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 hello@reallgreatsite.com.”
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 calling the shots and 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.