Do Your Posts On Social Stand Out – Or Get Lost In Sea Of Content?

Do Your Posts On Social Stand Out – Or Get Lost In Sea Of Content?

Your recruiting goal – including via social media – is to land desired active job seekers, attract passive candidates who fit your positions, and nurture relationships with both.

There are more than 20,000 staffing companies in the U.S. How do you help ensure that your posts grab and hold the attention of your preferred prospective hires?

The Benefits of a Strong Social Content Strategy

Social media allows you to easily post your job ads on the right channels to find candidates quickly and efficiently. With a proper social strategy in place, you can successfully target niche audiences, increase referrals, and build your winning employer brand.

  • Passive candidates typically don’t check job boards or company websites directly. But they can be influenced via social media. In one recent study, 80 percent of employers reported that social media had helped them find passive job seekers.
  • Through social media, you can reduce time-to-fill and cut hiring costs. Social media is fast-paced, and users’ response time is quick. Plus, advertising on social media is considerably less expensive compared to job boards or Google. Your ROI is potentially very high.
  • Social media allows you to target job-specific audiences. As a result, you’re more likely to find higher qualified candidates. Research by LinkedIn has shown that 59 percent of recruiters have rated candidates’ sources through social media as the highest quality.

How to Make Your Content Stand Out

To boost your social media presence for talent acquisition:

  • Share the right content in places where your desired candidates spend their time. As you do so, understand the different platforms you use. Leverage their uniqueness and tailor engaging content to each of them. In addition to LinkedIn, which is all about connecting professionals across the globe, utilize Facebook and its Jobs, Groups and other features, as well as Glassdoor, X (formerly Twitter), Instagram, and others. It bears repeating: the key is to meet talent wherever they tend to hang out online.
  • Remember to target your existing candidate database. How can you leverage the information already in your applicant tracking system (ATS)? For instance, you may want to use matched advertising on Facebook.
  • Use analytics to your advantage. Turn to your analytics and reports as you tweak your strategy going forward. Keep asking – and answering: Who makes up my target audience? What sites do they use to find job opportunities?
  • Focus on building your brand. Make sure whatever you post has a positive impact on your employee value proposition, including an emphasis on your winning culture, work environment, and team camaraderie.


Haley Marketing is a recognized industry leader and the largest social and content marketing firm serving the temporary staffing and executive recruiting industries. Our more than 1,400 clients ranging from solo recruiters to companies with regional, national and international reach. Contact us today to set up a free focus call to discuss social content and related marketing efforts designed for you.

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