Let’s be honest—hiring is tough.
Finding the right person for your team can feel like searching for a needle in a haystack. You post a job ad, cross your fingers, and wait… and wait… and sometimes, the only responses you get are from people who didn’t even read the job description.
But what if your job ads were magnets for top talent?
The truth is, where and how you advertise your job can make all the difference. In this post, we’ll break down the best job advertising techniques—from social media to job boards to a few creative tricks you might not have tried yet. And we’ll do it in a way that’s actually easy to understand (no HR jargon, promise).
1. Social Media: Meet Candidates Where They Hang Out
Think about it: most people aren’t actively job hunting 24/7—but they are scrolling through Instagram, LinkedIn, TikTok, or Facebook.
That’s why social media can be your secret weapon for attracting talent—even passive candidates who aren’t job hunting but could be tempted by the right opportunity.
Best Practices:
- Tailor the message to the platform. A job post on LinkedIn can be professional and detailed. On Instagram or TikTok, keep it fun, visual, and engaging.
- Use employee voices. Share short videos or quotes from your team about what it’s like to work at your company. Real stories build trust.
- Use hashtags and tagging. Hashtags like #hiring, #jobopening, or #remotework help increase visibility. Tag team members so their networks see it too.
Example:
A design studio posts a 30-second Instagram Reel showing their cool office space, a team lunch, and a “We’re hiring!” overlay. It gets reshared by employees and reaches hundreds of potential applicants.
2. Job Boards: Go Beyond the Basics
Job boards are still relevant, but not all are created equal. There’s a big difference between posting on a general board like Indeed and a niche board like We Work Remotely (for remote jobs) or AngelList (for startups).
Best Practices:
- Choose the right board. Think about where your ideal candidate would look. A software engineer and a yoga instructor probably aren’t browsing the same job boards.
- Make the title count. Be clear, but also engaging. “Marketing Manager” is fine. “Creative Marketing Manager | Remote | Fast-Growing Startup” is better.
- Write for people, not robots. Avoid jargon and buzzwords. Keep it human, and tell them what makes your company worth joining.
Example:
A nonprofit posts on Idealist.org with a headline: “Help Us Save the Bees 🐝 – Communications Manager Wanted.” It gets more clicks than a generic “Comms Manager” listing.
3. Employee Referrals: Your Secret Hiring Army
Your current employees probably know people in their field—and if they love working with you, they’ll gladly recommend you to others. Employee referrals often bring in high-quality candidates who are already a good culture fit.
Best Practices:
- Make it easy. Create a quick form or Slack channel where people can drop in referrals.
- Offer incentives. Even a small bonus (or a fun gift) can motivate employees to think of someone.
- Keep them updated. Let employees know if their referral is being interviewed or hired. It encourages future referrals.
Example:
A tech startup offers $500 Amazon gift cards for successful referrals. One employee refers a former colleague, who gets hired. Win-win!
4. Company Careers Page: Your Home Base
Your careers page should be more than a boring list of openings. It’s your chance to sell your brand, share your culture, and make candidates excited to apply.
Best Practices:
- Tell your story. Why do people love working there? What’s your mission? What are the perks?
- Use photos and videos. Show real team members, not stock photos.
- Keep it updated. There’s nothing worse than clicking a “Careers” link and seeing no jobs listed or outdated roles.
Example:
A small agency adds a fun video of their team talking about what they love about their jobs, and applications jump 40%.
5. Online Communities & Niche Networks: Go Where the Talent Gathers
Not everyone finds jobs through LinkedIn or Indeed. Many people hang out in Slack communities, Reddit threads, Discord groups, or niche forums related to their industry.
Best Practices:
- Be authentic. Don’t just drop a job link—contribute to the conversation, then share the opportunity.
- Follow community rules. Many forums have job-posting guidelines. Respect them or risk getting booted.
- Use DMs strategically. If someone seems like a good fit, a friendly, personalized message can go a long way.
Example:
A game development studio posts in a game dev Discord channel saying, “We’re building something awesome and looking for a pixel artist—here’s what we’re up to!” It sparks conversation and a few great candidates.
6. Recruitment Ads: Paid Ads That Actually Work
Sometimes, organic posts aren’t enough. Platforms like LinkedIn, Facebook, and even Google allow you to run targeted job ads to specific audiences.
Best Practices:
- Be visual. Use eye-catching graphics or videos.
- Target smart. You can target by job title, skills, location, or interests.
- Track and tweak. See what’s working (and what’s not) and adjust your ads accordingly.
Example:
A retail chain runs Facebook ads targeting local users aged 18–25 with the caption: “Looking for a part-time job with flexible hours? We’re hiring!” The ad links directly to a quick application form.
7. Internal Mobility: Don’t Overlook the Talent You Already Have
Sometimes the best candidate is already on your team. Promoting internally or moving someone to a new role not only saves hiring costs—it also boosts morale.
Best Practices:
- Communicate openings internally. Send an email or Slack announcement.
- Offer training or upskilling. Help employees grow into new roles.
- Celebrate internal moves. It shows others there’s room to grow.
Wrapping It All Up: The Perfect Job Ad Strategy Mix
There’s no one-size-fits-all approach to job advertising. The best strategy combines several of the techniques above, depending on the role, company size, and target audience.
Here’s a quick cheat sheet:
| Job Type | Best Techniques |
|---|---|
| Entry-Level | Social media, job boards, employee referrals |
| Tech/Remote | Niche boards, online communities, recruitment ads |
| Creative Roles | Instagram, TikTok, portfolio sites like Behance or Dribbble |
| Senior/Executive | LinkedIn, internal mobility, personal outreach |
Final Thoughts
Great job ads aren’t just about where you post them—but how you tell your story.
Candidates want to know:
✅ What’s the job?
✅ What’s it like to work there?
✅ Why should I care?
When you answer those questions clearly, and put your ad in the right places, you’ll stop sifting through the haystack—and start attracting the right kind of talent.
Photo by Ron Lach : https://www.pexels.com/photo/person-making-call-while-searching-for-job-9832697/