Many hiring teams treat social media like a copy-paste dumping ground.

But job descriptions written for your website or applicant tracking system (ATS) rarely perform well on platforms like LinkedIn, Instagram, or TikTok. (The format is different. The audience is different. And the attention span varies on each one.)

If you’re sharing job content without adjusting it for the platform it’s on, it may fall on deaf ears.

Let’s take a closer look at how to write job descriptions that stand out in social media news feeds. We’ll share why this matters and how to make your openings sound more engaging — and shareable — without starting from scratch each time.

Why Is It Important To Optimize Job Postings on Social Media?

Some job seekers aren’t refreshing job boards; instead, they’re scrolling through social feeds.

This means your open roles need to stand out where your ideal candidates are already spending their time. When you optimize job postings for social media, you encourage more visibility, attract more aligned candidates, and make it easier for people to share your roles with their networks.

Optimizing your posts also helps reinforce your employer brand and build trust with passive candidates who may not be actively looking. (But would apply if the right opportunity caught their eye.)

If you’ve posted elsewhere but haven’t tried social media yet, this article’s for you.

How To Optimize Job Descriptions To Attract More Aligned Candidates on Social Media

Here’s how to create job descriptions that draw in the right candidates for your organization:

Step 1: Uncover What the Role Actually Looks Like Day-To-Day

You might think you know what a role involves. But daily work often looks very different in practice.

To write better job descriptions, start by talking directly to the people in that role (or adjacent roles). Also, speak with their managers or department heads to get a fuller picture of responsibilities and success measures.

➜ Ask what tasks take up the most time, what tools they use, and what success looks like week to week.

You can also use insights from employee monitoring software to identify real work patterns. Look for long-term trends, task breakdowns, and common tools employees use.

When candidates see themselves in the description, they’re far more likely to apply.

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