The market is loud. Talent is smart. Recruiting is boring. What we mean by that is, nobody’s reading another “join our fast-paced team” job post and thinking, wow, that’s exactly what I’ve been dreaming of.
Recruitment should be a brand experience and if you don’t have a digital strategy, it’s either pulling in top talent or pushing them away.
If you’re still reading, it means you’re ready to ditch the blah, stir the pot, and actually do something different. Buckle up. You’re gonna want to screenshot these for your next team meeting.
If your employer brand only exists on the “Careers” page, it doesn’t exist.
Your culture has to show up in the feed. People need to see you somewhere else like TikTok, Instagram or LinkedIn, not just behind gated application portals. The best candidates are watching your brand long before you ever post an opening. Get in the mindset of treating your employer brand like it’s your coolest product launch ever.
Think about it this way:
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Share weekly behind-the-scenes content to your stories (almost every platform has them now). Try quick pics of team lunches, the office dog, work-from-home setups, Slack shoutouts. Don’t overthink. Just post.
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Have team members answer, “What’s your favorite part of working here?” on camera (phone quality is totally fine).
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Use tools like Canva for branded quote cards or Later to schedule social posts across channels.
You can’t “out-post” a bad reputation.
If your Glassdoor reviews are 💩 or your employees are quiet online, no amount of job listings or social posts will fix it. Start with internal alignment and storytelling. Ask your team what they love and actually share it. Before you launch your next hiring campaign, take a hard look inward. If your culture isn’t thriving, fix the cracks before you amplify the message.
Something we do for every client at Chatterkick is uncover and articulate Sharp POVs. They’re bold, specific statements that reflect not just what a brand does, but what it believes. Hold onto these because these are the stories people remember. This is your rocket fuel for recruiting.
If you want your employees to proudly post about where they work (without bribing them with pizza), it starts here:
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Run an anonymous internal survey using tools like Google Forms or Officevibe. Ask what people love, what frustrates them, and what they tell their friends about the company.
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Look for 2–3 themes that come up again and again. These little internal truth bombs are the heart of your messaging.
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Turn those into shareable mantras. Things like: “We don’t do micromanaging. We trust you to do the job and we let you do it.”
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Respond publicly to Glassdoor reviews (yes, even the cringey ones) with transparency and respect. Don’t be too hard on yourself. People don’t expect perfection, they expect honesty.
Just remember, you don’t need a fancy campaign. You need a clear point of view and a few bold voices who believe in it.
Video is your not-so-secret weapon.
We’re talking low-lift, real-people, phone-recorded, “here’s why I love working here” videos. Forget the fancy production. Authentic > polished. Every. Time. You don’t need a videographer. You need five minutes and a phone.
Get in the habit of having a recurring “employee spotlight” day where one person films a quick vertical video about their work. Use an app on your phone like CapCut or InShot to trim and add captions, and keep the copy casual. “Three reasons I love working here” or “Here’s what I actually do all day” gets far more engagement than stiff scripting and salesy captions.
Pro tip: Post to Instagram Reels, LinkedIn, AND TikTok. One video, three platforms, infinite reach.
Your best recruiter is already on payroll.
And they’re not in HR! They’re the frontline employee who posts about work on LinkedIn or shares your TikToks. Invest in employee advocacy programs. At the end of the day, people trust people. Not brands. And your team’s voice goes further than any job ad ever could.
Try this:
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Launch an optional “Share Squad” slack message and send out easy-to-post content or prompts each week.
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Recognize and reward team members who advocate online. A little shoutout goes a long way.
Make it easy, fun, and non-cringey. Authentic voices only, please.
Don’t just tell people what the job is. Show them why it matters.
“Looking for a detail-oriented team player” is a yawnfest. From reading your job post, does your ideal candidate understand the mission? What will they feel on a great day? What impact do they make? Paint the picture. Shift your job posts from laundry lists to love letters (well…almost).
Start your job description with a “Why this role matters” section.
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Use storytelling. “You’ll be the reason our customers smile when they open their packages” hits harder than “Responsible for shipping.”
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Add a quote from someone currently in that role. (Bonus points if it’s video.)
Clarity > cleverness. Keep your copy readable, warm, and jargon-free.
Stop only talking to active job seekers.
Your best candidates aren’t scrolling Indeed. They’re scrolling Instagram during their lunch break at a job they’re open to leaving. Get in front of them before they’re looking. Start building that irresistible “I’ve had my eye on your company for a while” foundation in their mind (AKA passive attraction).
If you’re open to paid ads, run always-on paid social campaigns (on Meta, LinkedIn) promoting company culture instead of just waiting until you have open roles. Use Meta Ads Manager to retarget users who visit your careers page. Keep it going with an “inside look” video series on YouTube or a highlight reel on Instagram. Use interest and behavior targeting to target what they care about, not just job titles. This strategy is all about the long game. Brand loyalty = talent loyalty.
Culture fit is outdated. Culture add is where it’s at.
It’s tempting to hire someone who feels like an instant fit. Someone who aligns with the existing energy and dynamics of your team. But if everyone on your team looks, thinks, and works the same, you’re probably not hiring the best person for the job. You’re hiring the safest person for the job.
“Culture add” means actively seeking out diverse perspectives and experiences. Consider what a fresh perspective could bring to your processes, communication, and growth just by inviting different perspectives into the conversation.
Here’s How You Start:
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Review your job descriptions for coded language
Many job ads still carry unconscious bias. Use tools like Gender Decoder to check for gendered language and make sure your posts are welcoming to a wider pool of candidates. -
Invite a rotating group of employees to weigh in on hiring needs. This allows for input beyond the typical decision-makers, ensuring that a range of opinions are considered when you’re looking for new talent.
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Make this mindset a part of your company’s DNA. Start by weaving it into your job descriptions, interview processes, and public content.
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Remember: Bringing in new viewpoints isn’t limited to race or gender. Diverse team members think differently, work differently, and approach challenges with varied backgrounds and experiences.
Metrics are everything (except when they’re vanity).
Make data your recruiting BFF.Track applications from social. Ask where people found you. Use that data to optimize and justify your budget. But don’t chase “likes” if they aren’t leading to real conversations.
Try:
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Adding “How did you hear about us?” to your application form. Make it required.
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Set up UTM links to track source channels in Google Analytics.
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Track metrics like cost per click, cost per application, source of hire, and time to hire.
Vanity metrics feel good. Hiring the right people feels better.
In Closing
We’re in a job market where people want to feel something about the companies they join. They’re swiping through your Instagram, scrolling through LinkedIn, and watching your stories long before they ever hit “apply.” So, let’s give them something to get excited about.
So go ahead, take these tips, and run with them. You’ve got everything you need to make it happen. No need for a massive team or a complete overhaul.
And if you’re looking for a little extra help along the way, we’ve got a free guide that’ll take you step-by-step through the process of crafting a recruitment strategy that actually works. It’s packed with actionable tips and tips to make sure your team’s voice is heard loud and clear.
Grab your free guide now and start building a recruitment strategy that stands out, attracts top talent, and keeps them around for the long haul.
