In an increasingly competitive hiring market, 52% of marketers say finding experienced talent is their number one challenge this year.
The solution: Build a strong social media recruitment strategy.
Social media is where people go to level up their career. They turn to social platforms to learn new skills, network, research companies and search for jobs. For brands, social media casts a wide net and helps them create a stronger employer brand that will attract top candidates.
In this article, we’re sharing creative ways to attract the most qualified candidates on social. Let’s dive in.
10 ways to say ‘We’re hiring’ on social media (post examples)
To build a strong social recruitment strategy, determine how your team’s needs and your ideal candidates’ requirements intersect. For example, you might need someone with a keen eye for detail, while job seekers might prioritize companies with a hybrid work model.
In your social posts, emphasize what your company offers and the impact this new hire will make on your team. Use these copy, image and video ideas as building blocks for your social content.
1. Keep it clear and concise
When you’re trying to appeal to prospective candidates, it’s natural to want to tell them everything that makes your company great. However, stuffing your posts full of information might overwhelm them.
Instead, keep it simple. Only feature a few of your top benefits and be clear about what you’re looking for in a candidate.
For example: “We’re looking for a professional chef with a passion for food, culinary experience and a growth mindset. At our restaurant, we’re proud to offer comprehensive benefits, flexible hours and ongoing development opportunities. Apply today by submitting your resume to [email protected].”
If you include an image or graphic, make sure it’s clear that you’re hiring, which role you’re filling and how people can apply.
2. Highlight your unique strengths
In your posts, let your strongest assets shine. Include awards, recognitions or certifications that will help you stand out and make a lasting first impression.
Pro tip: Complete a competitive analysis when planning your social recruitment strategy to identify which strengths set you apart.
For example: “At Liceria & Co., we’re proud to be recognized as the #1 best place to work in our industry. We’re currently expanding and looking for driven, positive people to join our award-winning culture. Apply today by visiting our Careers page.”
Be sure to include award or credential logos in your post’s image to support your authority.
3. Let your brand’s culture shine
Culture is a top priority for job seekers. In fact, many care about a company’s culture and mission more than high salaries. Create a post or video that captures your culture in action. If your company has a remote work policy, show how your team members work effectively from anywhere.
For example: “We empower our team members to work where they’re at their best. Trust and effective communication are at the heart of our remote culture. If you’re a self-motivated, organized person looking to join a flexible team, visit our Careers page to learn more about our open positions.”
If you want to include visual content, tap into your team for pictures and videos of their home-office setups or take a screenshot of a company video call.
4. Take people behind-the-scenes
Prospects want to know what it’s really like to work at your company. Use social to give them a behind-the-scenes look at your office or facility. Answer questions about dress code, equipment and other logistics. Don’t forget to showcase your company’s perks.
For example: “Green Aero Tours is looking for an experienced Travel Consultant who loves the outdoors as much as we do. In this role, you’ll be surrounded by the beauty of the national forest everyday while helping people plan their outdoor excursions. If adventure is baked into your DNA, apply to join our team today.”
Video is the best way to show people company life. Keep that in mind as you create behind-the-scenes posts.
5. Lean on employee advocacy
Employee advocacy is a supercharged version of the power of word-of-mouth.
An employee advocacy recruitment initiative enlists the help of your current team members to spread the word about open positions at your company. Ask employees to share a link to your Careers page on their personal account or be featured on your company’s profile.
For example: “We asked our Key Account Specialist, Olivia Wilson, what her experience has been like since she joined the team six months ago. If Olivia’s experience sounds like what you’re looking for in your next role, visit our Careers page to apply for an open position today.”
In employee advocacy-driven posts, feature the humans behind your company. Encourage them to not only share links, but their positive experiences and images of them at work.
6. Show your team outside of work
Job seekers want to be seen as people, not just employees. Illustrate how your company allows people to bring their authentic selves to work. Feature current employees doing things off the clock—from parenting to volunteering to exploring a new city.
For example: “Our team members are amazing people—both at work and in their personal lives. Here’s our Marketing Manager, Ryan (he/him), traversing the Swiss mountains by bike. If you’re as committed as we are to living a balanced and adventurous life (on and off the clock), apply today to join our team.”
It’s okay if your employee-generated images and videos are low-fi. What matters most is authenticity.
7. Tailor your post to your ideal candidate
Let the reader know what skills and experiences you’re looking for right away. Cater your message to your ideal candidate.
Note: Don’t narrow down your candidate pool too much. Focus on a prospect’s transferable skills and potential rather than just their credentials. Make space for diverse backgrounds and experiences.
For example: “Are you a lifelong learner passionate about graphic design or content creation? Are you looking to make a career change? DHM Studios is looking for full-time graphic designers and content creators to join our team. No professional experience required. Learn more about the available positions and find the application at the link in our bio.”
8. Go beyond generic
In a sea of same, make your recruitment strategy stand out. Think outside the box by staying up to date on social trends and having fun with your campaign. Whether it’s turning your office into a trending video game, creating your own version of the latest meme or taking inspiration from a binge-worthy show, be open to trying something different.
9. Demonstrate the impact of the role
Today’s job seekers are looking for a sense of purpose. They want to work for companies that align with their own personal values and do mission-driven work.
For example: “At Protect the Earth, our mission is to take actionable steps towards saving our planet everyday. We’re currently looking for a Community Organizer to join our team. In this role, you will design a program that fosters community engagement around new sustainability practices. Learn more by visiting our site’s Career page.”
In your posts, make it clear how the person stepping into the role will make an impact on your company, your community and global initiatives. Share how your mission will apply to the person you hire.
10. Make it easy to apply
Design a seamless application experience for your prospective candidates. Include a clear CTA in your post that directs them to click the link, visit your site, email your recruitment representative or just swipe up (depending on the platform).
After posting your message, be prepared to answer questions in your DMs. In many cases, social media professionals are the first people job seekers interact with in their hiring journey. Remember to put your best foot forward.
Get creative: Job post examples for different social platforms
When you launch your social media recruitment campaign, tailor individual posts to each platform’s audience for the best results. Here are ways to design your posts for different candidates on LinkedIn, Facebook and Instagram.
‘We’re hiring’ LinkedIn post example
LinkedIn is the platform people turn to when they want to build and engage their professional network, so it’s a natural fit for job postings.
The best ‘we’re hiring’ LinkedIn posts include:
- Quotes and testimonials from current team members
- Responsibilities of the role
- Professional tone and demeanor
- A link to apply
- Branded and general hashtags
In Spreetail’s recruitment video, they feature a team member who walks the audience through her experience interviewing for a role. She shares details about her day-to-day responsibilities and the benefits of working for Spreetail.
Example of Facebook job posting
On Facebook, people connect with friends and Pages they follow. With 2.93 billion monthly active users, companies can reach a wide array of people—including professionals, tradespeople, students, contract workers and more. The relaxed, informal culture allows you to infuse more fun and personality into your posts.
Facebook gives companies with business accounts the option to promote open positions with a job post or a standard post. Whichever option you choose, the best Facebook job postings:
- Provide examples of exciting and noteworthy experiences people will gain in the role
- Use branded and general hashtags
- Employ a relaxed, personable tone
- Include a link to apply
- Can be geared towards internship positions, part-time work and hourly positions
This Booz Allen Hamilton’s recruitment post features a former intern who raves about the company. In the post’s copy, they emphasize the extraordinary robotics experience and skills interns will gain by the end of the summer.
Stand-out job posting example on Instagram
Instagram is known as a photo and video sharing platform. While brands, influencers and creators have found ways to build successful business strategies on the app, it’s not a hiring hub like LinkedIn or Facebook. Which means it’s ripe for opportunity, as long as you tailor your content to this network.
Successful Instagram job posts include:
- Personality, playfulness and humor
- Bright, beautiful or bold imagery
- A link to apply in your bio or by swiping up (if using Instagram Stories)
- Branded, niche and general hashtags
- Can be geared towards internship positions, part-time work and hourly positions
In Candy Funhouse’s Instagram post, they use bright graphics and punchy humor to grab people’s attention. The position “Chief Candy Officer” is fanciful and ideal for Instagram, and the rest of the description makes you want to learn more about this role.
Finding ‘We’re hiring’ images for your social posts
Once you’re ready to start creating your posts, you’ll need graphics or images to bring the post to life. Start by gathering photos of your employees in their work settings to showcase your culture. If you don’t have photos available or need graphic support, take advantage of affordable online resources.
Here’s a list of tools you can use to take your recruitment social strategy to the next level—without requiring a large budget or leaning on outside teams.
- Pixels: A website with paintings, photos, illustrations, digital art and mixed media from independent artists. The unique pieces are available for a low cost compared to many other image sites.
- Unsplash: A completely free collection of stock imagery which includes 3D renders, textures, patterns and images by category.
- Landscape: A free, go-to tool for social media image resizing, so you can quickly resize images for each platform.
- Canva: A free, easy-to-use design tool that comes with social media image and graphics templates. It includes free photography and graphics options. You can upgrade to the premium version to access bonus templates and upload your fonts, colors and other brand assets.
Building top-notch social hiring ads
To recap, social media plays an essential role in your recruitment process. Now that you know how to develop unique content that will grab the attention of job seekers and give you a competitive edge, start building your social media hiring campaign.
Use this checklist to guide you:
- Determine your teams’ needs (example: hire a Marketing Content Coordinator with great writing skills, a passion for learning and zeal for creative thinking)
- Conduct a competitive analysis to learn what makes your company unique (example: recipient of the Great Place to Work® certification)
- Learn more about your ideal candidate so you can determine which platforms they’ll most likely use (example: An individual with 25+ years of experience is likely to look for roles on Facebook)
- Craft your social copy and imagery
- Watch the applications pour in
To develop your recruitment strategy further, learn more about how to build a stronger employer brand to attract—and keep—great talent.