Merriam-Webster defines social media as “forms of electronic communication (such as social networking and microblogging websites) through which users create online communities to share information, ideas, personal messages and other content (such as videos). Social media technologies take many different forms, including blogging, business networking, enterprise social networking, forums, microblogging, photo sharing, product/service reviews, social bookmarking, social games, social networks, video sharing and virtual worlds (Aichner 2015). rapid and generalized information; targeted, flexible and diverse interactive approaches; and at relatively competitive prices, social media will increasingly contribute to recruitment and job search, have a significant effect on traditional recruitment channels and ultimately change the recruitment and job search model. job. In the 1990s, the primary recruiting method for companies was to advertise in newspapers, magazines, or on television and then collect paper resumes submitted by candidates by mail. With the advent of the Internet age, more and more companies have started posting job openings online and job seekers can submit their resumes via email. Some recruitment sites have become the main recruitment channels for employers. In recent years, due to the rapid development and increasing popularity of social media, more and more employers have started to create dedicated recruitment accounts on social media to attract more active and passive job seekers. As a vital recruiting channel, social media has captured the attention of all recruiters. Social media is the tool and platform for people to share opinions, ideas, experiences and perspectives with each other. The most important characteristics of social media are user reviews and ratings, as well as user sharing and likes (Kailer, Mandl, and Schill 2013). Compared with traditional recruitment channels (such as recruitment sites, job fairs, headhunters, etc.), recruitment based on social media platforms has the obvious advantage of more dissemination wide information, attracting passive candidates and increasing opportunities for direct communication between employers and employees. . Due to these advantages, recruitment based on social media platforms can effectively solve the problems of limited information dissemination, insufficient candidates and high cost of recruitment channels, which are of concern to recruiters. Social media can help recruiters proactively reach target candidate groups, attract them and integrate them into the company. In line with traditional recruiting channels, the goal of social media recruiting is also to post vacancies and complete hiring tasks. However, the contribution and added value of social media recruitment for companies is that more and more companies realize that social media can effectively promote the employer's benefits to the target group of candidates. Compared to the rigid and formulaic approaches of traditional recruitment channels, social media methods are more lively, personalized and vigorous. By personalizing and integrating corporate culture, the difference between competitorsof the sector can be demonstrated. At the same time, displaying and promoting employer branding also influences the job search behavior of passive job seekers. By introducing the company's history, culture, operations, salaries and benefits, it will proactively attract passive job seekers and increase the number of applications. Take the example of the international professional social media LinkedIn; Individual LinkedIn members can create their own professional profile for free and contact known or unknown members to enrich their professional network. In 2011, Jeff Weiner, CEO of LinkedIn, stated that LinkedIn had 85 million members at that time and was adding a new member every second (Ovide 2011). This makes social media a vast talent pool. In the meantime, LinkedIn offers different recruiting and branding options for business accounts. Businesses can create free business accounts on this platform and periodically broadcast company news and events to attract subscribers. It is also possible for companies to set up a career interface to promote employer values, advertise vacancies and introduce relevant criteria. Additionally, a company can purchase a recruiter account to directly search for potential candidates. Unlike passively waiting for applications from job seekers, social media-based recruitment requires recruiters to be able to actively search and reach candidates (especially passive candidates), interact with them, motivate their enthusiasm for the position , and finally achieve the recruitment objective. In the context of fierce competition for talent between competitors, recruiters need excellent communication skills, with communication methods varying significantly depending on the type of audience and communication channels, for example whether the target group is made up of students or recent graduates. Languages ​​and communication methods should be young and topics should always be combined with current themes to attract the attention of job seekers to employers. It should be noted that the use of this type of fashionable cyber language on social networks, such as Facebook or Twitter. But if these are official channels such as the employer's official website or LinkedIn, the use of language must be appropriate, in accordance with the company culture, and meet the requirements of the communication guidelines of the service department. company public relations. benefits of recruiting on social media and started trying this new recruiting channel. While achieving recruiting goals, businesses must also fully recognize the downsides and risks of social media recruiting. First, the use of social media recruiting and the extent to which it is used is influenced by a company's scale and strategy, human resource strategies, recruiting staff, and many other factors. If its current recruitment channels can fully meet recruitment needs, the use of social media will further contribute to brand promotion and the creation and maintenance of a long-term talent pipeline. It should be noted that the costs of establishing, operating and maintaining some social media (especially when all services are purchased) may be higher than the price of traditional recruitment channels. Businesses must select appropriate social media and