After having talked about recruiting on Facebook and Linkedin, this week we are going to talk to you about one of the social media leaders, Twitter. With 300 milions subscribers in 2018, in few years it has become a must.

Companies are using Twitter first of all to give visibility to their news, create proximity with their clients, share information. But it is also increasingly used as a recruiting channel.

Is Twitter a suitable network for recruitment? How to exploit it? How to make a sourcing on Twitter? Check out Kioskemploi’s tips for effectively recruiting on Twitter.

I Highlight your employer brand on Twitter


Twitter is a communication platform that differs from other social networks by its short and attractive content, going to the essential. Indeed, the tweets being limited to  280 characters since 2017, the messages broadcast must be particularly impactful.

It is an interesting recruiting channel because it shows a dynamic and modern image of the company. To make a place on Twitter, the company must tweet regularly (minimum 3 times per day). She must be able to interact with potential candidates and create a real sense of closeness to them.

Through Twitter, companies must be able to showcase their employer brand and attract talent by sharing their values, successes and news. By offering interesting content, your community will grow and your job offers will reach as many people as possible.

II Broadcast your job offers on Twitter

The advantage about Twitter is that you can broadcast your ad totally free and gain significant visibility thanks to hashtags.

As we have seen, tweets are limited to 280 characters. Thus, you must share your job offers by going to the basics. Your tweet must contain the main informations:

  • The job title
  • The link to the job description
  • The info to apply (link to the ATS, recruiter e-mail…)

Example of job offer tweet

We recommend adding an attractive image to be even more visible in news feeds. Feel free to show yourself original and impactful.

It is important to choose your hashtags so that the offer is visible to the targeted people (for example: #jobs #digitalmarketing #paris # recruitment …). The goal is that your post is then retweeted a maximum to increase its visibility. You can also encourage cooptation by asking your collaborators to share the tweet.

Another advantage of Twitter is the possibility to interact with candidates. They can thus tweet you, ask for information about the job. Be responsive to their requests and do not hesitate to encourage interactions.

III Sourcing via Twitter

With 300 million users, Twitter represents a significant sourcing potential. To this aim, an advanced search engine is available. This feature allows you to monitor a particular area and find potential candidates. For example, by searching for “developer” you will find all the tweets in which this word appeared. Like Linkedin, you can use Boolean operators (AND, OR, and NOT) to refine searches.

If you find interesting profiles, do not hesitate to interact with them, by following them or by contacting them by private message. You can also use Twitter to communicate with influential people in specific sectors, who can become potential talents within your company. It should be noted that Twitter is more suited to the search for certain profiles that are particularly present on this social network because of their activity (Community manager, digital marketing, IT …)

In short …

If its primary purpose is not recruitment, Twitter is still an interesting platform to develop its employer brand and disseminate its professional opportunities. The great specificity of Twitter is that you have to achieve impact and create interaction with candidates with concise messages. It is also a sourcing tool not to neglect. By using advanced search, you can find specific profiles. Like Facebook, Twitter remains a channel that must be used in addition to other media as a part of a global recruitment strategy.