Abstract

The emergence of social media has transformed the recruitment landscape enabling organizations to reach a broader talent pool while simultaneously enhancing employer branding and engagement with prospective candidates. Traditional recruitment methods including newspaper advertisements career fairs and agency-based hiring are increasingly supplemented or replaced by social media platforms such as LinkedIn Facebook Twitter and Instagram. This research examines the effectiveness of social media recruitment processes focusing on factors such as reach candidate quality engagement rates cost efficiency and time-to-hire. The study evaluates how different platforms and recruitment strategies impact organizational outcomes and applicant experiences and investigates challenges including digital noise platform saturation and algorithmic biases. By employing a mixed-methods approach combining qualitative interviews with HR professionals and quantitative analysis of recruitment metrics across indus