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Are Facebook Job Postings Right for You?

Are Facebook Job Postings Right for You?Social media is an integral part of many strategies in today’s business world. It’s used by e-commerce sites to sell products, marketing departments to build relationships with customers, and recruitment teams to attract new talent. Focusing on the latter, the most popular social network for recruiting professionals is LinkedIn. It boasts a massive network of future employees for companies around the world. But, LinkedIn tends to be limited to professionals and white collar workers, meaning it is not effective at recruiting for all positions. Enter Facebook!

This past February, Facebook finally got into the job board game and opened up free job postings for employers. Since then, companies have scrambled to understand and try the new service and see if it works for them. If you’re still working to wrap your head around this concept, then keep reading this simple overview of Facebook’s job posting feature.

How do Facebook Job Postings Work?

  1. The administrator of a company page just has to go to the “Jobs” app in Facebook, which is usually located in the left menu of their newsfeed.
  2. Immediately at the top of the page will be a button to Publish a post. From there, the administrator can enter all of the details, including a job description (max 5000 characters), a photo to attract users and, if you’d like, questions to ask applicants before they apply.
  3. Once published, a link to a “Jobs” tab will appear in the left menu of your company page. That tab will have all of your company’s jobs for visitors to explore. Your job will also appear in Facebook’s main job board section, and link back to your page.
  4. For extra exposure, companies can pay to boost their job postings. The benefit of paying to boost on Facebook is that you can target specific people. For example, ensure it is only viewed by people living in a certain region who previously worked in a specific industry.
  5. When job seekers are interested in your job, they only need to hit an “Apply” button. Facebook will auto-populate their information based on their profile and allow them to edit it.
  6. The candidate’s complete application will arrive in your Facebook company page’s inbox, ready to review. The administrator can then send Facebook messages back and forth with the applicant to receive further clarifications and request a resume.

What Do You Need to Set Up Facebook Job Posting?

  • Company Page: You absolutely need a company page if you’d like to do get started. It is easy to set-up and doesn’t have to be complicated. In addition, you need to ensure that anybody who will be involved in the job posting process on Facebook has the proper administrative rights.
  • Proper Employer Branding: The previous point said set-up doesn’t need to be complicated, but it should be well thought out and more than just a name. Be sure to add pictures and information that show your corporate brand so job seekers immediately know what it’s like to work at your company.
  • A Second Company Page (optional): When you tell your marketing department you plan to take over the Facebook page to show your internal culture and recruit people, they may not be happy. Especially in B2C companies, Facebook pages target customers who may have different behaviours and interests than employees. If this is the case, consider a second page that is corporate and geared towards recruiting.
  • A Defined Process: Posting jobs to Facebook and receiving applications is different from traditional job boards, especially since applications only come in through instant message. Ensure you know how you’ll post, take in applications, and interact with candidates.

Do Facebook Job Postings Suit Your Needs?

There are endless job posting and recruiting tools out there and you clearly don’t need all of them. Facebook is no exception and should be evaluated accordingly. A few questions to ask yourself are:

  • Who are your candidates? As noted, LinkedIn is better for professionals. Facebook will include them, but will also encompass another demographic of workers. At the same time, many people boycott Facebook or, if they are on it, they do not want to use it for a job search.
  • Do you have the resources to manage it properly? The previous section discussed developing a defined process. Once that is outlined, can you follow it? Do you have enough time and ability to manage those applications?
  • Do you have too many jobs? Perhaps the biggest downside for many recruiters is that Facebook has no integration with Applicant Tracking Systems. Part of its value is the easy application and information to your Facebook inbox, but if you have hundreds of job postings, that is an administrative nightmare.

All social networks have their uses and benefits and whether Facebook works for you is a decision for your recruiting team. One thing is for sure, as the largest social network in the world, its free job postings are guaranteed to be the right opportunity for countless small and medium sized businesses.

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How to Create Images for your Job Postings on Social Media

How to Create Images for your Job Postings on Social MediaIn a previous post, we discussed the importance of adding an image when sharing job postings on social networks, as well as a few tips for sharing them on networks including LinkedIn, Facebook and Twitter. That sounds great, but for many recruiters and managers, it may raise the question “Where do I get images to share on social media?” Once again, Virtual Recruiter is here to help!

What kinds of images can you share with your job postings?

It’s really limitless. If you can think of something visual that would grab your job seeker’s attention and represent your employer brand, then throw it up there! Here are a few ideas to get your mind working:

  • Just the Title. Sure the title may be in the post, but adding “.NET Developer – Apply Today” in large colour letters will make a job seeker see you before your competitor’s identical LinkedIn post.
  • Any other stat, quote or statement. All you need to do is make somebody look at your link. Your image can be somewhat irrelevant to the job posting, as long as it will make your target audience look twice.
  • Memes. Memes are those witty images you see with white writing that get shared (sometimes overshared) across every social network you’ll ever be on. They also go viral. Wouldn’t it be cool if your job posting went viral?
  • GIFs. Social networks have only recently started supporting GIFs as much as they do now. There are ways to create your own, but even easier is to find a website that provides GIFs for free.

How can you create images to share with your job postings?

First, there’s no need to create them. There are plenty already available for you to share, you just need to look. You can share one that you already see on a social network (remember to give credit), or look through a free database, like Google Images.  Use search terms related to job hunting, your industry, or the specific skill. For example, “funny developer meme” or “job search quotes.” If you use Google Images, remember to click “Search Tools” and under “Usage Rights” select “Labeled for Reuse.”

Here are a few suggestions if you’d like to create your own images related to the unique job posting:

  • Talk to Marketing. If your company has a Marketing Department, then they may have access to software that makes creating graphics a cinch.
  • PowerPoint. Yes, PowerPoint is for more than just presentations! Start with a blank slide and use some of the built-in formatting. Then add your words, maybe some clip art and you’re done! Go to File, Save As, and change the file type to jpeg.
  • Canva. Finally, there’s this tool that will turn anybody into an expert graphic designer. Canva is a free resource that helps you create graphics very easily. It also has templates and sizing already optimized for the social network to which you want to share your job.

Are you adding images when sharing your job postings on social media? Do you plan to start? What ideas can you share with your readers?

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You Are Using Social Media to Recruit, Right? (Video)

Last week, we discussed the importance of adding images to your social media posts when sharing job opportunities. We promised some follow-up information, but before we do, let’s address an assumption that was made when putting together that post: Are you even using social media to recruit new talent?

Hopefully the answer to that question is yes. This blog has preached the importance of social media in recruiting a number of times and we stand by the benefits it brings. If you still need more convincing, or just need a few more tips to get started, check out this video from Valeria Pleszowski.

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Add Graphics When Sharing Job Postings

Why You Need to Add Graphics When Sharing Job Postings on Social MediaEvery savvy recruiter and manager knows that sharing a link to your job posting — whether it’s to your own career site or an external job board — is a helpful technique in getting the word out to potential candidates. And that’s the problem: EVERYBODY is doing it. What they’re not all doing, is adding some visual elements to those posts.

Time and again, social media experts have proven that posts containing images are exponentially more likely to gain click-throughs. In general, the right image will grab a user’s attention before they even look at the title. Specific to job postings, images show that you’re more than just another employer posting a boring job opportunity. You’ve put thought into what you’re doing and added an element of personality into your job ad.

How do I add images to social media posts?

Each social network has its unique quirks so will require you to share your job description in a different way. Let’s focus on LinkedIn, Twitter and Facebook, as these are three of the top networks to share jobs (but don’t underestimate the power of other networks like Instagram and Pinterest either).

Sharing Job Postings with Images on LinkedIn

Not to be confused with purchasing a job posting to advertise your opportunity on LinkedIn, sharing your job with your network is completely free and easy. You simply need to hit the “Share an update” button and paste in the link to your job posting.  Often, once you’ve pasted in that link, LinkedIn will automatically generate a preview of your page, using metadata (code in the background), which may include an image.  This image may help grab attention, assuming it’s relevant to your job, but there’s a better way to get the image in. You’ll notice that in the top-right corner of your post is a small icon that looks like mountains and a sun. By clicking this, it will allow you to upload your own photo for your post. Choosing this option will give you more control over the image shared and makes it more visible to the reader.

Sharing Job Postings with Images on Facebook

Facebook is a very similar process to posting on LinkedIn. When you paste a link to the job board, it will automatically create a description with an image. You can choose which image you prefer, or upload your own. Alternatively, you can also upload an image first, making the image the “star” of your post, and leave a link to your job posting in the description. For both Facebook and LinkedIn, you may choose to share your job on your personal profile, your company page, or both.

Sharing Job Postings with Images on Twitter

Twitter is a bit of a different beast. When you sharing an image on Twitter, rather than embedding the image into the Tweet, Twitter uploads the image and then embeds a link to where that image can be viewed. The link, often referred to as a “media attachment” is then added to the Tweet. Fortunately, to upload an image, the process isn’t very different from LinkedIn or Facebook, except Twitter won’t generate a preview. Again, just paste in your information and hit the icon to upload an image.

As you’re well aware, there is a 140 character limit in what you can share, which includes links to other sites and media attachments. For links to your job board, try using tools such as HootSuite or Bitly which will truncate your URL for your tweet. For media attachments, the link is already truncated. The good news is that Twitter recently announced some changes will happen very soon, and media attachments will no longer count for that 140 characters.

There’s a quick look at why it’s important to include images when sharing job postings on social media, and a few quick tips on how to do it on the main social networks. Stay tuned to this blog where we’ll give you some advice on what types of images you may want to share, and the easiest way to get those images in future posts.

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Recruiters: If you want to effectively stalk applicants on social media, you need to step up your game

ResearcherReference checks are arguably the best first-hand source to understand the true professional side of an applicant and to learn how they will fit into your team. Unfortunately, for legal reasons, more and more companies no longer provide detailed reference checks and, instead, will only confirm basic information like dates of employment and job title.

So, what’s the next best way to learn about potential new-hires? Stalk them online! Most hiring managers are already researching candidates’ profiles, as evidenced by the large volume of articles to job seekers, cautioning them to adjust privacy settings on Facebook. Given all the prudence applicants are now taking, can you still benefit from this practice? Of course! You just may need to dig a little deeper.


As the most popular social network, this is where the majority of people share details of their life. It’s also the first place they lock down. Unless you get lucky and find somebody who has never heard of Facebook security settings, there is little you will find here.


If you’re checking in on somebody to gather dirt or truly understand somebody’s personal side, then your LinkedIn search will come up short. This is the professional network, so except for the terribly irresponsible, nobody is sharing any details.  There are some measures you can take, however, to gain valuable insight:

  • Look at the person’s connections and see if there’s anybody you know. You may be able to get a good backdoor reference.
  • Review the recommendations section. They will all be positive, but are they credible? Were these written by other professionals with whom they definitely did business, or were they friends and co-workers helping your candidate look great.
  • Take a careful look at the experience section and cross-reference it with their resume. Is it all consistent? Is it possible they embellished one and forgot to adjust the other?
  • Visit their contact information and look for links to a personal website, blog, or Twitter account. That will give you even more to explore!

Don’t forget the other networks!

Speaking of more to explore, there are many other popular networks that will help you learn more about somebody. Use their email address to search your applicant out on Twitter, Instagram, Pinterest and even YouTube. If you find an account, explore their past posts, items they shared, or playlists they created. These social networks will rarely give you an insight to a person’s professional life, but could help you understand who they are as a person, which would help to manage them should you decide to offer a job.


Finally, there’s the great search engine that doesn’t let anybody hide online. Search out the name, but also try their email address and any usernames you may have learned they use from your other social media searches. Here you can find small hints about their past, such as newspaper articles and comments in forums.

A Word of Caution

These online sources are all helpful to learn more about a job applicant, but before you use this knowledge to decide whether or not to hire them, it’s most essential to understand how important this knowledge actually is to you. After all, a wrong decision could cost you a great employee!

How much time do you invest in researching a candidate online?  Leave us a comment below.

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Social Networking for the HR Department

Dear Employee,

Are you tired of receiving the same boilerplate emails from HR?

Fun HR

HR on Social MediaLooking to spice up your HR Department and find a new way to connect with employees and boost engagement? Try using social media!  Your HR Team might already be using social media for recruiting, but let us tell you a bit about what HR social media accounts could look like for other processes and how to best leverage Facebook, Twitter or Instagram to spread your HR messages and connect with your employees.


One of the many benefits of using Facebook for business is the ability to create closed and secret groups.  People who are not invited into these groups are not only unable to access the group, but they can’t even see that it exists. An HR Department group would be a great hub for employees to connect with each other and share in a less formal way than sending company-wide emails. Facebook’s groups make it easy to share pictures and videos from last week’s company lunch and even share files like that holiday party dinner menu spreadsheet that everyone needs to fill out! Moreover, the messaging feature could be another avenue for employees with concerns to contact the HR Department and would make them feel like the communication lines are always open, from wherever they are.

The main drawback to an HR Facebook account is that some employees like to create a distinct boundary between their work and home lives. Not everyone wants their HR Department connecting with them on Facebook and getting to know what they did last Saturday or sharing their pictures from high school. This would be best served for a close-knit company that already has a very open community and is not afraid to connect outside of the 9 to 5.


Twitter is a great medium to transmit short, to the point messages. An HR Twitter account would be perfect for straightforward announcements.  A simple 140 character message is just right for broadcasting new hires, company updates and new policies. Similar to Facebook, Twitter has a private option where only people who you accept can follow you and see your content, but unlike Facebook they will be able to see that your account exists. If you want your HR Twitter to broadcast more personal and confidential information, you could ensure that you only allow employees to follow you.

Where a Facebook group facilitates more group conversation and file sharing, Twitter excels in relaying direct information outwards, with less two-way conversation in mind. Twitter does have replies and a direct message function, but limiting each reply/message to 140 characters or less makes it difficult to foster great conversation. Compared to Facebook’s 1.44 billion users, Twitter’s 302 million seems shallow; it’s likely that less people in your company are on Twitter than Facebook, so be sure that your people are out there before you start your HR Twitter account.


Sometimes a picture says more than 140 characters. If you’re a company that likes has a lot of cool events, parties and photo worthy moments, this is the social media platform for your Human Resources Department. Instagram is the best way to keep everyone up to date on the latest activity with just the click of a button. Instagram is great for photo-sharing and the filters can make anyone look like a pro. Want to share the photos from the holiday party or keep the employees up to date on the office renovations?  Then sign up your HR Department for Instagram.

The downside is, Instagram is a picture sharing medium only, users can comment and like, but it is not a great place for lengthy explanation and discussion. Just like Twitter, you can create a private account that only lets accepted followers like employees and stakeholders see what you’re sharing.


LinkedIn also offers both open and private groups. For the purposes of spreading internal company information, a private group would be best. The most attractive benefit of LinkedIn is that your employees are likely already on it and they won’t have personal or private information on there that they wouldn’t want their professional network to see.  Your employees won’t have to worry about the group seeing those pictures from their high school days. Another benefit is that while people are on LinkedIn checking your updates, they might stumble upon a new networking connection.

One of the drawbacks of LinkedIn is that its professional nature takes away from some of the fun added by the other social networks. The benefit to trying Facebook, Twitter or Instagram is a unique communication method to bolster employee engagement. LinkedIn can carry some of the same boring and tired aura that email does.

These are just a couple uses of the 4 main social media networks that your Human Resources Department can use to bolster their communication and make meaningful connections to boost employee engagement. Are you using any of these already? Let us know if you are and how it’s going by commenting below!

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Social Recruiting with Instagram (Infographic)

Instagram is one of today’s hottest social networks, but also extremely underused in recruiting.  If your strategy is to bring more Millennials onto your team, this is particularly relevant and an avenue well worth exploring.  To help you with your recruitment strategy, we found this infographic from Boost Agents that provides five very easy steps to recruiting on Instagram.

Social Recruiting with Instagram (Infographic)

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How to Find Talent on LinkedIn

Without a doubt, almost every recruiter is already leveraging the power of LinkedIn to find talent.  As the video we shared a couple weeks ago proved, job seekers are all over social media so it’s critical for potential employers to be there as well.

While you may be dabbling in LinkedIn, you may also be part of the many who still aren’t doing everything they can find the best people for your open positions.  This infographic from AkkenCloud will help you succeed. They go over everything from the latest LinkedIn trends, to sharing your job descriptions and organization information to building a network of talent.  Can you add any additional information based on your experience? Share your advice below.

Click To Enlarge

Infographic: How to Find Talent on LinkedIn

Via AkkenCloud

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Are You Reaching Your Target Market?

A golden rule in marketing is to know your target market and make sure every message is addressed to them directly.  Any promotion that reaches an audience who will never buy from you is considered a wasted investment. The same holds true for your job postings! When you promote open positions, whether paid or free, are you thinking strategically to make sure it’s being seen by the people you need to see it? Here are two major factors you need consider:

The Location

Before jumping on the most popular job boards because that’s where everybody else is going, consider carefully whether or not the people you’re trying to recruit are visiting there.  Many job boards will claim to be all encompassing and nation-wide, but when you do your research, you may find that some have greater success with certain skills or geographies.  Instead, look at all of your options:Target Group. Business Background.

  • Major Job Boards – These are great if you need a lot of applicants and want to make sure the masses are seeing your job. However, they may not be the right option for very niche roles or senior-level people.
  • Niche job boards – The opposite of major job boards, niche job boards focus on a specific skill, for example, just IT. Professionals who want to avoid the clutter of a major job board often start at niche sites.
  • Social media – Your LinkedIn Network may not be filled with professionals you want to recruit, but there are groups on LinkedIn piled with people who have the skills you want. At the very least, you may be able to get referrals. The great part about social networks is that if you choose to advertise, they have capabilities to zone in and target the exact people you want, based on skill, geography, title, or industry.
  • Print – Most articles you read today will tell you newspaper is outdated, but has it past its course for your potential employees? There is still a demographic that is not technical or internet savvy; don’t miss out on their brilliance because you didn’t promote your job to them.
  • Agencies – When you don’t know where to post your job, start speaking with the right agencies. They’re specialists and have massive networks. Like the job boards, there are agencies with a broad scope and a niche scope.  Choose a few that work best for you.
  • Events – Who says you need to advertise your job? Networking events are filled with professionals and, if you do your research, you’ll know exactly what types of skills they have.  Start meeting people and gaining referrals today.

The Message

Even when you’re in the right spot, if the message isn’t right, you’ll never attract and/or keep the attention of the right people.  Review the entire job description and pay careful attention to:

  • The title – Does it accurately describe the role? Does it seem too junior or too senior? Is it too vague?
  • The requirements – You want the perfect person, but are you asking for too much? Are you not asking for enough?
  • Key words – Use key words, lingo and technologies that your target audience understands. This will filter out those who are unfamiliar with it, and show your desired employees that they’d be working with a company who knows their skills.

Knowing and marketing to your target market is as critical in recruiting as it is to selling.  When you don’t think strategically, you risk getting few applications or, worse, getting way too many useless resumes because you opened up the job to the entire world.  How strategic are you when posting jobs?

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Is Your Company Using the Power That is Social Media?

Unless you’ve been under a rock for the past 10 years, you have an idea about what social media is and you know that it can be a powerful tool for business.  The question is, do you know just how powerful it is for recruiting and are you using it to its fullest potential?

This video from SilkRoad explains how much job seekers are embracing social media and what you can do to stay ahead.  Can you do more? Would you like to learn more about it? Let us know!