5 years ago, social recruiting may have been a novelty. A fun way to attract, younger, digitally savvy candidates to your workplace. Not anymore. Social media is where all the people are at (literally) and if you’re going to find the most qualified and talented candidates for your workplace, it’s the best place to start.

Yet, at the rate at which social media evolves, it can be exhausting to stay up to date. That’s why we created a list of general rules—5 dos and don’ts—that act as guiding principles to get you through the tumultuous waters of social recruiting.

Do: Be socially active rather than socially reactive

The first step to social recruiting is using social networks to…well...network. Too often recruiters start interacting with potential employees once there’s a job opening. Instead, use social networks to build relationship that may help you in the future.

Maybe your business is growing and you’re continuously looking for IT consultants. By joining an IT group on LinkedIn you can start networking with potential candidates before you’re desperately looking for someone to start next week.

This is also a great way to track down higher level talent. Looking to hire a project manager or department director in the next few months? Browse around Facebook, Instagram, LinkedIn, and Twitter for people who are passionate about your industry. Arrange a coffee with a few of them and start building relationships that could turn into key partnerships.

Don’t: Talk like a corporation

A general rule of thumb for business on social media is to humanize your brand voice. Get a little more relaxed, a little more colloquial. Type the way you would speak in real life. Not how you would prepare an annual report for shareholders. This rule especially applies if you’re recruiting. Do you think potential employees get excited to work at a place that utilizes a lot of corporate buzzwords on their LinkedIn posts? Didn’t think so.

Do: Make your work culture public

Control the candidate’s perception of your company by actively showcasing the perks, projects, and people at your business. Take advantage of events, award shows, or ridiculous Monday rituals by taking pictures and posting them to your social media accounts.

One way you can do this is through #teamtuesday. Every Tuesday post a picture of an employee . Ask them a few generic questions (What’s your favourite part about working here? What’s the biggest challenge in your work space? Etc.) and let them talk about their experience. As potential employees scroll through your Instagram and Facebook, they’ll be able to hear from real employees what it’s like to work with your organization.

Don’t: Rely on one platform

Too often recruiters will post to LinkedIn, maybe connect with a few potential employees and call it a day. While LinkedIn is the most primed platform for recruitment, it shouldn’t be the only one you use. Expand to multiple platforms and utilize them for their strengths. While you might use LinkedIn to post a few professional articles, use Instagram to post candid pictures at company events and connect with your own employees outside of work hours.

Whatever you do, always keep an eye out for new ways to connect with potential employees. Newer apps like Shapr are starting to pick up steam and could be a great new place to start networking.

Do: Go boating

Okay, maybe you don’t have to go boating. But, when you participate in team bonding activities, choose something that your employees can’t help but share on their social media channels. This will help your company build a reputation as a fun and diverse place to work. Sophie Worth, head of recruitment at an advertising agency in Amsterdam, says that a boat completely revamped their work culture. But if you don’t live near water, she recommends you “find that thing that adds to your culture, brings people together, changes the scenery and shifts the perspective.”

Using social media for recruitment is all about employer branding. Your company needs to embody the brand that’s going to attract your ideal candidates. In this article we just got started on employer branding. Learn a little more below.