Investigate how innovations such as Twitter
are changing the way that businesses recruit
workers.
Yohaan
Elad, Barry. “Social Media Recruitment Statistics by Demographic, Platform and Job Seekers
(2025).” Sci-Tech Today, 29 Apr. 2025,
[Link]/stats/social-media-recruitment-statistics-updated/?utm_source.
Accessed 3 Oct. 2025.
Origin: This article is published by Sci-Tech Today on 29 Apr. 2025, authored by Barry Elad
and edited by Rohan Jambhale
Purpose:
- Provides a broad overview of recruitment trends in Twitter and other social media
platforms.
- Focuses on how social media platforms, including Twitter, are being used by businesses to
hire employees.
- To inform HR, businesses and students about recruitment patterns in the social media age.
Value:
- Provides statistics reflecting current global recruitment patterns across multiple platforms.
- Includes data such as the percentage of managers using Twitter for hiring and companies
employing social media strategies.
- Useful for illustrating the significance of social media in recruitment.
Limitations:
- Lack empirical data and focuses on statistics
- Does not have evidence to back up the statistics.
- Does not look at multiple perspectives and majorly focuses on the benefits..
Jaywant Pandagale. “Social Media Recruitment Statistics by Recruiters and Facts (2025).”
[Link], 11 Aug. 2025,
[Link]/social-media-recruitment-statistics/?utm_source.
Accessed 3 Oct. 2025.
Sanchit
Source - Takalpati, Murali. “3 Reasons to Use Twitter for Recruiting and How to Get Started.”
Recruiteze, 6 Jan. 2020, [Link]/3-key-reasons-to-use-twitter-for-recruiting/.
● Origin : Published by Recruiteze, a recruiting software company with a vested
interest in promoting digital recruitment methods. It is a professional blog aimed at
HR managers, recruiters, and businesses.
● Purpose : For persuading recruiters and companies to adopt Twitter as a recruitment
tool and to promote Recruiteze’s services and to give an outline of the advantages of
Twitter recruiting.
● Value - Provides concrete insights into why companies should use Twitter, Wider
reach (millions of active users). Engagement & interaction with candidates. Social
media screening. Employer branding by showing company vision and goals
Shows how social media tools are actively changing business recruitment beyond
traditional job boards.
Streamlines the process of employment, and promotes freelancers. Value it provides
to us for investigation - Helps demonstrate the practical, on-the-ground impact of
innovations like Twitter on recruitment methods.
● Limitations : Only focuses on the positives and doesnt focus on negatives such as
invalid work or fake accounts for screening or securing job positions. Biased: since
it’s from a recruitment software provider, it presents Twitter in a positive light and
ignores drawbacks
Lacks credibility due to it not providing any data or metrics as such. demographic
limitations (not everyone uses Twitter), or the risk of relying too heavily on one
method of employment.
Published in 2020 lacks recent information
Relevance to question - but less strong for critically evaluating the broader impact or
drawbacks.
Jiah
- [Link]
Source- “Twitter Recruiting.” Monitask,
[Link]/en/hr-glossary/twitter-recruiting. Accessed 3 Oct. 2025.
Origin- This article titled “twitter recruiting” written by Ruslan Asakrov is published on the
monitask (an employee and job managing software) website in the HR glossary. It was
published on November 19th 2024.
Purpose- The purpose of this article is to inform HR personnel, businesses and the people
looking to get hired, how twitter/X can aid in that process with it’s algorithm based approach
helping with visibility.
Value- It gives a clear understanding into how the algorithm functions behind the scenes
including it’s strategies, benefits and challenges. It also presents tactics/tips which can help
it’s target audience either get hired or to find people. The article is simple and straightforward
to understand hence resulting in a large number of people being able to use its knowledge.
Limitations- It’s not an academic source and instead is in a blog like format which can result
in some of the content being promotional/advertisational and not fully accurate. There is also
a clear lack of empirical data hence not backing the claims it's making. It has dumbed down
some of the information and missing out on a chance to include more details. It also mainly
focuses on the positives rather than keeping an equal balance.
Kereena:
Source:[Link]
iting/
Ghosh, Gautam. “Twitter Recruiting: How to Make It Effective.” EddySoftware, Eddy,
2025, [Link]/hr-encyclopedia/twitter-recruiting/. Accessed 3 Oct. 2025.
Origin: This article is published on “eddy” the world largest free
encyclopaedia of HR. The source is titled “ Twitter Recrutting”
and is written by Gautham Ghosh.
Purpose: The purpose of the article is to inform employers of how the
platform Twitter can be incorporated in the HR field to find
great talent.
Values: The source lists the pros and cons of recruiting via Twitter and
shares an outline of the steps required for tweeting job
related posts. As well as tips and tricks for recruiting on Twitter.
Limitations The source doesn’t share the date it was published, which
makes it difficult for readers to understand whether this
method is still effective. Moreover, the source doesn’t share
any real examples, such as of companies who are using
Twitter for recruiting and successfully found great talent.
Hence, these methods aren’t as credible.
Arjun:
Source: [Link]
Origin: The article “How Social Media Screenings Affect Hiring Decisions” is published by
[Link], authored by David Cotriss and last edited on 16 Sept. 2025.
Purpose: To guide job-seekers in managing their social media profiles, and educating them to
increase the likelihood of them getting hired.
Value:
-Covers screening processes of companies while hiring employees.
-Covers Do’s and Don’ts for a job-seeker from a Social Media point of view.
-Gives general understanding of Social media from a company point of view.
Limitations:
-Does not cover Twitter in detail
-Generalises all social media
Discussion -