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Take Note of These Social Media Statistics

Woman on scrolling on phone surrounded by social media icons.

It’s no secret that many organizations find difficulty in attracting a surplus of qualified, motivated talent.

Employers are required to be more creative (and generous) than in decades past. The data makes this clear.

From September 2021 to September 2022, compensation costs for workers increased by 5 percent across the board. However, consumer prices rose 9.1 percent from June 2021 to June 2022.

Bottom line is, most job candidates are seeking employment from organizations that are reasonably quick to adjust for inflation.

This is all well and good, but for many organizations, particularly SMBs, there isn’t room in the budget to increase wages for everyone at regular intervals. For such organizations, the best chance for hiring success is largely a numbers game.

Finding the Right Playground

While free job posting sites such as Indeed are as relevant as ever, they definitely require supplementation from other forums including social media. In fact, social media, in some cases, should be the primary means for attracting job candidates.

According to CareerArc, a social recruiting platform, 86 percent of job seekers use social media in their search.

Moreover, HR Magazine informs of a study concluding that 73 percent of 18-34-year-olds found their last job through a social network. 

YouTube and Facebook Lead the Way

According to another CareerArc recruiting study (2021), the top 5 social media platforms finding daily use from active and passive job seekers are as follows:

  • YouTube: 49%
  • Facebook: 45%
  • Instagram: 36%
  • Twitter: 24%
  • Snapchat: 21%

Many may be surprised to find LinkedIn excluded from this top-5 list. While LinkedIn is a playground of choice for working business professionals (great for more pointed outreach), it doesn’t appear to be where the masses choose to gather on a daily basis. Depending on the positions you are attempting to fill, it may be more fruitful to stick with Facebook and Instagram.

Social Media Use by Age

Now, many may think that using social media in their recruiting will automatically attract a younger audience. While this is partially true, we are trending away from such findings. According to Statista, these are the percentage of adults using social networks by age group (as of 2019):

  • 18-29: 90%
  • 30-49: 82%
  • 50-64: 69%
  • 65+: 40%

From the statistics above, we can reasonably count on the social media engagement of nearly 70 percent of all adults (in all age groups) younger than retirement age. Needless to say, 70 percent of all adults in any group is a statistically significant figure.

In the Front Door Out the Back

Now, finding willing job candidates through social media means or otherwise does not automatically translate to lasting hires. As we have mentioned in many previous publications, turnover is on the rise and it is simply a bit harder than in times past to hire qualified, dependable talent.


Read More: 3 Surprising Hiring Facts That Can Help You Reduce Turnover


Ironically, while social media can serve as an important means of attracting job candidates, it can also be a big help in qualifying or disqualifying them from the position of hire once they express interest.

Social media screening, in general, is rather underutilized given the insights it provides to employers. An in-depth social media search across all platforms can tell an important story that can’t be found elsewhere. Proper social media screening is certainly something to consider during the hiring process.

Bottom Line

Social media is a very important recruiting and hiring tool in many regards. For many industries, it may be the best way to attract qualified candidates for open positions. It may also be an important way to screen potential new hires to identify whether or not they are a good fit for your organization.

Are you currently leveraging social media for greeting hiring success?

If not, we can help with that. Feel free to contact us or visit us online today.

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