Your job post on social media may be losing out on great applicants without you even realizing it. You might have been blindsided when you hoped for a wave of qualified candidates, only to end up with low reach, no clicks, and unqualified applicants. The issue might not be where you’re posting, but how you’re posting.
According to Standout CV, 86% of job seekers aged 21-40 use social media in their job search; yet many employers unknowingly sabotage their results with avoidable mistakes, from broken links to vague job descriptions. Worse, these errors don’t just cost reach; they cost trust. Together, we’ll break down the most common social media recruiting mistakes by severity, so you know what’s mildly hurting your visibility versus what’s completely blocking your best applicants.
If you haven’t read our LinkedIn post comparing job boards to social media for hiring, you might want to check it out before proceeding. In this blog, let’s focus on how to make social media work harder and smarter for your growing business.
Level 1, Mild and Common Job Post Mistakes
No Branded Visuals or Identity
Most social media job postings resemble a monotonous wall of text or feature a blurry image that lacks company branding. As a result, these posts tend to fade into the background, becoming just another piece of content in your applicants’ feeds.
Unfortunately, your job posting effort won’t be able to stand out and capture the attention of potential candidates. Without compelling visuals or informative branding elements, companies risk blending into the noise rather than attracting the right talent.
Why it matters: Posts featuring compelling visuals receive up to 94% more views than those containing only text posts.
Quick Fix: Using branded Canva templates for your job postings is essential for making a lasting impression on potential candidates. By customizing these templates with your company logo, brand colors, and job title, you create a cohesive visual identity that reflects your organization’s values and culture.
Moreover, including a clear call to action (CTA), such as “Apply Now,” can significantly increase engagement and prompt top-tier talent to take the next step in their application process. Remember, every detail matters when it comes to attracting the best applicants.
Savvy candidates are often keen observers who notice even the smallest nuances in your job postings, from the font choice to the layout design. A polished and professional appearance signals that your company values quality and attention to detail, traits that many high-caliber applicants seek in an employer.
When collaborating with a virtual assistant or designer, creating easy-to-use templates that allow for seamless updates is beneficial. These templates should be designed so that images can be effortlessly dragged and dropped into place or text can be rewritten without disrupting the post’s overall aesthetic.
Wrong Image Size or Poor Formatting
Your post may appear fine on one device but look awkward on another. According to a report, 86% of job seekers use mobile devices. If your image is cropped awkwardly or your caption runs too long without breaks, they will scroll right past it.
But does that mean we should only focus on mobile users? No. Your job posts’ design should be adaptable to various screen sizes.
Quick Fix: When creating social graphics, use square (1:1) or vertical (4:5) aspect ratios. These formats display best on most mobile platforms like Instagram and Facebook without getting cropped in-feed.
Things to consider in your job posts include the formatting and details of your text. Make sure that your fonts are readable. While not a strict rule, it’s best to avoid thin and fancy scripts to make your design easily digestible at a glance. Make the job title the focal point of your design, and a concise Call-To-Action like “Apply Now” or “Send a message” will be very helpful.
In addition to your image, stick to a 280–300-character caption. It’s long enough for context but short enough to remain punchy.
Missing or Misused Hashtags
The relevance of hashtags in job postings remains a topic of discussion, despite more than 10 years of usage. The question arises: is it necessary to use a hashtag at all? Emerging data suggests that incorporating at least one hashtag can significantly enhance the reach of a post, potentially achieving a 1.4x greater visibility compared to utilizing two or three hashtags. This insight shows the importance of striking a balance in hashtag usage. Overloading your post with too many hashtags can lead to a cluttered appearance that may turn off potential applicants, giving it a spammy or inauthentic feel. Therefore, focusing on a select few carefully chosen hashtags can help maintain the professional integrity of your job postings.
A common pitfall among hiring managers and business owners is using irrelevant hashtags, such as #blessed or #motivation, or neglecting hashtags altogether. This oversight can result in a missed opportunity for increased visibility. By using relevant hashtags that align with the job’s requirements and the target audience, organic job posts can reach highly qualified applicants.
Quick Tip: To effectively enhance your social media job posts, consider using 2–3 hashtags, one of which can be job-specific, such as #VirtualAssistant or #InsideSalesVA. This will help attract the right audience seeking those specific roles. It can also include a location-based hashtag like #HiringUSA or #FilipinoVA. You may also include our company hashtag, #WeGrowVA, to promote brand identity and foster community engagement.
While a single hashtag may increase reach, being specific about the job role you are trying to fill and branding can significantly enhance organic posting.
Level 2, Moderate Mistakes That Hurt Clicks and Conversions
Vague or Overcomplicated Job Descriptions
You’ve covered the basics, your visuals are eye-catching, and your formatting is mobile-friendly. However, you still notice that no one is applying for your social job post. The language in your content might be cluttered with trendy buzzwords or fail to convey crucial information. Potential applicants could feel uncertain about the position or, even more concerning, become skeptical of your organization.
Phrases such as “rockstar assistant” or “must wear many hats” tend to be vague and ambiguous, creating an intimidating atmosphere that may deter skilled candidates from applying. Such terminology risks appearing unprofessional, leading applicants to question the clarity and seriousness of your job description.
By using clear and precise language that outlines specific responsibilities and expectations, you can attract the right candidates and foster a sense of trust and transparency about what it means to work for your company.
Why it matters: According to a LinkedIn poll, 67% of job seekers report that unclear job descriptions are a significant frustration during their job hunt. You don’t want to start a relationship with your future top employee rooted in frustration.
Quick Fix: To create a thumb-stopping job posting, it is essential to keep the content clear and candidate-focused. Use straightforward language, highlighting the role title and key responsibilities summarized in one or two bullet points. Don’t forget to include any benefits or compensation details, even if they are just ballpark figures.
You may opt to include some details outside the image and in your caption, but make sure they are laid out for the applicants.
Additionally, include information about your company location or working hours, such as whether the position follows a certain timezone, like EST hours. This approach builds clarity and trust with potential candidates, ultimately increasing their likelihood of going through the application process.
No Clear Call-to-Action (CTA)
You’ve captured potential job applicants’ attention, but what comes next? Many job postings overlook this critical moment in the recruitment process. After piquing interest, providing clear and concise guidance on the next steps is important. Without this information, applicants can feel confused or disheartened, potentially leading to missed working opportunities for both parties.
Imagine a candidate excited about your company and role, only to become frustrated due to a lack of direction on how to proceed with their application. By clearly outlining the steps that candidates should take,you maintain their enthusiasm and encourage them to move forward confidently.
CTA Stats: Including a strong personalized CTA doesn’t just capture attention but convert 202% better than having a basic CTA.
Quick Fix: Add an action-oriented Personalize CTA at the end of your caption, or a button visible in your asset. For example:
- “DM us your CV to apply!”
- “Click the link in bio to submit your application”
- “Begin your Social Media VA career with us.”
Consistency across posts helps build behavior habits, people start to expect that your company is a job worth applying for.
Too Generic or Too Cluttered
So now you have a shiny Call-To-Action button on your job post, but do the rest of the job posts stand out against competitors’ listings? Aim to make your job post sound uniquely you. Incorporate tone, voice, and values that reflect your team’s personality, whether that’s playful, professional, or purpose-driven.
Another generic or cluttered job post is when it tries to say everything, and ends up saying nothing at all. This type of post is a red flag to highly experienced applicants who are scanning dozens (if not hundreds) of opportunities.
Why it matters: According to a report, job posts with clear, concise, and personalized messaging is more receptive to 71% of the applicants, similar to marketing personalization.
✅ Quick Fix: Consider to niche down. Instead of saying “We’re hiring a Virtual Assistant,” say “We’re hiring a Virtual Assistant to support a fast-growing solar tech company.” You may also highlight one to two key responsibilities or outcomes. Use simple language to communicate what success looks like in that role. Remember to keep it candidate-focused. Avoid internal jargon, clichés, or empty statements like “must be a self-starter” unless you can explain why that matters.
Level 3: Critical Mistakes That Kill Trust and Applications
Broken Links or Confusing Application Process
Few things are more frustrating to a job seeker than clicking “Apply Now” only to land on a broken page or worse, a cluttered and confusing application form. These experiences create an immediate sense of distrust, signaling a lack of professionalism and attention to detail on the employer’s side.
And let’s be honest: if a business can’t even make the first step of applying smoothly, how can a candidate expect the rest of the employee experience to be better?
Why it matters: According to a report, 75% of candidates abandon a job application due to its length or complexity. That means you could be losing more than half your potential applicants because of a fixable error.
Quick Fix: Always run a second eye to all your links before publishing a post. Use tools like Bit.ly to shorten, customize, and track clicks on your application links. When crafting your application process, keep it as simple as possible. Keep it under 2–3 steps.
If you’re using a third-party form (like Google Forms or Typeform), clearly state what to expect: “Takes less than 2 minutes to apply.” To adapt to multiple screens, test the entire process yourself on both mobile and desktop to spot any friction.
Posting Inconsistently or During Dead Hours
If you only post job openings randomly or during off-peak hours, you’re essentially relying on luck rather than strategy. Social media algorithms reward consistency, and your followers develop behavior around when to expect value from your brand.
Even if your job post is amazing, timing and consistency could be the silent killers behind its underperformance.
Why it matters: Posts published during peak engagement times (which differ by platform) can achieve up to 71% better engagement rate. Missing this window repeatedly reduces your odds of reaching ideal candidates.
Quick Fix: Analyze your platform data or use free tools like Meta Business Suite to determine when your audience is most active. A regular job post to be inserted in your mix of content will be helpful as well. Schedule your job-related content on Tuesday to Thursday, preferably between 10 AM and 1 PM local time these are generally high-engagement hours for B2B recruitment posts. To boosts your content, you may engage your internal team to reshare and comment on the posts in the first hour to boost visibility.
Lack of Human Touch or Employee Presence
Candidates don’t just want to know what the job is, they want to know who they’ll be working with. A cold, faceless post with no mention of the team, no testimonials, and no hint of company culture can feel sterile and uninviting.
Why it matters: Posts that include employee stories, client testimonials, or a personal intro from a hiring manager can boost applicant engagement. People trust people more than logos.
Quick Fix: When reaching out to applicants,Include a line from a team member in your caption, e.g., “Hi, I’m Jess from the recruitment team. We’re hiring!” To also showcase your company’s culture you may ask current team members to share a one-liner about what they enjoy about their job. Use this as a pull quote or overlay text on your image. Remember human touches build trust and trust attracts top-tier applicants.
You Can’t Afford to Wing It in 2025
Social recruiting isn’t just about posting, it’s about connecting. Every detail, from your image formatting to your CTA and posting schedule, impacts how your brand is perceived and whether qualified candidates take action.
By avoiding these common (but costly) mistakes and applying the fixes outlined above, you’ll not only improve your reach and conversion, you’ll build a more trusted employer brand in a competitive hiring landscape.
