The short version
- A recruiting page has 2 audiences: employers who need people and job seekers who need work. Post for both.
- Open-role posts are your bread and butter, but they only work if the page also shows you care about people.
- Write job posts in plain words and include what the work is like on a Tuesday.
- Never write wording that excludes people by age, gender or background.
- 3 posts a week keeps the page fresh without turning it into a job board.
A hiring manager wants to know you can find good people. A job seeker wants to know you'll answer their email. Both open your page to check, and what they see in 10 seconds decides who they call.
These recruiting agency social media post ideas cover open roles, job-seeker tips and hiring advice for local employers. Swap in the [brackets] and post. If you're a one-person shop, the virtual assistant post ideas show another way to work with local owners.
What makes recruiting agency social media post ideas work
A recruiting page works like a window. People walk by it and see whether the lights are on. Show both open roles and real people.
- Open roles with a plain title, the town and a rough idea of the day-to-day.
- Tips that help a job seeker this week.
- Advice that helps a small employer hire better.
- Faces of your own team.
- A reply to every comment and question.
Our guide to were-hiring post examples shows how an employer would phrase a job, which helps you coach your clients.
Open role and job post ideas
Skip the long list of requirements. Say what the person will do, where, and how to reach you. Then answer every question that comes back.
A role in plain words
Hiring in [town]: a [job title] for a [type of company]. You'd spend most days [what they'd actually do]. Pay is [range] and the schedule is [days and hours]. Message us for the details.
Photo: The workplace from the doorway, with no faces.
A day in the job
What does a [job title] actually do on a Tuesday? Here's the honest version from someone who does it: [two short lines]. If that sounds like you, we'd like to talk.
Photo: A workbench or desk with tools laid out.
Roles we're filling this month
We're working on [number] roles this month: [job 1], [job 2] and [job 3]. If you know someone who'd be good at any of them, send them our way. We'll treat them well.
Photo: A short list on a clipboard.
Role filled
The [job title] role at [company] is filled. Thank you to everyone who applied. We kept a list of good people for the next one and we'll be in touch.
Photo: A handshake photo from the employer, with permission.
Posts that help a job seeker this week
A page that helps people looking for work builds a following of good candidates. Keep every tip small enough to try today.
The resume fix
Quick resume fix: lead each job with what you did, not what the company does. "Trained 6 new hires" tells us more than "Responsible for training." Try it on your top 2 jobs today.
Photo: A resume on a table with a pen.
The first 5 minutes of an interview
The first 5 minutes of an interview are small talk. Don't skip it. Be kind to the receptionist, say hello to the people you pass and learn the interviewer's name before you walk in.
Photo: An empty interview room with two chairs.
Questions to ask them
Interviews go both ways. Ask what a good first 90 days looks like. Ask how they'll know you're doing well. Ask what the best part of working there is.
Photo: A notebook with 3 questions written on it.
After the interview
After an interview, send a 3-line thank you the same day. Say thanks, mention one thing you talked about and say you're interested. It's a small step that people remember.
Photo: A phone with a drafted email.
Hiring advice for small employers
Small owners hire a few times a year and forget everything in between. Short, kind advice is welcome. Pair it with how to take good photos for your business page so your own team photos look right.
Write the ad like a person
Want better applicants? Write your job ad like you'd describe it to a friend. Say what the work is, what you pay and what makes your shop a decent place to be. Cut the buzzwords.
Photo: A job ad printed and marked up.
Answer within 2 days
A good candidate usually has other options. If you reply to an application within 2 days, you stand out. If you can't, ask us to screen for you.
Photo: A phone with a notification.
Pay range up front
Put the pay range in the post. Applicants appreciate it and you'll waste fewer calls. If the range feels too high or low for [town], call us and we'll talk about what's realistic.
Photo: A sticky note with a range written on it.
Train the new hire
The first week matters more than the interview. Have a plan for day 1, who they sit with at lunch and who they can ask. A 1-page checklist is plenty.
Photo: A checklist next to a lanyard.
Check in at 30 days
A 15-minute check-in at 30 days saves a lot of heartache. Ask what's going well and what isn't. Employers who ask early keep people longer.
Photo: Two coffees on a desk.
A balanced week of recruiting posts
Mix the roles in with the rest, or the page turns into a billboard. An accounting practice such as an accounting firm uses a similar rhythm of reminders and people.
3 posts a week
- MonOpen rolePlain title, town, pay if you can.
- WedTipFor job seekers or for employers.
- FriA personYour team, or a placed candidate with their OK.
What makes a recruiting page lose people
Do
- Describe the work and the pay.
- Answer comments and messages.
- Credit the employer and ask before naming them.
- Use inclusive, plain wording.
Don't
- Write "young and energetic" or similar.
- Post a candidate's name or photo without consent.
- Leave filled roles up for weeks.
- Promise a job.