Let’s talk about what to post on LinkedIn when you’re a recruiter, because holy f&*k, I’m seeing a lot going wrong.

I scrolled through my LinkedIn feed this morning (mistake number one) and counted seventeen posts about “finding top talent” before I’d even finished my coffee. Seventeen! And every single one made me want to throw my phone out the window.

Although it’s not necessarily a bad thing for me, it gave me an obvious topic for this week’s blog.

 

The Current State of Recruiter LinkedIn Content (Spoiler: It’s Dire)

Walk me through a typical day on recruiter LinkedIn, and you’ll see the same recycled rubbish:

  • “I’m looking for rockstar developers!” (No, you’re not. You’re looking for someone who can code without setting the office on fire)
  • “Culture is everything!” (Posted alongside a stock photo of people pointing at a whiteboard)
  • “The war for talent is real!” (Corporate AF much?)

This content isn’t just boring – it’s actively damaging your brand. When you post the same generic drivel as everyone else, you become background noise. And in recruitment, background noise doesn’t get new contracts signed or fab candidates placed.

 

Why Generic LinkedIn Content is Killing Your Results

Your potential candidates are smart people. They can spot copy-paste content from a mile away, and they’re not impressed by your “thought leadership” posts that could have been written by literally any recruiter (or AI tool) on the planet.

And the real kicker? When you post generic content about what to post on LinkedIn, you’re training your audience to ignore you. Every boring post is teaching potential candidates that your content isn’t worth their time.

Think about it – if someone can’t be bothered to write an original LinkedIn post, what does that say about how they’ll handle your application process?

 

What Actually Works: LinkedIn Content That Doesn’t Suck

 

1. Tell Real Stories (Not Corporate Fairy Tales)

Instead of posting about “company culture,” share what actually happened in your office this week. Did someone bring their dog to work, and chaos ensued? (Fun Fact: My dog was banned from our office as she was so badly behaved.) Did your team have a heated debate about whether pineapple belongs on pizza during a client call?

Real stories beat corporate speak every damn time.

 

What NOT to post:

  • “Our amazing team culture fosters innovation and collaboration!”
  • “Proud to work for a company that values work-life balance!”
  • “Nothing beats our Friday team drinks – we’re like one big family!”

 

What to post instead:

“Our developer just spent 20 minutes explaining to our CEO why turning it off and on again actually works. I love this job.”

 

2. Share Behind-the-Scenes Recruitment Reality

People are fascinated by what happens behind the curtain. When you’re thinking about what to post on LinkedIn, consider sharing the stuff that actually happens in recruitment that no one talks about.

The candidate who showed up to a video interview in pyjama bottoms. The client who changed their requirements for the fifth time this week. The moment you realised a “competitive salary” meant £2k under market rate.

 

What NOT to post:

  • “Successful placement today! Another happy client and candidate matched!”
  • “The recruitment process is all about finding the perfect fit!”
  • “Thrilled to have completed another seamless hiring process!”

 

What to post instead:

These posts perform because they’re authentic, and authenticity is rarer than hen’s teeth in recruitment content.

 

3. Call Out Industry Nonsense

Your ideal clients are frustrated with generic recruitment approaches. They don’t want to sound “wanky” (their words, not mine), so help them by calling out the stuff that makes everyone cringe.

Write posts about why “we’re like a family” is a red flag. Explain why “must be able to work under pressure” usually means “we have no idea how to manage workload.”

 

What NOT to post:

  • “The recruitment industry is evolving and we’re leading the charge!”
  • “Disrupting traditional hiring practices with innovative solutions!”
  • “Proud to be part of the talent acquisition revolution!”

 

What to post instead:

This type of content positions you as someone who actually gets it, rather than someone who perpetuates the BS.

 

4. Share Quick Wins That Actually Help

When considering what to post on LinkedIn, focus on actionable advice that takes less than 5 minutes to implement. Your audience doesn’t have time for your 47-step process.

 

What NOT to post:

  • “Here’s my comprehensive 12-step guide to perfect recruitment!”
  • “Unlock the secrets to hiring success with these proven methodologies!”
  • “Transform your entire hiring strategy with this game-changing framework!”

 

What to post instead:

  • “One question that immediately improves your job ads
  • “The salary range mistake that’s costing you candidates”
  • “Why your application process is longer than a Netflix series (and how to fix it)”

Keep it practical, keep it brief, and keep it useful.

 

5. Show Your Personality (Yes, You Have One)

The recruitment industry is stuffed with people trying to sound professional and corporate – there’s a lot of puffed-up chests and d&*k swinging competitions. Boring. Your personality is what makes you memorable.

Love true crime podcasts? Share how investigative skills help you source candidates. Obsessed with your cat? Post about how persistence in getting your cat to take medicine mirrors persistence in clients getting your clients to give you exclusivity.

 

What NOT to post:

  • “Passionate about people and committed to excellence in recruitment!”
  • “Leveraging my extensive network to deliver exceptional talent solutions!”
  • “Dedicated professional with a track record of successful placements!”

 

What to post instead:

The goal isn’t to be weird for the sake of it – it’s to be human in an industry that often feels robotic.

 

Stop Obsessing Over the “Perfect” Posting Schedule

We can’t talk about what to post on LinkedIn without talking about the LinkedIn Bros for a hot minute? You know the ones – they’re constantly posting about how you MUST post at 8am on Mondays and 3pm on Tuesdays, and if you’re not posting three times a day, you’re basically invisible.

Bullshit.

These people have looked at their own analytics, noticed a pattern, and decided it’s universal law. Spoiler alert: it’s not. What works for a LinkedIn coach in California posting motivational quotes might be completely wrong for a solo recruiter in Manchester posting industry insights.

Here’s what actually matters when deciding what to post on LinkedIn: consistency that you can actually maintain. If you know you’ve only got time to post once a week, then stick to that (and hey, maybe give me a call 😉). Don’t burn yourself out trying to keep up with some arbitrary posting schedule that some guy on the internet swears by.

Post when it feels right and sustainable for you. Your audience would rather see one authentic post per week than seven pieces of rushed crap because you’re trying to hit some magical posting frequency.

The best time to post is when you have something worth saying. End of story.

 

Measuring What Actually Matters

Also, stop obsessing over likes. A potential new candidate looking to make a move is unlikely to announce that on one of your posts, or a potential client trying to decide which recruiter to go with isn’t going to mention that on LinkedIn because they don’t want the influx of sales calls. What I’m trying to say is most people are lurkers and won’t engage with your content, but it doesn’t mean it hasn’t resonated with them.

So what do you need to start tracking on LinkedIn?

Are you getting more inbound enquiries?

That’s it, that’s all that matters. Vanity metrics are cute, but business metrics pay the bills.

 

The Bottom Line

Most recruiters approach LinkedIn content as if they’re just ticking a box, rather than building meaningful relationships. They post generic content about “finding top talent” because they think that’s what they’re supposed to do.

But here’s what your ideal clients actually want to see: someone who understands their world, speaks their language, and isn’t afraid to call out the stuff that isn’t working.

When you’re deciding what to post on LinkedIn, ask yourself 2 questions. The first one being “So what”, and the second being “Would I stop scrolling for this?” If the answer is no to either, don’t post it. Your audience deserves better than recycled recruitment clichés.

The recruitment industry doesn’t need another post about “passionate people” or “exciting opportunities.” It needs real content from real people who aren’t afraid to be honest about the entire industry.

So next time you’re staring at that blank LinkedIn post box, remember: authenticity beats corporate speak, every single time. Your ideal clients are already drowning in generic content – be the recruiter who throws them a lifeline instead of another anchor.

Don’t have the time to create and execute a LinkedIn content plan that actually converts? That’s no problem. My Content Conversion Package helps solo recruiters and small agencies by taking the entire marketing creation process off them and giving them content that gets noticed (and gets results). Because life’s too short for boring posts about “rockstar talent.” Simply book a time to talk here.