Why Every Recruiter Should Be Posting on LinkedIn Weekly

You're Already on LinkedIn All Day. So Why Aren't You Posting?

Here's something that's always struck me as odd. Recruiters live on LinkedIn. You're searching profiles, blasting InMails, managing job posts -- it's basically your entire workspace. But most recruiters never post anything.

You're treating LinkedIn like a search engine. It could be a magnet.

That's a massive difference. One means you're chasing candidates. The other means they come to you.

InMail Alone Isn't Cutting It

Look, I'm not saying stop using InMail. It works. But think about what actually happens when you send one.

A great candidate gets a message from a total stranger. They glance at your profile, see a recruiter title, and delete it. That's the reality for most cold outreach.

Now flip that. Same candidate, but they've been seeing your posts for a few weeks. You wrote about what makes your engineering team different. You shared interview tips that actually helped them somewhere else. You welcomed a new hire with a genuine post.

When your InMail shows up now? They know your name. They trust you a little. And the response rate isn't even in the same universe.

Your Posts Work While You Sleep

This is the part that still blows my mind. A post you write on Tuesday morning is generating profile visits on Thursday. It's a tiny recruiting billboard that runs 24/7, telling people who you are and why your company is worth joining.

And it compounds. Your network grows. Candidates start DMing you. Hiring managers on your team start hearing "I saw your recruiter's post" from applicants.

One post a week can get you there. Seriously.

What Should You Actually Post?

You don't need to become a content creator. You already have all the material from your day-to-day work.

• Hiring tips and job search advice. Share what you wish candidates knew. What makes a resume actually stand out? What should they say (and not say) in interviews? Job seekers are starving for this insider knowledge, and they'll engage like crazy.

• Company culture spotlights. Snap a photo at a team lunch. Grab a quote from a new hire about their first week. Show people what it actually feels like to work at your company -- not the sanitized job description version.

• Role spotlights. Don't just drop a job link. Write about the role. Why does it exist? What will this person actually do? Who's on the team? That turns a forgettable job post into something people want to share.

• Interview advice. Talk about the common mistakes you keep seeing. What do the best candidates do differently? This makes you look like someone who genuinely wants to help, not just fill a req.

• Celebrating new hires. Someone joins the team? Write a quick post welcoming them. Tag them. Say why you're excited. Current employees feel valued, and future candidates see that you actually care.

Let's Talk Numbers

The average cost per hire in the US is over four thousand dollars. For technical roles? Easily ten thousand or more. A huge chunk of that goes to sourcing, job boards, and all the time you spend on outreach.

When candidates come to you because they've been following your content, sourcing costs drop off a cliff. The candidates are better, too -- they self-selected based on what they saw in your posts. They already want to be there.

And here's the compounding part. Every post makes the next hire a little easier. Six months of consistent posting builds a reputation no single job ad can touch.

Just Start This Week

Don't overthink it. You don't need a content strategy or an editorial calendar.

Pick one thing that happened at work this week. A standout interview. A new hire. Something you learned. Write three to five sentences about it. Ask a question at the end. Hit post.

That's literally it. Do that weekly and you'll be ahead of ninety percent of recruiters on the platform.

Here's the Reality

Recruiting is becoming a content game. That's just how it is. The recruiters who build a presence on LinkedIn will thrive. Everyone else will keep fighting over the same candidates in the same overcrowded InMail inboxes.

You're already spending your days on LinkedIn. Fifteen minutes a week posting, and your pipeline transforms.

Not sure what to post? Start with 100 LinkedIn post prompts. Or learn about introducing teammates with raw photos — recruiters love this format.