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Incompatibility of employee personality profiles causes adverse effects, including reputation threats and employee relationships between employees in the work environment of the organization. It needs special attention for recruiters to carefully recruit employees. They must be able to recognize the actual candidates personality through effective recruitment communication media information. Experience Job interviews and word of mouth information are recruitment methods that are considered effective. However, this method does not guarantee the honesty of the candidates personality. In developed countries like America, India and China believe social media candidates are able to support and strengthen the job interview process. Recruiters can easily screen candidates personality profiles by posting messages on their accounts. Social media is believed to be able to overcome the management of excessive impressions made by candidates during the interview process. Social media adoption is thought to be able to give recruiters access to the volume of information on honesty of candidates behavior who they have never known before. However, in Indonesia, especially in Semarang and Solo as the big cities in Central Java, organizations tend to still favor job fairs as media venues for interviews and tracking candidates personal profiles. By using survey quantitative method, the researcher will analyze the relationship between variable of motivational involved of HR Recruiters using Instagram and Facebook and variables of information on honesty of millennial candidates personality. The Elaboration Likelihood Models approach is expected to be able to identify how much information experiences persuade on recruiters using of Facebook and Instagram in the innovation of HR social media recruitment in the technological era.