According to Nikolaou, recruiters typically check the candidate's background, noteworthy truth rate and additional information via social networking sites to learn more about them before making a decision (2014) . Their improper use can cause problems with candidate privacy and even discrimination. For example, some recruiters use Facebook as a channel to check the candidate's background or search the candidate's Twitter to see how to connect the company to them. Recruiters usually evaluate the negative information they have collected from the Internet to judge candidates over the positive information (Nikolaou, 2014). It is very easy to see that LinkedIn is the world's largest corporate external online networking platform with more than 180 million members searching for their potential job all over the world (Korzynski, 2014). However, the problem of communication between leaders and their candidates, such as lack of mutual understanding, leading to complexity, requires interaction. Furthermore, these activities can destroy the feeling of support and togetherness that is very important for the feeling of candidates and recruiters. As a result, despite the fact that social networks have attracted a lot of attention from new hires today, they prefer to use the traditional face-to-face method.