For a busy nonprofit, social media can be an efficient hiring tool. Most top social media sites are free, so you can expand your reach without stretching an already tight budget. The easiest way to increase the visibility of a job opening is to post a link to your Facebook, Twitter, and LinkedIn profiles. Use low-pressure language to encourage sharing: “We’re hiring a marketing manager! If you know anyone who’s passionate about reducing homelessness in our community, please share.” This method adds only a few minutes to your existing process, making life easier for your busy staff. Even a few shares can expand your candidate pool significantly, letting you reach people who aren’t using traditional recruiting channels. Social media discussions can be a surprising source of potential hires. Look for people who participate regularly and thoughtfully in the comments section of your Facebook page, or monitor relevant Twitter hashtags to spot insightful users. Once you spot an engaged, active user, start a conversation or share a job post. Social media is not without its pitfalls. An applicant’s profile can reveal personal details that may not legally be considered in the hiring process, such as sexual orientation or marital status. A defined, well-documented hiring process can protect your organization from discrimination lawsuits and help ensure that each candidate is judged equally and fairly. When used strategically, social media can increase your candidate pool and boost visibility for your organization.