Lately there has been a lot of buzz about how Twitter is changing the face of recruiting and job searching. Job seekers are praising Twitter for helping them find a job. Corporate recruiters are talking about how posting on Twitter is saving them money (it's free). But I heard warning bells when I recently read that some recruiters were using Twitter as their primary job posting tool because it has greatly reduced the number of unwanted applicants that are applying for jobs. I am all for reducing cost per hire and streamlining the recruiting process. But any tool that restricts your applicant pool by leaving out a segment of the population, that would be otherwise qualified, can appear to be discriminatory.
You can use niche boards and restrict your ads to sites that would specialize in reaching candidates that have the skills and/or certifications that are REQUIRED for the opening. But you should not use sites that may eliminate a segment of the candidate population based on their age, race, sex, etc.
For example, it is acceptable to limit your posting to the Society of Actuaries website if you have an opening for an actuary. You are restricting your candidate pool to those people that would have the designation required for the role. You don't have to post that opening on a general job board where HR, Marketing, and Sales professionals would view it But, if you only advertise your actuarial opening on Twitter, where the demographic could be skewed to people that are under a certain age, you may be unintentionally discriminating against older employees.
So, by all means, use Twitter to reach out to more potential candidates. Tweet about the openings at your company and provide a link back to the company website or to the job board where the listing can be found. But don't throw out all the other job boards just yet. Don't rely on Twitter as your main source of advertising for candidates, unless of course, you are hiring social media experts 
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