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9 Recruiters Post Ideas to Help You Stand Out on Linkedin

9 Recruiters Post Ideas to Help You Stand Out on Linkedin

It's 2022, and you're a recruiter. Congratulations!

Last year, the job market was booming, and companies were scrambling to find the best talent. This year, some markets are going down, startups are laying off people, and we saw a hiring freeze in Big Tech for the first time.

However, recruiters, whether internal or external, are competing with each other for top talent.

So, how can you ensure that you stand out from the other recruiters in 2022?

You already know the answer! You need to be active on LinkedIn, and you need to be posting content that will capture the attention of your target audience.

In this article, we are giving you 9 post ideas for what to post on linkedin as a recruiter.

Not only will these ideas help you capture the attention of your target audience, but they will also help you build your personal brand, establish yourself as a thought leader in the recruiting industry, and, most importantly, help you:

  • source more candidates,
  • establish great candidate experience,
  • win more business (if you are an external headhunter)!

This 3,000-word opus of ideas for recruiters, sources and headhunters will be updated regularly with the best examples from the industry. Save it, especially if you are reading from a mobile device.

Idea #1: Common misconceptions

The first recruiter post idea is to write about common misconceptions in the recruiting industry.

There are a lot of myths and misconceptions about recruiters out there, and it's essential to set the record straight. Many people don't understand what recruiters do, so they hold some false beliefs about the profession.

Writing posts about common misconceptions can help educate your target audience and show them that you're an expert in your field.

You can write about why some recruiters don't post their jobs, why some recruiters only work with certain types of companies, why some recruiters only recruit for certain types of positions, why some recruiters don't provide feedback to candidates, how much recruiters actually work and what they do on a day-to-day basis, and so on.

There are many possibilities when it comes to writing about common misconceptions, so get creative and have fun with it.

This is the combination of misconception and behind-the-scenes post by Stephanie Yu:

Adam Karpiak shared a common misconception about salary ranges in a funny manner:

Idea #2: Ideal hiring process

Many companies don't have a clear idea of what they should be doing when it comes to hiring, and as a result, they often make a lot of mistakes. The candidates are left feeling frustrated, and the recruiters are left feeling like they're not doing their job properly.

As a recruiter, you have a wealth of knowledge when it comes to the hiring process, and you can use that knowledge to help companies improve their process.

In your posts, you can share your insights on what the ideal hiring process should look like, from the onboarding process to the interview process to the offer stage, what it's important how many stages a company has, what kind of questions candidates should be asked in an interview, what kind of feedback should be given to candidates, and so on.

You can also write about the different types of interviews that companies should be conducting, such as behavioural interviews, technical interviews, and panel interviews.

By sharing your insights, you can help companies improve their hiring process and make it more efficient and effective, thus positioning yourself as an expert in the recruiting field and someone that companies should come to when they need help with their hiring.

This is how Allison Davidson talks about one of the misconceptions about internal candidates in the recruitment process:

Idea #3: Industry news

There's always something new happening in the recruiting industry, whether it's a new law being passed that will impact recruiters, a new trend that's emerging, a new piece of technology that's being developed to help improve the recruiting process, or a new study being published.

As a recruiter, it's important to stay up-to-date on all the latest news and developments in the industry, so that you can be the first to share it with your clients and candidates.

In your posts, you can share your thoughts and insights on the latest recruiting news, what you think about it, how it will impact recruiters, companies, and candidates, and so on.

For example, if a new law is being passed that will impact how recruiters can source candidates, you can write a post about it and share your thoughts on the matter. If a new piece of technology is being developed, such as a new Recruiting CRM, you can write a post about it and share your insights on how it can be used to improve the recruiting process.

This is a great way to show your clients and candidates that you're always on the lookout for new ways to improve the recruiting process and that you're always up-to-date on the latest industry news.

Also, this is a great way to start discussions with your clients, candidates, and fellow recruiters, as they probably have a lot of thoughts and opinions on the latest news as well that they'd like to share.

The more people jump into the conversation, the more engagement your post will get, and the more people will see it.

If you do this on a regular basis, you'll quickly become a go-to person for all the latest recruiting news and insights, which will boost your credibility and reputation in the industry.

This is my post about Tesla layoffs:

Idea #4: Tips for candidates

The job market is tough, and candidates often need all the help they can get when it comes to finding a job, so why not use your platform to help them out?

In your posts, you can share your insights and tips on how to find a job, how to prepare for an interview, how to stand out from other candidates, should they contact recruiters on LinkedIn, how to land the first job, how to respond to difficult interview questions, what recruiters are really looking for in candidates or any other topics that you think would be helpful for candidates.

You can also write posts that are aimed specifically at certain types of candidates, such as entry-level candidates, experienced candidates, or international candidates.

Sharing your insights and tips on these topics will not only help candidates, but it will also show them that you're an expert in the recruiting field and that you really care about helping them land their dream job and furthering their careers. This will help build trust and rapport with candidates, which is essential for any recruiter.

This is how Adam Broda shares a tip for negotiating going back to the office:

Leah Cohen wrote a LinkedIn post about applying for a job with a Linkedin profile:

Idea #5 Future of Recruiting

Another great topic to write about is the future of recruiting.

Everyone is wondering what the future holds and reading predictions from different experts is always interesting. Businesses want to know what they should expect to plan accordingly, and candidates want to know what the job market will be like to make career decisions.

In your posts, you can share your thoughts and insights on where you think the recruiting industry is headed, what changes you think will happen, what new technologies will be developed, how the role of recruiters will change, how the hiring process will change, and so on.

This is a great way to show that you're always thinking ahead and that you have a good understanding of the bigger picture when it comes to the recruiting industry. It's also a great way to start discussions with others in the industry, as they probably have their own predictions and thoughts on the future of recruiting that they'd like to share. And as we all know, discussions and debates are always good for engagement.

This is Andrew L. take on effective hiring:

Idea #6: Story from your recruiter/business life

We all love a good story, and your clients, candidates, and fellow recruiters are no different.

In your posts, you can share a story from your recruiter/business life that is interesting, funny, heartwarming, or inspiring. It could be about a time when you helped a candidate land their dream job, when you made an amazing placement, or when you went above and beyond for a client.

Or, it could be about a time when you faced a difficult challenge and had to think outside the box to come up with a solution.

Whatever the story is, make sure it will resonate with your audience and give them a better understanding of who you are as a person and as a recruiter.

One of the best representatives of DEI is Jermaine L. Murray:

And this is the post about salary negotiation and Jessica Williams's story:

Idea #7 Story about/from your company

Your company probably has some pretty great stories too, and sharing them on LinkedIn is a great way to show some company pride and give your audience a behind-the-scenes look at your business.

You could write about how your company started, an exciting project that you're working on, a fun company event that you recently had, why you are doing something differently from other companies in your industry, or anything else you think would be of interest to your audience.

If you have any company news to share, such as a new product launch, an expansion, or a significant contract win, that would also be great to include in your post.

And if you have any stories about your company's culture, values, or mission, those would also be great to share.

Amy Miller knows how to promote her company - Amazon

Idea #8: Answer a common question

If you are wondering what to write in your LinkedIn post, answering a common question is always a good idea.

Chances are, there are a lot of questions that you get asked regularly by clients, hiring managers and candidates, and writing a post that answers one of these questions can be extremely helpful for your audience.

Not only will you be providing them with valuable information that they can use, but you'll also be demonstrating your expert knowledge on the subject.

To come up with ideas for this type of post, think about the questions that clients and candidates most frequently ask you. Once you have a few ideas, choose the hat you think would be most helpful for your audience and write your post.

If you don't get many questions, or if you can't think of any that would make for a good post, you can do a quick search on Google or LinkedIn to find some common ques that people are asking.

Natisha Willis answered a question about healthy boundaries in DEI:

Idea #9: We are hiring on Linkedin

Your Linkedin profile can become the No1 sourcing and recruiting tool. Not only can it increase the number of applicants, but it can also get you a higher response rate on Linkedin inMails and cold emails and improve the quality of applicants.

So make your Linkedin content work for you by sharing job ads.

Before we explain the best practices for promoting your job ad on Linkedin, keep in mind most recruiters make mistakes. So these are the things you should NEVER do:

  • Post a link to your website or ATS without any text.
  • Invite people to apply by adding the text "We are hiring" or "Join our team,"
  • Talk about your company and praise
  • Talk about what you want
  • Copy-pasting a job description

What you SHOULD DO is write a job promotion post having ideal candidates in mind.

Consider all the questions candidates have in mind; what is the most important to them? Don't forget that employees seek purpose in their work (in addition to benefits and flexibility). Try to cover as many of these in your LinkedIn post.

If you really want to catch attention, check the post by Mick Griffin:

He even created a video. A few days later, he shared a follow-up in the second Linkedin post. This is a direct message he got:

Other post types for recruiters on Linkedin

There are many other types of posts you can use. For example, you can always ask questions and learn more about your network. People love this kind of post; just look at the number of votes - 531.

Ben White published a poll about accepting counter offers:

The other post type that almost always works is newsjacking. For example, the quiet quitting debate was all over the Internet, and Lindsay Dahl's opinion got viral on Linkedin:

Conclusion

These ideas will help you create (better) content on Linkedin. Still, there are endless possibilities when writing LinkedIn posts as a recruiter, sourcer, talent acquisition manager, employer branding expert, or anyone else involved in the hiring process.

The ideas above should give you a good starting point, but feel free to be creative and come up with your own ideas as well. The most important thing is to write interesting, engaging content that will bring your audience short- and long-term value.

If you can do that, you'll be sure to stand out from the crowd in no time!

P.S Deciding on what to write about is only one part of the equation. Actually, writing the post can be a challenge in itself. One thing that can help you tremendously with that is using AuthoredIn!

AuthoredIn is a new all-in-one content creation tool specifically designed for LinkedIn that can help you write, format and preview your LinkedIn posts to make them look their absolute best. Plus, you can save your posts as drafts so that you can come back and edit them later. Isn't that amazing?

If you want to try AuthoredIn, you can use this link to get started: Get AuthoredIn.

It's currently FREE to use in beta, but it will eventually be a PAID subscription (very soon!) so make sure to sign up now while it's still free.

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