Introduction
Gone are the days when job ads in the local newspaper were enough. Today’s most successful Lebanese recruiters blend LinkedIn search, Instagram branding, and specialized portals to build pipelines of qualified candidates. Here’s how.

1. LinkedIn: Beyond Passive Posting

• Advanced search: Use Boolean filters to pinpoint candidates by skills, past companies, and location.
• Engagement: Publish thought-leadership articles (“A Day in Life at XYZ”) to attract followers and establish expertise.
• Employee advocacy: Encourage staff to share openings on their personal networks for a 30% boost in applications.

2. Instagram & Facebook for Employer Branding

• Stories & Reels: Showcase office culture—team events, CSR activities—to humanize your brand.
• Highlight reels: Create an “Open Roles” story highlight with swipe-up links to your careers page.
• Targeted ads: Leverage Facebook’s granular demographic targeting (e.g., marketing grads, tech bootcamp alumni).

3. Niche Job Boards & Portals

• Regional boards: Bayt.com, Forasna, and LEBANONjobs.com still drive high volumes in certain sectors.
• Specialized sites: Use AngelList for startups, GitHub Jobs for developers, and Behance for designers.
• Localized groups: Tap into Telegram and WhatsApp recruitment groups for quick referrals—just be sure to moderate and verify quality.

4. Virtual Career Fairs & Webinars

• Format: Host 30-minute webinars on “How to Land Your First Finance Role” with a live Q&A.
• Benefits: Positions your company as a thought leader and builds an opt-in database of engaged candidates.
• Tooling: Platforms like Hopin or Zoom + integrated registration forms.

5. Chatbots & Automated Scheduling

• Chatbot screens: Qualify candidates on key criteria (experience, location, salary expectations) before passing them to a recruiter.
• Automated calendars: Tools like Calendly let candidates self-book interviews, reducing back-and-forth emails by 80%.

Conclusion & Action Plan
A multi-channel approach drives both volume and quality. Start by auditing your current channels, set clear KPIs (applications per channel, time-to-hire), and test one new platform each quarter. Ready to scale? Reach out to BSO for a tailored digital talent-acquisition strategy.