Facebook Hiring Ads - Best Practices

The job market in the last year has had nearly everyone posting jobs and help-wanted ads on Facebook. However, those posts aren’t always giving them the results they need. We’ve also been getting a lot of hiring post requests from our clients and I’ve noticed a trend in which hiring posts do well and which hiring posts don’t produce results. Based on this, I’ve compiled seven best practices for Facebook Hiring Ads

1. Start with a clear job title?

This one may seem like a no-brainer, but I’ve seen enough people not communicate this clearly enough that it needs to be said. Applicants need to know exactly what position you’re looking for so an accurate job title is essential and it is important to clarify if the position is part-time or full-time. This cuts down on confusion for all parties and will attract the kind of employee you need.?

2. Include a pay range?

I understand that adding a pay range may feel like it locks you into a wage, but right now everyone is hiring and you aren’t going to get many bites if you don’t give people an idea of what they’d be making in the position. With so many job ads out there, the clearer you are with what you’re looking for and how much compensation you offer, the more applicants you are likely to get.?

3. List your benefits?

Along the same lines of a pay range, listing your company’s benefits (e.g., if you offer insurance) is another excellent way to stand out from your competitors and get more applicants. Even if you aren’t offering as big a wage as your competitors, if you have better benefits than they do, some folks might pick you over them anyway.?

4. Clearly state your requirements?

Accurately communicate your requirements so potential applicants can judge if they’d be a good fit for the position. What things will be required of them in this position? For example, will they need to work weekends or evenings? It is best to have all the information on the table from the start to save time and cut down on confusion and frustration.?

5. Give people a place where they can apply online?

If you are advertising online, you need to have a place where applicants can apply online, otherwise you risk losing them due to a less-facilitated application process. This can be accomplished either through an application for the position on your website, an email to which they can send their resumes, or applications on job listing sites (think Indeed, Linkedin, or Monster). This information needs to be the most prominent thing in your post because, if they don’t know where to send their application, it doesn’t matter if your ad caught their interest—they won’t be applying.?

6. Compare your listing to others in your area and see where you can improve

Look at what other companies in your area offer and adjust your job ad accordingly. As the old saying goes, you don’t have to be faster than the tiger chasing you just faster than the person next to you. Landing somewhere between your competitors is a good place to be if you don’t have the resources of bigger companies.?

7. Share your post on job boards and community pages

Since Facebook considers targeted demographics as job discrimination, they will only let you target people in your local area when running a job ad. This means that anyone in your local area is likely to see your boosted post including people who aren’t even looking for a job at the moment. So, you’d be essentially wasting valuable ad dollars advertising to the wrong people. Instead, seek applicants out directly by posting to Facebook community groups and online job boards. When looking for a Facebook community group, type your location into the search bar and then filter your results by selecting the group's tab. Typing something like Job Board Port Huron Michigan will give you results like PORT HURON AREA JOBS, Port Huron Now Hiring, and Saint Clair County Jobs. See images below:

Example Comparison:?

Based on the advice given above, I’ve compiled five examples of hiring ads we’ve done in the past to compare. First, let’s look at Example A and Example B. Example A has a headline and the title of the position. Example B has a headline, the position, benefits offered, and a place to apply. Example B is the better hiring ad, but Example B is also missing a few things that could make it better. Looking at Example C and Example D, we can tell that Example D is the better ad because it includes a headline, the position, requirements, benefits, and a place to apply whereas Example C only has a headline. Finally, let’s look at Example E. Example E is the best hiring ad because it has a headline, the position, that it is full-time, job requirements, benefits, a wage listed, and two ways that people can apply.?

Do you see any ways these hirings ads could be further improved? Let us know in the comments below!

I hope you were able to take away something about Facebook hiring ads from this article. If you want to learn more about social media marketing, check out our page for more tips, tricks, and advice for you to follow!