LinkedIn content for staffing and recruiting websites

Two audiences, two kinds of LinkedIn proof

A staffing site serves job seekers and hiring companies at the same time, and each wants something different from LinkedIn. Candidates want open roles and a named recruiter they can contact. Clients want evidence that your recruiters know their market: how long they have worked the niche, where they worked before and what they say about it publicly.

That's the main difference from an in-house careers site. A careers page promotes one employer's culture; an agency has to show reach across many employers, often without naming the ones that asked for discretion.

Where each widget belongs on an agency site

• Candidate landing page or job board: the jobs widget with search and the Remote, Hybrid and On-site filters on. It lists jobs that belong to the LinkedIn Page you connect, so post agency roles under your own Page if you want them to appear.
• Sector pages, such as IT, finance or healthcare staffing: a profile card for the recruiter who leads that desk, showing headline, current role and past experience. A hiring manager reading about your engineering desk should see the person who runs it.
• Employer services page: the agency's posts feed with market updates and salary-survey announcements. Turn reposts off if your Page reshares a lot of candidate content.
• About or team page: a profile card per recruiter while your plan's source limit allows, or the company page widget for follower count and specialties when the team is larger.

Hiring rules follow your job ads onto your website

Job ads are advertising wherever they appear. The EEOC says it's illegal for an employer to publish a job advertisement that shows a preference for, or discourages people from applying because of, a protected characteristic, and gives help-wanted ads seeking “females” or “recent college graduates” as examples. Its guidance names employment agencies alongside employers when it comes to job referrals. A jobs widget repeats your LinkedIn postings on your own domain, so a problem in a posting becomes a problem on your site too.

• Fix posting text on LinkedIn, where it's written. The widget shows what the posting says.
• Ask before featuring a candidate's post or recommendation that mentions their placement. Someone who just changed jobs may not want their old or new employer to see it on your site.
• Keep confidential searches confidential. If recruiters name clients in their personal posts, show the agency's feed instead of personal feeds, or hand-pick posts on a paid plan.
• Pay transparency and other job-ad rules vary by state and city, so check the ones that apply where you recruit.

This is general information, not legal advice. For job-ad wording and candidate consent, check with your employment counsel.

A setup plan for a typical agency

1. 1

   Count sources before widgets

   Your agency's LinkedIn Page is one source, and the jobs list, company card and posts feed can all come from it. Every recruiter you feature adds a source.

2. 2

   Solo recruiter or boutique

   Free covers one widget from one source: put the jobs list on your candidates page. Pro (3 widgets, 2 sources) adds the agency's posts feed and the founder's profile card.

3. 3

   Agency with three or four specialist desks

   Essentials (5 widgets, 5 sources) fits the agency Page's jobs list plus a profile card for each desk lead. Data refreshes from LinkedIn at most every 30 minutes instead of every 24 hours, which helps when roles fill quickly.

4. 4

   Larger recruiting teams

   With more recruiters than sources, show the company card and the agency's feed, and link each recruiter's name to their LinkedIn profile in your own page copy.