Social media for recruitment and staffing agencies

Match the platform to the roles you fill. Professional and permanent roles live on LinkedIn. Temporary, hourly, warehouse, hospitality and care roles often fill faster through Facebook, local groups and Instagram, where those candidates already spend time.

Your consultants' own LinkedIn profiles usually reach more people than the company page. Give them a steady supply of good posts to share, and keep the company page for jobs, market notes and proof.

Recruitment feeds often become a wall of job ads. Keep jobs to about half your posts and use the rest to give candidates and clients a reason to follow you.

• Monday: this week's top roles in one carousel, with pay and location on each slide.
• Tuesday: a market note for clients. Hiring demand, skills in short supply, what offers look like.
• Wednesday: candidate help. CV, interview or notice period advice.
• Thursday: people. A consultant introduction or a placement story shared with consent.
• Friday: weekend and urgent shifts, or a client spotlight with permission.

A social job post competes with everything else in the feed. Lead with what the candidate cares about, not your agency's name.

1. Use the job title people search for, not an internal one.
2. Put pay, location (or remote) and hours in the first two lines.
3. List three must-haves and keep the nice-to-haves short.
4. Say how to apply in one step, with a closing date if there is one.
5. Post one role per image, or use a carousel for several roles in the same area.
6. Update or remove the post when the role is filled, so candidates are not left waiting.

Job adverts on social media are still job adverts, and as the agency you share responsibility for them. The rules below were read on each regulator's or platform's own page; this is general information, not legal advice.

US: the EEOC says it is illegal for an employer to publish a job ad that shows a preference for, or discourages someone from applying because of, race, colour, religion, sex, national origin, age (40 or older), disability or genetic information. It gives the example that an ad for "females" or "recent college graduates" may discourage men and people over 40 from applying.

UK: the Equality and Human Rights Commission's advertising FAQ says an employer cannot ask an employment agency to advertise for a "young graduate". Giving instructions to discriminate, and complying with them, is unlawful, and both the employer and the agency would be liable. It recommends describing the skills, competencies and experience the job needs instead.

Paid posts: Meta says advertisers in or targeting the US, Canada and some parts of Europe must declare employment ads as a Special Ad Category and use approved targeting options, and that no advertiser may use audience tools to wrongfully target or exclude groups of people.

• Swap "young and energetic team" for "a busy, fast-moving team".
• Swap "recent graduates" for "no experience needed, full training given".
• Use neutral job titles: "waiting staff", "salesperson", "chair".
• Show a mix of people in job post images, or use the workplace instead of faces.
• If a client asks for a preference you cannot advertise, push back in writing.

Sources: US EEOC: Prohibited employment policies and practices (job advertisements), checked 15 October 2026; Equality and Human Rights Commission: Advertising, frequently asked questions about what is lawful, checked 15 October 2026; Meta Advertising Standards: Discriminatory practices, checked 15 October 2026

Candidates trust you with their CV, current salary and the fact that they are looking. None of that belongs on social media without their clear say-so.

• Never post a CV, name, photo or current employer without written consent.
• Anonymous "candidate spotlights" must still be impossible to trace. A rare job title in a small town can identify someone.
• Placement stories need consent from the candidate and, if named, the client.
• Move every conversation about a specific application to direct message, email or phone.
• Agree a social media policy with consultants covering what they can post about candidates and clients.

Reply to every comment on a job post, even if the answer is "I'll message you". Unanswered applicants remember. Never discuss a candidate's application in public, and do not delete fair criticism of your process; answer it.

When consultants post about the agency's roles or services from their own profiles, they should make the connection clear. The FTC's endorsement guidance says employees should disclose their relationship to the company and that listing an employer on a profile page is not enough. In practice, "we're hiring" or "one of our roles" usually does the job.

Reviews on Google matter for branch agencies. Ask every placed candidate and client the same way, with no incentive: Google's policy bans incentives and selectively asking only happy customers.

Disclosure: this guide is published by Zolyp, an AI social media manager. Zolyp plans a calendar around your content pillars, writes and designs each post, and schedules it to Instagram, Facebook, LinkedIn, Google Business, X, TikTok, YouTube, Pinterest, and Threads. You start in review-everything mode, so nothing goes live without your approval. Everything in this guide works just as well done by hand.

• Week 1: plan the month's market notes and pick the roles to feature.
• Week 2: record two or three short consultant videos: advice, a role explained, a day in the office.
• Week 3: publish a placement or client story with consent.
• Week 4: check which posts brought applications, not just likes, and repeat what worked.

Sources: FTC: Endorsement Guides, what people are asking, checked 15 October 2026; Google Maps user-generated content policy: fake engagement, checked 15 October 2026