The study surveyed 220 adults aged 20 to 49 during 2024, using a quantitative, descriptive, non-experimental, and cross-sectional design. Participants were recruited through non-probability convenience sampling, with the online self-administered questionnaire distributed via LinkedIn, WhatsApp groups, and Facebook communities dedicated to job search and employability. The 27-item instrument covered social media use for job hunting, perceived effectiveness compared with traditional methods, platform-specific habits, demographic and professional factors, and the kinds of employment-related content that attract the most attention. Data were processed in Microsoft Excel and analyzed with descriptive statistics, including frequencies and percentages.

The headline number is striking: 77.7 percent of respondents reported having used a social platform to search for work, while only 22.3 percent had not. Even more telling, 78 percent said they personally know someone who landed a job through social media, a figure that reinforces the perception of these platforms as effective mechanisms of labor intermediation. The researchers note that this convergence between indirect success stories and favorable assessments suggests that exposure to positive outcomes in one’s social circle is associated with a more positive view of social media as an employability tool.

Yet the picture is far from uniformly optimistic. When asked to rate social media against traditional job-search methods, exactly half of the sample described the platforms as effective or very effective, with 37.27 percent choosing effective and 12.72 percent very effective. The other half was split between neutral positions, at 28.63 percent, and negative assessments, at 21.35 percent. This divided verdict, the authors argue, reveals that perceived effectiveness is differentiated rather than universal, and it hints that the value of a platform depends heavily on what kind of content flows through it and how skillfully users navigate it.

Platform preferences followed clear functional lines. Facebook emerged as the most frequently used network for job search, prized for its employment-related groups and ease of interaction, making it a natural channel for mass-reach recruitment of operational and administrative profiles. LinkedIn, by contrast, was associated with specialized professional vacancies and networking, consistent with its established role in executive and expert hiring. Instagram occupied an emerging middle ground, valued for its visual dynamism and closeness to brands, which positions it as a growing venue for employer branding and the presentation of organizational culture through dynamic formats. The authors conclude that these platforms should not be understood as interchangeable tools but as communication environments with distinct communicative logics.

Demographic patterns added further texture. The 25-to-34-year-old age group proved to be the most active segment in using social media for employment purposes, reflecting documented tendencies among younger users who show greater familiarity with digital environments. Education also mattered: participants with university education tended to gravitate toward professional platforms such as LinkedIn, while those with secondary or technical education mainly relied on mass-reach networks such as Facebook. Respondents with more than five years of work experience showed a stronger preference for corporate and professional platforms, reinforcing the idea that platform choice tracks the specialization of a person’s occupational profile.

What kind of content actually draws job seekers in? The clearest answer came from the question of what motivates interaction with employment-related posts. A clear and direct message dominated, cited by 72.27 percent of participants, followed by the relevance of the offer at 43.18 percent and attractive visual design at 39.09 percent. When asked which aspects of social media were most effective for job search, access to updated information led decisively with 51.36 percent of mentions, ahead of expanding one’s network of contacts at 30.90 percent and ease of use at 16.81 percent. Elements tied to professional projection, such as greater profile visibility and networking opportunities, trailed far behind. Participants also singled out testimonial videos and publications with transparent information about salaries, benefits, and requirements as the most valued formats.

The findings carry theoretical weight as well. Drawing on Pierre Bourdieu’s concept of social capital, the authors argue that digital platforms do not replace social capital but reconfigure how it is produced, circulated, and mobilized in contemporary labor markets. Manuel Castells’ notion of the network society frames the results as part of a broader shift toward algorithmic models of labor intermediation, in which recruitment increasingly depends on data, segmentation, and predictive analysis rather than the simple publication of vacancies. The study also acknowledges that visibility on social media is conditioned by algorithms that prioritize engagement, meaning that job search is not a neutral process but one structured by technological criteria that influence which opportunities are shown, to whom, and how frequently.

The researchers are careful about the limits of their evidence. Because the sample was recruited through digital channels and selected by convenience, participants likely possessed a minimum level of digital access and familiarity, which may have inflated their favorable assessments. The study therefore captures the perceptions of digitally active users and may underrepresent people with limited digital skills, lower connectivity, or weaker familiarity with employment platforms. The authors also note that positive perceptions of social media may partially reflect users’ pre-existing digital capital, including information-search abilities, profile management, and networking skills, rather than the intrinsic effectiveness of the platforms themselves. Given the descriptive design and non-probability sampling, the findings should be read as patterns within the analyzed sample, not as generalizations about the Costa Rican population.

For employers and recruiters, the practical message is that one-size-fits-all cross-posting is a losing strategy. On mass-reach networks such as Facebook, the authors recommend prioritizing informational clarity, attractive visual formats, and direct calls to action that facilitate applications. On LinkedIn, the emphasis should fall on organizational reputation through specialized content, thought leadership, and networking strategies. Instagram, with its visual and narrative logic, can support recruitment marketing through testimonial content and stories that make employment opportunities more accessible and engaging. As digital skills become a structural condition of employability in a country where roughly 90 percent of the population uses social media frequently, the study suggests that the gap between those who can strategically navigate these platforms and those who cannot may increasingly shape who gets hired, and who gets left behind.

Subject of Research: The use and perceived effectiveness of Facebook, Instagram, and LinkedIn for job search among digitally active adults in Costa Rica

Article Title: The impact of social media on job search in Costa Rica: an analysis from digital communication

Article References: Ulate-Vindas, C., Salazar-Aguilar, J. P., Castillo-Alfaro, N., & Carbonell-Parés, M. A. (2026). The impact of social media on job search in Costa Rica: an analysis from digital communication. Frontiers in Communication, 11, Article 1927812. https://doi.org/10.3389/fcomm.2026.1927812

Image Credits: AI Generated

DOI: 10.3389/fcomm.2026.1927812

Keywords: social media, job search, Costa Rica, digital communication, recruitment, LinkedIn, Facebook, Instagram, employability, employer branding, digital skills, labor market