to some of the more qualified or active users to test their knowledge. It doesn’t have to be an explicit test either. You might need some explanation to genuinely help you understand the role you’re looking to fill. This site is a great resource when learning more about industry skills and gaining an understanding of the terms that should be used in outreach emails and job descriptions. It would be a great idea to see who on Quora comes to your aid. If they’re not ideal for your job (or uninterested), they probably have a referral who could work.

When you do find a great-looking candidate, crossreference their Quora profile with their other social profiles to see if their location and social personality indicate a potential fit.

2. Behance

This site is perfect for anyone looking for creatives ranging from street artists to design engineers. Behance allows creatives to post samples of their work and portfolios so that your team can browse through them. The site also gives artists the option of indicating what software they used to produce their art, allowing you to look for hard skills as well.

Most artists and creatives on the site choose to list their contact information along with their portfolios, making sorting through and sharing their designs with hiring managers a breeze. If you’re feeling overwhelmed by the site and the sheer about of samples on it, there are also premium features that will match artists to the needs of your team.

1. GitHub

GitHub is perhaps the most technical of these sourcing sites and as a result, searching with job titles won’t be effective. Instead, you’ll need to have a fairly specific list of the job’s functions, languages, and tools. This will help you to narrow down the search and find candidates who are posting and sharing insights on these projects. You will likely have to rely on some good old fashioned Boolean search techniques to narrow your results. If you’re not familiar or comfortable with Boolean, GitHub also offers advanced search features to help you find candidates by location and skill set.

Note: We also offer a Boolean eBook to help with these kinds of searches.

Commenting and contributing on this site will be difficult unless you have some software or coding experience. Because of this, it’s probably best to find your target candidates on GitHub and then build a relationship with them on more traditional social sites. A tool like our Chrome Extension will help you match candidates to their alternative social profiles in seconds.


Venturing out and exploring new social sites is the perfect way to reach new groups of candidates. You won’t be able to master all of these sites, so it’s best to stick to a few and master them as best you can.

Free tools like Buffer and Hootsuite are helpful as they allow you to schedule content for multiple social sites at one time. These won’t work with all of the sites we mentioned here today, but they can be helpful when posting to more traditional social sites. We hope that these tips help you to reach out to build relationships with candidates and form successful talent communities. Good luck out there!