"Recruitment " is an important part of a corporation. However, with the growth of Internet usage and the popularity of the smart phones, social media has become an important role in our life. Because higher percentage of people use social media, many corporations start to post recruitment messages on social media. They use different ways to get more applicants or to attract more talented people. 359 questionnaires were collected, collected 340 effective samples and 190 ineffective samples, effective recovery rate was 94.7%. Among the interviewees, 217 were employed, with a rate of 63.8%. According to the statistical analysis of the study, the following conclusions were researched. First, according to high media richness and feedback in media richness theory, the corporations sending recruitment messages on social media have positive impacts on applicants' intention. Second, according to intimacy and interactivity in social presence theory, the corporations sending recruitment messages on social media have positive impacts on applicants' intention. Third, the corporations sending recruitment messages on social media use job attraction, which has a positive impact on applicants’ intention. Fourth, the applicants’ attitude would have an intermediary influence among media richness theory, social presence theory, job attraction and applicants’ intention. Fifth, the social media trust would not have an interference effect on applicants' intentions. Key word: Media Richness Theory; Social Presence Theory; Job Attraction; Social Media Trust; Applicants’ Intention