What Should a Recruiting Firm Post on LinkedIn? 12 Ideas From Webinars You Already Run
Recruiting firms live on LinkedIn, but most company pages are a stream of job posts. The firms that stand out share what their recruiters know. The best part: most of that knowledge is already on camera.
Why job posts alone don’t work
Job posts tell people what’s open today. They don’t tell a candidate why they should trust your recruiter with their career, or tell a hiring manager why your team understands their market. That’s what earns replies, referrals and repeat clients.
For candidates
- The resume mistake we see every week. One clear fix, from a recruiter who reads hundreds of resumes.
- How to answer “tell me about yourself.” A practical clip from your interview prep workshop.
- What salary data actually says this year. A short clip from your market update, framed for job seekers.
- How to work with a recruiter. What to share, what to ask and what happens after you apply.
For hiring managers and clients
- What candidates are asking for right now. Insight from your recruiters’ calls this month.
- Why good candidates turn down offers. A clip from a hiring manager panel.
- How long a search really takes. Sets honest expectations and builds trust.
- A placement story, told with permission. The challenge, the search and the result.
The people behind the firm
- Why I became a recruiter. A human story from someone on your team.
- A day in the life of a recruiter. Light, honest and good for hiring your own team.
- Meet the specialist. One recruiter, their niche and what they love about it.
- Next workshop: join us live. A clip from the last session plus the registration link.
Where these posts already exist
Look at your recorded career workshops, resume reviews, salary webinars, market update calls and hiring manager panels. A single 45-minute session usually holds four or five of the ideas above. Cut each moment into a short captioned clip, take out the ums and long pauses, and write two or three sentences of context for the post.
Post from the firm and from recruiters
Post every clip from the company page, then give each recruiter a short version to share from their own profile. Candidates and clients respond to people more than logos, and posts from personal profiles usually reach more people.
Keep it professional
- Never share candidate or client names, companies or details without permission.
- Have one person approve posts before they go out.
- Keep advice general and practical, and point people to a conversation for anything specific.
Frequently asked questions
How often should a recruiting firm post on LinkedIn?
Two or three times a week from the company page, with recruiters resharing from their own profiles.
Should recruiters post on their personal profiles?
Yes. Candidates and hiring managers check recruiters' profiles before replying, and personal posts usually reach more people.
Is video worth it for recruiting firms?
Yes. Short clips of recruiters giving real advice show candidates and clients who they'd be working with, and they can come from webinars you already run.
What should recruiting firms avoid posting?
Anything that identifies a candidate or client without permission, and a feed made up only of job posts.