Introduction China Southern Airlines have been undertaking tremendous growth in the recent past. Therefore, there is a need to have employees who can handle challenges that come with growth and diversity. One of the policies of the company is to have a wining team that is able to adapt to the changing technological needs. As a business in the airline industry, it must develop the kind of employees that can adapt to different customers of all divide. They are also keen to have employees that have good knowledge of the language and those people that blend in with their corporate culture of innovation, loyalty, harmony, and responsibility. Customers are key elements of the company and most valuable assets, therefore, the human resource management policies and practices are centred on customer service. It is also important to note that employees form a basis for competition in the Chinese market. The appraisal is more centred on the ability of the employee to communicate and keep customers coming. However, with the advent in technology and expansion to new markets, China Southern Airlines has had to adjust its policies to accommodate the changes. This has led to the adoption of TOEIC tests to ensure language proficiency and specifically the English language. This is meant to ensure that the employees in important positions of communication are valuable for the company in the present and in the future. Since China Southern Airlines is faced with these challenges in human resource management, there has been an increased search for Australian and Dutch employees in the company. This method has heavily relied on the internet to reach the target employees. The company is also labour intensive and has to diversify to the internet. Although China Southern Airlines has not wholly adopted social media as a form of recruitment, there have been incidences of using recruiter box and LinkedIn to spot on potential employees. Literature Review Social media is a new concept in the modern world and especially in terms of being used to recruit employees. In particular, there is little literature focusing on China and Chinese companies. However, due to the changes that occur in modern companies in the new era of technology, the firms have had to adopt social media to search for employees. The most common media for recruiting is Facebook, Twitter, LinkedIn or Skype. In fact, Skype has been used to carry out interviews (English, 2011). Getting employees through social networks has the advantage of saving time. Given the increased need to work in a short span of time, the conventional methods of listing, advertising, and calling employees for two days or three days are long gone. In addition, these sites are more appropriate for social networking. It is easier to identify and spot on the talents and educational backgrounds of the latest employees. The process of going through resume has been reduced tremendously. Getting employees through social media enables the employers to get more information that they would not have accessed through resumes and formal interviews. They reveal the characters of people better than in the formal process. A lot of information exposed about the employee enhances decision-making. However, it is unethical to access so much information about a potential employee especially if it is protected information. The class of protected information reveals issues of gender, sex, and even race. This goes against the ethics of hiring persons. Other scholars argue that this process is even more time consuming when you compare different candidates. In addition, candidates may adjust and change informa