How to recruit on Facebook: job posts and strategy
How to recruit on Facebook
It’s time you learned how to recruit on Facebook. Social media is hard to ignore. It’s obvious that the majority of the population spends quite a lot of time on these platforms. Why not tap into social recruiting techniques to widen your talent search? Social media ebbs and flows with updates and popularity, so you’ll need to do a little research. Regardless of your social recruitment expertise, pinning down how to maximize your reach on a certain social channel is crucial. Put your time and effort into something that will bring in results.
When looking into how to recruit on Facebook, there are a few preliminary steps that need to be taken by you, the employer or recruiter. Ask yourself (and your team) the following questions:
- Is your target candidate pool active on Facebook?
- What demographics will you need to target to be most successful?
- What is your job advertisement budget?
- Do you have the time and resources to commit to making a quality post on Facebook?
The answer to the last question should always be “yes”. You can create a quality job posting on Facebook if that’s the end result you are after. Regardless of expertise, Facebook makes it simple to post jobs to the platform.
Posting jobs to Facebook
Now that you’ve decided that Facebook has the potential to garner positive hiring results, it’s time to get the basics down. Jobs on Facebook is the title of the site that you will need to access in order to post a job to Facebook. Note that Facebook Careers is their employer careers site to hire companies for Facebook, itself.
Step 1. Access Facebook.
When you visit Jobs on Facebook, you should see something like this pop-up, asking if you’d like to post a job:
Things to note here:
- The default page for job seekers displays jobs within a 60-mile radius of their location. This can be adjusted.
- Potential talent can also subscribe to the RSS feed with updates on job openings.
- Talent can filter by Job Type and Industry, so make sure these are accurate when posting.
- At the time of this article, there is a video on the right-hand side of the page with employers telling their stories about recruiting on Facebook. This may be handy to view!
You can also create a job from your company Facebook page. You will need to have administrator access to this to proceed. Your business page should already be set up and reflect your company well in order to attract the right talent! Then, creating a job can be done just like writing a regular post.
Open the text box and click “Job” with the briefcase symbol on the top right. This will bring up a window that allows you to fill in the necessary details. If you choose to create a job from the Jobs on Facebook page, you will see a similar window. Instead, you will simply choose the business page that you would like to post the job from.
Alternatively, your ATS or talent acquisition software (like Recruitee) may offer job promotion with one click from within the platform. Read more about how to access this feature for job promotion on Facebook here.
Step 2. Create a job
For this step, you need to simply fill in the details in the Facebook form to create a job. This includes:
- Job Title
- This should be consistent with the job title on your careers site and other job ads. Follow guidelines for SEO and job title best practices. In short, keep it simple, sweet, and searchable (with no buzzwords)!
- Job Location
- Make sure this is accurate. Remember that potential talent will most likely search by location. This may be where they live currently or want to move, but it is crucial to pin down the right location in order to get the right applicants.
- Salary Range (optional)
- This is not required. If you include salary range elsewhere, include it here. This is generally up to your discretion, but always ensure you can follow through with salary claims if made.
- Job Type
- Remember that this is also one of the filters that job seekers can use when perusing Facebook’s jobs site. Make sure the type (full-time, part-time, contract, internship, or volunteer) is accurate. If the job is remote, say so in the title and/or description.
- Job Description
- You’ll need to optimize your job description, as well. You can use job description templates to speed up the process, but always adjust them to fit your needs (and the 1000-character limit on Facebook for jobs).
- Application Questions (optional)
- This may be included in your ATS or talent acquisition software, which would be a better option if you need to keep these consistent (which you should for HR metrics!).
- Photos (optional)
- This can be your cover photo for your business page, or it can be customized to reflect the job opening. Make sure to keep Facebook image ad specs in mind for the best quality! Viewers are more likely to engage with posts that include photos.
- An Email Address to receive applications (optional)
You will then see a desktop and mobile preview of your job ad! You have two options:
- Boost Post
- Post Job
The boosted job will allow you to put ad money behind the post. Recruitment ads for Facebook can be run any number of days, and the minimum daily spend is $10. You can also target certain demographics and preview your ad that will be shown to your target audience. This will give you a leg up on the competition. You’ll want to configure your company page settings accordingly to make this as effective as possible. Read about how to do that for Facebook jobs here.
A regular post will appear as a normal post on your company page and the Jobs on Facebook feed. For whichever option you choose, it’s best to keep the post or ad up only until necessary. If you’ve found the right hire, close it! If it has been up for too long but you haven’t found the right person for the job, close it and post again. Reevaluate and optimize your job post for next time, and it will look better in search results when it is posted more recently.
Facebook recruiting strategy
You now know the basics of posting a job on Facebook! But is that all you need to know about how to recruit on the platform?
To ensure that you are optimizing your recruitment ads and posts to their full potential, you should track metrics and use data-driven recruitment tactics. However, this is virtually impossible if you haven’t used the platform (or one similar) yet. To get started optimizing for job ads on Facebook, there are some recruiting strategies to consider. Your job post will appear on and link to your company page, so potential talent will likely check you out there!
- Employer branding
- What is employer branding? From your careers site to your company Facebook page, everything you are putting out there should be consistent. This includes the impression that talent gets when viewing your company online and visiting it in person! Don’t break expectations (in a bad way).
- Inbound recruiting
- Content curation on your social pages, including Facebook, can be key to giving talent the right impression of your company. Are you posting content that the right hire would be excited about? Sell your company by posting innovative content that reflects your vision.
- Automated responses on Messenger
- You can receive applications via email and/or Facebook Messenger. Make sure your Messenger application is set up to answer basic questions about the company candidates may have. Further, don’t forget to check it! It will help immensely to promote your jobs through recruitment software. No applications will be missed.
- Personal outreach on Messenger
- This could be effective if you find particularly promising potential talent. Craft a message to send them asking them to apply. But be careful: Facebook cracks down on too many duplicate messages at a time to different users!
- Creative recruitment media
- This can be anything from funny GIFS of the team to virtual reality tours of the office. Think outside the box with this one!
- Employee testimonials
- Humans like to hear insights from other humans on similar levels. This would include their (hopefully) future peers! Get employees to talk (honestly) about their experiences within the company and share it on Facebook.
- Employee networks and referrals
- Facebook is a social network, so use that to your advantage! Expand your job post’s reach by asking team members to share it to their personal pages or even relevant groups that they manage.
Benefits of recruiting via Facebook
Facebook is crucial to marketing strategies, and recruitment marketing should be no different. It’s a great way to build your employer brand while promoting open jobs that are easily applied to by candidates. An easy application is part of a positive candidate experience! You also may reach more passive candidates this way, as they are more likely to be perusing Facebook over, say, Indeed. However, you will also reach job seekers, as they are likely to look at Facebook’s jobs feature to find the closest jobs to them, as well.
The top thing to remember is that not every recruitment strategy is created equal for every company. Just because a social platform works well for one company doesn’t mean it will work well for yours (and vice versa!). Make sure to track your recruitment campaign statistics in your talent acquisition software. Adjust accordingly.
Facebook for recruiters can be an intimidating place, but it doesn’t have to be! Think of it as a job board, but one that can be molded and shaped into a creative piece of socially shared content. Once you know how to recruit on Facebook, your talent pools will start to expand!