HR Mavericks

Eddy’s HR Mavericks Encyclopedia

Facebook Recruiting

Recruiting is a science and an art, and there are a lot of different ways to do it. Social media is a very common method, but are you getting the best out of your efforts? This article provides an introduction on how to recruit using Facebook.

What Is Facebook Recruiting?

Facebook recruiting is finding candidates by using the social media platform Facebook to post and/or advertise jobs. Find out how you can automatically post open jobs to Facebook

Should Companies Use Facebook for Recruiting?

Facebook is a simple, cheap way to post jobs. Any company can do it, and the first three jobs on an account are free. It is a great place to post blue-collar-type jobs, such as construction, warehouse, or manual labor. It can provide great reach and is one more place to have a job posted.

Benefits of Facebook Recruiting

  • Cost-effective. Posting jobs on Facebook is free for the first three jobs. You can pay extra if you want to target specific demographics, but it still can be more cost-effective than other job boards.
  • Easily accessible. Facebook is easily accessible by people looking for jobs but is also a place where people not actively job-hunting spend time. It is a place to target passive candidates that you wouldn’t normally find on other job boards like Indeed or ZipRecruiter.
  • Simplicity. Applying for jobs on Facebook can be simple for candidates. The simpler an application process is for a job-seeker, the more likely they are to apply. Some job boards make the application process lengthy. On Facebook, job-seekers simply need to put their job history into the application and attach their resume if they want.

Drawbacks of Facebook Recruiting

  • Quality of candidates. While Facebook can help broaden your search and potentially increase the number of candidates you get, the quality of candidates might not be the same as with other recruiting methods. Job seekers who apply for jobs on Facebook might not be as serious about their job search, and the simplicity of the application process can lead people who aren’t qualified or all that interested to apply.
  • Tracking applicants. Depending on how many jobs you have posted through Facebook, it can be hard to manage applicants. The layout can be hard to follow, and it isn’t as organized as other job boards are.
  • Searching for job seekers. The biggest downside of Facebook is that there is not a way to search for job seekers and their resumes; it's not set up to be a job-seeking site. You only find candidates once they have applied for your jobs.

How to Use Facebook Recruiting

If you decide to use Facebook for recruiting, take these actions to be sure you're using it as effectively as possible.

Create a Company Page

If it hasn’t been done already, create a company page on Facebook. On this page, link to your company’s website as well as a list of all the jobs you currently have posted there.

Post Jobs

Post the same information you would post on the other job boards: job description, work experience, and education required, work hours, and compensation details. Just like job postings on other job boards, make sure the information is clear and easy to follow. Each job you post should have a link to your company website and more information about the position.
Facebook job posts that include videos receive 36% more applications
Hiring Statistics


You can set up each posting to notify you when someone applies for the job, and choose whether these notifications come to you through Facebook or email. Once you get notified, you are provided a link that goes directly to the applicant's application.

Tips for Recruiting onFacebook

Facebook recruiting differs from other forms of recruiting, so here are some tips to use in order to be more successful when recruiting on Facebook.

Tip 1: Respond Quickly

Set up those notifications for activity on job posts so as to respond as soon as possible. Prompt response is important for all types of recruiting, but since candidates on Facebook tend to be more passive than other job boards, you want to contact them as soon as possible after they have applied for the job.

Tip 2: Shorter Job Postings

Since job seekers on Facebook are a bit more passive, it is easy to lose their attention if a job posting is too long. Make your posts inviting but short (while still providing the essential information) and provide links for them to find out more if they wish.

Tip 3: Create Content on Your Company Page

The way people see content on Facebook is by following you, and what prompts them to follow you is good content on your company page. When people follow your company page, they are more apt to be notified when new jobs are posted. Your company Facebook page should serve more purposes than job postings; it can strengthen your company brand and reach. Your content can include updates on your company or things you might be doing in the community.
Tanner Pierce, PHR

Tanner Pierce, PHR

Tanner has over 4 years of HR professional experience in various fields of HR. He has experience in hiring, recruiting, employment law, unemployment, onboarding, outboarding, and training to name a few. Most of his experience comes from working in the Professional Employer and Staffing Industries. He has a passion for putting people in the best position to succeed and really tries to understand the different backgrounds people come from.
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Frequently asked questions
Other Related Terms
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Ambassador Program
Benchmark Jobs
Billboard Recruiting
Campus Recruitment
Candidate Correspondence
Candidate Disposition
Candidate Engagement
Candidate Feedback Survey
Candidate Net Promoter Score
Candidate Nurturing
Careers Page
Co-Op Program
Cold Calling in Recruitment
Contingency Recruiting
Employee Advocacy
Employee Poaching
Employee Referral Program (ERP)
Employee Social Media Takeover
Employer Information Session
External Recruiting
Glassdoor Recruiting
Hidden Job Market
Hiring Statistics
Hiring with ZipRecruiter
Inbound Recruiting
Indeed Recruiting
Instagram Recruiting
Internal Job Posting
Internal Recruitment
Internal Transfer Policy
Internship Program
Job Ads
Job Fair
Labor Market
Lateral Hire
LinkedIn Recruiting
Mobile Recruiting
Online Job Application
Outplacement Firm
Post & Pray
Promoting Talent
Purple Squirrel
Recruiting Funnel
Recruiting Operations
Recruitment Agency
Recruitment Fees
Recruitment Marketing
Recruitment Process Outsourcing (RPO)
Recruitment SEO
Referral Bonus
Resume Parsing
Retained Search
Reverse Recruiting
Social Media Recruiting
Sponsored Job Posting
State Employment Agency
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TV Recruiting
Talent Acquisition Recruiting
Text Recruiting
TikTok Recruiting
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Video Job Description
Virtual Job Fair
Workplace Tour
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