Here, 10 hiring managers share social media post ideas they recommend to help recruit.
Knowledge and advice-focused posts, like those that provide tutorials or tips, seem to perform well on social media. Posts containing helpful information tend to receive more engagement, saves, and shares, indicating followers find them valuable. Consider why someone would want to follow your organization’s social media accounts and the specialized information and perspective your organization can provide, then tailor post content from there.
We created a campaign called “We are Spear” which highlights our employees and culture and is pushed to all of our official social outlets to strengthen both our employer brand and our overall marketing strategy. In this new world, we have had virtual costume contests and Town Halls and we post photos of those that participated from home. We also promote our Spear Cares community initiatives with fun collages and updates on our efforts.
Use Executives to Tell the Company Story
Every company has a story to tell or something that makes their culture unique. Recruiting the help of top-level executives and founders of the company to share how the company got started or interesting facts about the company’s culture will elicit an emotional reaction that will draw top talent in. This also allows potential candidates to hear from high- up employees that are essential to the foundation of the company.
Highlight Perks and Benefits
Perks and benefits always play an important role when candidates compare offers. In a Glassdoor survey, around 60% of respondents reported that they strongly consider perks and benefits offered before accepting a job offer. Draw attention to your top perks and benefits and how they improve the personal and professional lives of your employees.
Create an Employee Spotlight Series
People spend more time with their coworkers than they do with their own family. With this in mind, highlighting the exceptional people who make work worthwhile is a great way to attract more exceptional people. Creating a series of employee spotlights will give candidates a feel for the people that they would work alongside once hired.
Think in Campaigns, Not Just Posts
Think of in terms of a tight cohesive campaign versus a single post. We typically come up with campaign visuals that are consistent across all channels and then shift every six months to minimize ad blindness.
Let Your Employees Tell the Story
Visuals of your staff are a great way to convey your brand’s culture. Group shots and candids of your employees living your brand’s core values are worth a thousand words. Consider shooting short-form videos of your employees speaking to those core values and/or of clients speaking to how your company makes them feel valued. And make those stories transmedia – where various elements of these “recruitment stories” build on each other in a symbiotic fashion on the various social media platforms, on your website, in your email marketing, etc.
Rennie Leon, Director of Marketing and Communications
Show Off Your Company Culture
I work at a local SEO company where we implemented a social media campaign called “My Favorite Thing About Markitors.” In this campaign, our team members shared their favorite thing about working at our agency. Answers ranged from having a pet-friendly office to having a fun office environment. Each social post included an image of the person being featured in a setting that reflected their favorite thing about our company. This social post idea will allow you to highlight your company’s perks in a fun way, as well as help you recruit top talent!
Engage. Tell Your Story. Be Human.
Engage with your network. Tell your story. Be a human being. Be relatable. Write about what you stand for, and what you are passionate about. Clients/candidates will come to you instead of you having to search for them.
Deborah Bubis, Recruiter & Sourcer
Share Key Points
When sharing job opportunities via Facebook or LinkedIn, use a headline like “SENIOR LEADERSHIP ROLE IN OAKLAND”. Then describe the role and talk to the ideal candidate about what you are looking for in them in 3 to 4 bullet points. Then, have a call to action to message you if they are interested in learning more.