Why HR & Talent Teams Remain Banned from TikTok—and What to Do About It

Every week, I speak to two or three employers who tell me the same thing: they are unable to use TikTok for hiring and employer branding. Many companies have outright banned it as a matter of policy. But why is this the case?

The Main Reasons Employers Are Avoiding TikTok

1. Security Concerns

Data privacy remains a significant issue. Many organisations have followed the lead of the UK Government, which has prohibited all agencies from maintaining a presence on TikTok due to data security risks. Employers fear that sensitive company or employee data could be compromised.

2. Difficulty in Maintaining Professionalism

TikTok thrives on informal and casual content, which can make it a challenging space for maintaining a polished and professional employer brand. The risk of misinformation and the platform’s highly dynamic nature make it difficult for HR teams to control the narrative.

3. Lack of Understanding

Many HR and talent acquisition teams are unsure about how to effectively engage on TikTok. They struggle to identify the right content strategy, measure return on investment (ROI), and create meaningful contributions that align with their employer brand.

4. High Resource Demands

TikTok is a fast-moving platform that demands a consistent flow of high-quality content. Unlike traditional social media, where static image posts may suffice, TikTok requires video content, regular posting, and engagement—all of which require significant time and resources.

How Can Employers Leverage TikTok Without Direct Access?

Despite these challenges, organisations that want to tap into TikTok's vast audience have alternative strategies. Here are three effective ways to build an employer presence without directly managing a corporate account:

1. Partner with Career Creators

One of the best ways to reach TikTok audiences is by working with specialist career creators who can authentically represent your brand. These influencers have established credibility and followings, helping employers connect with diverse, previously untapped talent pools.

2. Develop an Employee Brand Ambassador Network

Empowering employees to share their experiences on TikTok through a structured brand ambassador programme can be a powerful strategy. By leveraging personal accounts, employees can highlight their roles, workplace culture, and career growth, making the organisation more appealing to job seekers.

3. Launch Employee-Led Handles

Some companies have successfully created employee-driven TikTok accounts with minimal corporate branding. A great example is Zurich Insurance’s ‘lifeofagrad’ handle, where graduate employees showcase their day-to-day experiences in an authentic and engaging way.

4. Utilise PLOY 

Many employers including UK government agencies utilise PLOY to access a targeted early career audience, while being able to share similar formats to TikTok. PLOY doesn’t require employers to contribute as frequently, allowing HR and talent teams a smart way to engage future candidates. 

Final Thoughts

While TikTok remains off-limits for many HR and talent teams due to security, professionalism, and resource concerns, alternative approaches can still allow companies to tap into its influence. Whether through creators, employee brand ambassadors, or dedicated employee-led accounts, businesses can still strengthen their employer brand in an authentic and engaging way.

If your company is hesitant about TikTok, consider these strategies to leverage the platform without compromising security or professionalism. The talent market is changing—don’t let outdated policies hold you back!