Utilizing Social Media for Recruitment

⚠️ A word of caution for job seekers I’ve experienced, and continue to see, a trend where some smaller companies advertise multiple roles, often dressing this up with phrases like 'due to ambitious growth, we are recruiting for multiple positions' or 'as part of our exciting expansion plans, we’re hiring across the board', without actually having the contracts or workload to support them. These adverts appear via Recruiters, Job Boards/Job Sites, and even the Government site findajob.gov.uk. 👉 The reality? It makes the business look bigger than it is, creating a false sense of opportunity. Candidates waste weeks in drawn-out interviews and onboarding, only to discover their CV was being used in a tender process, not for a genuine role. Some companies even re-format CVs into their templates and circulate them without permission, a clear GDPR breach. This is deeply misleading for job seekers who spend valuable time applying, preparing, and sometimes turning down other offers, only to later learn the role never existed, or that the employment was short-lived. I feel incredibly fortunate to be at a stage in my career where my experience and knowledge are well recognised, and I’ve recently secured a role that truly aligns with my passion, but I know not everyone has had the same experience. That’s why I want to encourage job seekers to really take stock of what they hear and feel during the process. It’s easy to place full trust in a recruiter (not their fault for believing their client) or interviewer, but in today’s market, it’s vital to make sure you’re getting the value you deserve, and joining a reputable business that can offer the longevity you need. 👉 What you can do: Research the company and its current projects. In interviews, ask direct questions about funding, secured contracts, turnover, and company structure. Is it stable? How long has it been operating? Are their accreditations up to date? Don’t settle for vague answers — push for specifics. Navigating today’s job market is tough enough without chasing opportunities that were never genuine. Transparency matters, for trust, and for professional reputation. I’m sharing this so others don’t waste their time or risk their careers. ❓ Have you experienced this too? If you have and would like to share in the comments, we can assist others in their securing a next opportunity that truly befits their loyalty. (I’m pleased to say that a fellow Job Seeker who raised this with me has just secured a new role, and they also reported the company to the recruiter to help ensure others don’t go through the same experience.) Reed, Indeed, Totaljobs, The Telegraph, Hays, Blue Arrow, CV-Library, Pertemps Network Group #JobSearch #OpenToWork #Warning #Caution #Recruitment #RecruitmentProcess #Trust #Transparency #SelfValue #Unemployment #JobSeekers

This past week alone I came across over 15 exciting museum jobs on LinkedIn I couldn’t share because they didn’t list a salary. 𝗥𝗲𝗰𝗲𝗻𝘁𝗹𝘆 𝗜 𝗮𝘀𝗸𝗲𝗱 𝗺𝘂𝘀𝗲𝘂𝗺 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗮𝗯𝗼𝘂𝘁 𝗽𝗹𝗮𝗰𝗲𝘀 𝘁𝗵𝗮𝘁 𝗽𝗼𝘀𝘁 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗽𝗮𝘆 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: “No salary, no application.” “Not worth my time to apply, even if I can check tax documents… chances are if they aren’t willing to post it, it isn’t competitive.” “I look for the salary before I read anything else. Why waste my own time?” “My first impression if they do not list a salary is that the position must not pay very well. This usually deters me from applying.” 𝗙𝗿𝗼𝗺 𝗮 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲 𝗮𝗹𝗼𝗻𝗲, 𝘁𝗵𝗶𝘀 𝗶𝘀 𝗮 𝗵𝘂𝗴𝗲 𝗺𝗶𝘀𝘀. 𝗬𝗼𝘂’𝗿𝗲 𝗵𝘂𝗿𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝗵𝗮𝗻𝗰𝗲𝘀 𝗼𝗳 𝗳𝗶𝗻𝗱𝗶𝗻𝗴 𝗴𝗿𝗲𝗮𝘁 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝗻𝘁𝘀. 𝗔𝗻𝗱 𝗲𝘃𝗲𝗻 𝘄𝗵𝗲𝗻 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗼 𝗮𝗽𝗽𝗹𝘆, 𝗶𝘁’𝘀 𝗼𝗳𝘁𝗲𝗻 𝗿𝗲𝗹𝘂𝗰𝘁𝗮𝗻𝘁𝗹𝘆 𝗼𝗿 𝗼𝗻𝗹𝘆 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗶𝘁’𝘀 𝗮 𝗱𝗿𝗲𝗮𝗺 𝗷𝗼𝗯. “My first impression? The position must not pay very well.” “I refuse to share the job announcement within my networks (virtual or otherwise). It says to me that the employer is out of touch.” “I’ve gotten less picky after 6 months of job searching...but the sites that post salary tend to be more responsive. The others? They ghost.” “I applied once for a role I was excited about—then turned down the offer because the pay was insultingly low.” 𝗜𝗻 𝗮 𝗳𝗶𝗲𝗹𝗱 𝗯𝘂𝗶𝗹𝘁 𝗼𝗻 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗽𝘂𝗯𝗹𝗶𝗰 𝘀𝗲𝗿𝘃𝗶𝗰𝗲, 𝗻𝗼𝘁 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝘀𝗮𝗹𝗮𝗿𝘆 𝗼𝗳𝘁𝗲𝗻 𝘀𝗶𝗴𝗻𝗮𝗹𝘀 𝗮 𝗯𝗶𝗴𝗴𝗲𝗿 𝗶𝘀𝘀𝘂𝗲: “I, generally, see this as a potential red flag. If they are not transparent in the job description, will they be transparent when you're working for them?” “It’s a red flag. Museums that don’t post salaries are wasting people’s time—or trying to chisel applicants.” "In the end, I do not apply to positions that don’t post a salary. That tells me you’re not transparent as an organization, whether it be compensation or elsewhere” “If it's on LinkedIn I will sometimes comment on the post and ask what the salary is. Their response (or lack thereof) often tells me a lot about how they operate as an organization and whether I would consider working for/with them.” “If I come across organizations where they are selectively choosing which roles have public information, I will avoid any applications there.” And in many places, it’s not just a bad look, it’s illegal. States with salary transparency laws include: AL, CA, CO, CT, DE, DC, HI, IL, ME, MD, MA, MI, MN, NV, NJ, NY, NC, OR, PA, PR, RI, VT, VA, WA, WI. Cities too: Atlanta, Cincinnati, St. Louis, New Orleans, and beyond. So my question is: Why is your organization still doing this? It’s actively harming your reputation, limiting your applicant pool, and contributing to long-standing inequities in the field. It’s 2025. Be better.

Let’s talk about a troubling trend on LinkedIn. It has come to my attention that some companies are posting jobs not to hire, but to grow their LinkedIn page followers or drive website traffic. Here’s how they do this: when candidates use the “Easy Apply” button, LinkedIn automatically checks the “Follow” box for the company page. This means every applicant becomes a new follower regardless of whether the company has any real hiring intent, except the box is unchecked but let’s be real, how many people even notice the box? These job ads often include attractive titles and detailed descriptions, yet they go unreviewed. No filters. No shortlisting. No feedback. In case you don’t know, LinkedIn notifies candidates when their applications are viewed or when resumes are downloaded. In many of these cases, that never happens. It’s deceptive. People invest time, effort, and hope into every application. Using fake job ads to boost visibility or engagement is not just unethical, it’s manipulative. If you’re not hiring, don’t post a job. Let’s respect job seekers and bring honesty back to the hiring process. #JobSearch #HiringEthics #LinkedInJobs #Recruitment #RespectJobSeekers

🚨 PSA for Job Seekers: Stop commenting "interested" on LinkedIn 🚨 Every day our feeds are flooded with "urgent tech hiring" posts that look enticing, but when you look closer, there’s nothing real behind them: No company name. No tech stack. No job description (JD). No official email or application link. Just vague, engagement-farming words like: "Immediate joiner," "High package," "Remote role," and "DM/Comment Interested." Let's be clear: If you can't explain a tech role publicly with a proper job post and official application link, you're likely not hiring privately through the comments section. Software engineers, data analysts, testers, and DevOps people spend years learning skills, solving problems, and facing rejections. Using their urgency and hopes to farm engagement is irresponsible, not marketing. Real tech hiring looks like this: ✅ Clear role & responsibilities ✅ Required skills & stack ✅ Experience range ✅ Transparent process, usually linking to the company's official careers page Don't fall for mystery posts with zero accountability. Trust your instincts—if a job sounds too good to be true or seems rushed, it probably is. #JobSearch #CareerTips #HiringTransparency #LinkedInScams

Dear Hiring Managers, Stop announcing positions if the candidate is already chosen. It wastes applicants’ time and energy. Candidates spend hours preparing CVs, cover letters, and interview responses, believing they have a fair chance when in reality, the decision was already made. It damages your reputation. When people realize the process was never open, it undermines trust in your organization and discourages strong talent from applying in the future. It shows a lack of transparency. Professionals value honesty. If the role is intended for an internal candidate, or if someone is already identified, say so clearly. Better practices include: • Announcing internal promotions directly instead of posting them as vacancies. • If policy requires advertising, clarify that internal candidates are being considered. • Posting roles only when external applicants will be genuinely evaluated. Every application represents effort, preparation, and trust. Respect that, and you strengthen both your brand and your relationship with potential talent. #Hiring #Recruitment #JobSearch #Leadership #Transparency

Good morning. Let’s address a hiring trend that has quietly become one of the biggest trust‑killers in the job market: reposting the same role over and over… or listing it in multiple cities… when there is no real intention to hire. Candidates notice. Employees notice. And the market definitely notices. So why does it keep happening? Because some companies are chasing visibility, not talent. Because they want to look like they’re scaling, even when budgets are frozen. Because they’re building “just in case” pipelines instead of being honest about headcount. Because posting jobs has become a branding strategy instead of a hiring strategy. Every misleading job post chips away at credibility. It wastes candidates’ time. It damages employer reputation. And it sends a clear message that transparency is optional — when it should be non‑negotiable. If a role is paused, say it. If you’re pipelining, say it. If hiring is on hold, say it. People respect clarity far more than corporate smoke signals. The workforce is tired of guessing. Tired of chasing ghost roles. Tired of applying to positions that were never real to begin with. Authentic hiring isn’t complicated — it’s courageous. And the companies that embrace honesty will attract the talent everyone else keeps losing. #HiringTruths #Recruiting #TalentAcquisition #CandidateExperience #HRCommunity #Leadership #TransparencyMatters #FutureOfWork #PeopleFirst #WorkplaceCulture #DoBetter

As a leader in recruitment and a job seeker, I’m closely watching and observing increased chat on social media about the rise of “ghost jobs”; roles advertised by companies that don’t actually exist. Why do ghost jobs exist? While its tempting for a business to continuously build talent pipeline, the reasons ghost jobs occur aren't always intentional; 50% of hiring managers said they posted ghost jobs because the “company is always open to new people” or “in case an irresistible candidate applies” and to promote a positive picture of growth to the external market, however 39% of hiring managers said it was simply because they "forgot to delete the job". These results and others shown in the infographic, indicate that ghost job postings are often the result of a blend of strategic intent, a lack of operational effectiveness and / or simple oversight. While some organisations use these job postings to positively signal and keep the door open for exceptional talent, others may inadvertently mislead job seekers due to outdated or overlooked postings. It’s crucial for companies to balance the need for talent pipeline development with transparency and respect for candidates’ time and trust and to protect their brand. How can we, as an industry, ensure greater accountability and clarity in our hiring practices? Takeaways for Recruiters from Ghost Job Trends: Prioritise Transparency: Clearly communicate the status of job postings and promptly remove roles that are no longer open to avoid misleading candidates. Audit Job Listings Regularly: Implement regular checks to ensure all advertised roles are current and accurately reflect hiring needs. Balance Pipeline Building with Authenticity: While talent pipelining and building a talent community for future opportunities is important, ensure that postings for future or speculative roles are clearly labeled as such. Protect Employer Brand: Remember that outdated or misleading job ads can erode trust and damage your reputation among job seekers. Enhance Candidate Experience: Respect candidates’ time and effort by providing timely updates and honest feedback about the status of their applications. Foster a Culture of Accountability: Establish clear internal processes and ownership for posting and removing job ads to minimise accidental “ghost jobs.” #RecruitmentEthics #CandidateExperience #TalentAcquisition

You say, “We’re hiring!” But are you? The job’s been up for months. No interviews. No updates. No real intention to hire. Meanwhile, candidates pour hours into perfecting resumes, crafting cover letters, and preparing… Only to discover the role doesn’t even exist. Let’s get real: → Stop posting jobs just to build a pipeline or “test the market.” → If you’re not actively hiring, don’t advertise the role. Respect people’s time. → Fake job postings don’t just waste effort—they erode trust and tarnish your employer brand. Job seekers deserve transparency. Not empty promises or pointless hoops. 🤔 What do you think? ✅ Companies need to prioritize transparency. If you’re not actively hiring, don’t post the job. If your needs change, update or remove the listing promptly. Candidates deserve clarity and honesty—anything less is counterproductive in the long run.

Let’s Be Honest: Not Every Job Posting Is Really “Open” Some roles posted online are not truly available. Sometimes the hiring team already has a preferred internal candidate, and the posting is done for compliance - not competition. Meanwhile, candidates spend hours tailoring CVs, writing cover letters, preparing documents, and hoping for a chance… Only to apply for a job that was never really open. Here’s the truth: ✔️ Transparency matters. ✔️ Time is valuable — for candidates and recruiters. ✔️ Employer brand is built on trust. If a role is 90% likely to be filled internally, say it upfront: • “Internal candidate strongly considered.” • “Open to external applicants, but internal mobility prioritized.” This simple honesty can: Save candidates time, Build trust in your recruitment process and Strengthen your employer brand instead of hurting it Transparency isn’t a weakness. It’s good HR. It’s good business. Let’s hire with integrity - and communicate with the respect people deserve. Happy midweek y’all ✨✨ #LinkedIn #Growth #Jobs