Social media – it's not going anywhere. If anything, it's getting bigger. In fact, Jobvite's 2015 Recruiter Nation Survey revealed that 92 percent of recruiters actively using social media networks to recruit. This gives you ample opportunity to turn your employee's biggest distraction into your business's greatest strength.

"Every month 890 million people use Facebook, 300 million use Instagram and 288 million people use Twitter."

User stats
Entrepreneur contributor Joe Budzienski, Vice President of Product and Technology at Monster reported that every month 890 million people use Facebook, 300 million use Instagram and 288 million people use Twitter – that's a lot of eyes. But now you have to engage them. 

That being said, a 2015 survey from the Society for Human Resource Management revealed that of all companies new hires, 19 percent come from Facebook, 8 percent come from Twitter, 57 percent come from LinkedIn, 30 percent from professional networking sites, 4 percent through Google Plus and none from Instagram.  

However, Budzienski explained that Twitter is actually the fastest growing social media platform for recruiting with more than 60,000 jobs being tweeted each day. This means 40 percent of companies use this as a source for talent.

You might be thinking, that's a good amount of competition, how can I get my company to stand out? Pay attention human resources professionals, here's how your company can master social recruitment:

Create a hiring story
Budzienski pointed out that it's important to lock down your talent brand, or your mission, vision and corporate culture's look on social media. You accomplish this through maintaining a consistent image via words, photos and videos across all social channels that your company uses. It's not just about being on social media – you have to engage. Make it unique to your company's brand – what works for Google doesn't necessarily work for Nike.

Placement is key
Did you know that the different media platform you use to post a job opening actually makes a difference? Social data management company Nimble explained that entry-level positions will be posted on sites like Facebook or Twitter, whereas a management listing would be better suited for LinkedIn. 

Employ your employee's networks
Word of mouth is the best recommendation you can get – so if your employees love their jobs, have them share your job openings. Give them incentive for helping recruit and offer new-hire bonuses. Budzienski explained a recent survey from Monster that asked respondents if they would prefer an opportunity for a new job if the recommendation came from a friend, and 65 percent said yes, they would. 

What's your hiring story?What's your hiring story?

How to get creative with recruiting via social media
When you're a small business it's okay to showboat for recruiting purposes. If you need help coming up with a plan, try working with PEO companies to help you figure out your social recruitment strategy. But first, learn from some of the biggest brand's in the business and see what they did to stand out from their competitors:

1. Dell
Dell is a huge corporate company, but they're a smart huge corporate company that uses their social media platforms to highlight it's community culture, reported Nimble. This shows job seekers that even though Dell is one of the biggest names on the market, their name won't get lost amongst all the others. It will also encourage them to apply to the massive business, as opposed to being intimidated to apply. 

2. Taco Bell
This Mexican fast food giant is king of using all the social media platforms, including Pinterest, to their branding advantage. They use creative methods like posting their employees selfies when they're in uniform, said the source. This way, potential hires can get a better sense of what it would be like to work at Taco Bell, attracting more to send in their resumes. 

3. GrubHub
This company took to Snapchat to find a social media with "Insane Snapchat Skillz," and had candidates apply with a snap of their best doodle, reported a Zoomforth article that was aptly published on LinkedIn. This was a brilliant way to weed out the good from the bad because it immediately showed them if they could not only use social media, but use it creatively.