“We’re Hiring”​ is Not a Talent Acquisition Strategy

My team and I are on LinkedIn an awful lot. If you spend enough time looking through LinkedIn profiles and the newsfeed, coupled with hundreds of interviews and new client on-boarding calls you can get a sense of what is happening in a sector. The trends, what products and services are taking off, where the funding is going, where the talent is landing, what are the issues and how are leaders managing them.

One LinkedIn profile trend is hiring managers, leaders, and founders adding “We are Hiring” in their profile’s heading. It’s become so prevalent, I’ve begun to wonder what the effects are. On the positive side, you are signaling that your company is kicking ass and taking names. Business is booming and growth is exciting; “Hey candidates! If you are smart you should join us and be a part of it all!” If you are a leader, you are signaling that you’ve considered talent acquisition a serious enough factor to put some personal activity behind it.

Is a Profile Tweak Enough?

We’re several months into the trend and it seems to be continuing unabated. So if it isn’t actively helping fill these countless roles, what if the “We’re Hiring” post is doing harm? Although I don’t have data if the approach is working in attracting and landing new hires, I think I can comment about how it works as a candidate sourcing strategy. The bottom line? It doesn’t work. We may post current projects from time to time, we have never placed a candidate who responded directly to those LinkedIn posts. All of our successful projects engage candidates with different approaches.  

When I see the message on a leader’s profile, I immediately assume there is something wrong with the talent acquisition systems or there is a culture challenge. I would venture a guess that a “We’re Hiring” message gets more responses from third party recruiters instead of inquiries from the candidates you really want.

Desperation vs. Enthusiasm

There are other downsides to the “We’re hiring” approach. In a talent market as competitive as the one we have today, consider the perspective of your prospective candidates. Seeing the phrase plastered everywhere on your social feeds can start to sound desperate; that your broader talent acquisition strategy isn’t working and no one good is applying for your roles. Instead of being an invitation, it can feel like a plea to “Please come work for us.” This can be especially true for managers, where hiring would be important to their perceived success at your company.

What’s the Alternative?

Here’s the tough news: There isn’t an easy fix to the hiring strains of the moment, and being a leader who prioritizes talent acquisition means you should be prepared to put in some real work. Rather than firing off a quick tweak to your LinkedIn profile, spend some time evaluating and retooling your TA strategy. Mobilize your organization around those well thought-out retoolings. Think about training and empowering your hiring managers to conduct better interviews and attract candidates into your funnel. Engage a trusted TA partner on the mission impossible searches and let your internal team focus on the easier to fill roles. Take one hire at a time and apply sound strategies and tactics at each step.

I admit the title of this Musings was meant to grab attention. I realize “We’re Hiring” isn’t likely any organization’s cure-all for talent acquisition, but there are a surprising number of organizations that haven’t put the time into actually developing and implementing an effective strategy on the hiring front. I can assure you, a wing and a prayer social media update aren’t going to cut it..

I’d love to hear your thoughts. Drop me a line or give me a ring.

[email protected] // 218-590-4448

Photo by Ernie Journeys on Unsplash


Leave a Reply

Your email address will not be published. Required fields are marked *


Sign up our newsletter to get update information, news, insight or promotions.

Ciera is a born-and-raised Duluthian who recently graduated from Point Park University in Pittsburgh. When she isn’t designing the Salmela website or sending emails, she doubles as an actress! With over 15 years of acting experience, Ciera brings her creative artistry and understanding of people to her work at Salmela.

Madison is a marketing maven with a mastery of magnificent messaging. She brightens every room with her positive attitude and joins Salmela to explore the digital corners on every search. If you’re having a first conversation with one of us, Madison is probably the reason why!

Ryan is an Emmy-award winning news producer with a strong history in the performing arts. Funny and outgoing, he’ll meet you with a journalist’s curiosity and actor’s joie de vivre.

Meghan brings her previous advertising agency experience to Salmela. She is a natural-born conversationalist and delights in every interaction with candidates and clients alike. Meghan can find something in common or a shared interest with just about anyone. (No really, it’s AMAZING.) She is also a foodie, loves cooking, and is always looking for the next opportunity to try an adventurous recipe.

Kate joins Salmela after a decade of non-profit arts leadership, where she shared her passion for building community, education, inclusiveness, and arts access. Her superpower is helping professionals identify their strengths and set them on a course for greater success. After work, she can be found reading Shakespeare, doing yoga, or prepping the next generation of theatre stars for college.

Cory spends his day advising senior leaders on talent acquisition strategy. He is happiest on his bike, skis, or helping his daughters rehearse lines. He began his career as a National Team Coach for the U.S. Ski Biathlon Team, followed by experience in pharma sales. In 2005, he founded Salmela. Today, Salmela places leaders across the healthcare industry. Salmela is the go-to vendor across marcomm disciplines in healthcare and beyond.

Chief Financial Officer, Olympian, and Health Coach, what can’t she do? When Kara is not managing the Salmela Financials, she spends her days educating and supporting people as a health coach. If that wasn’t cool enough, she also competed as an American biathlete at the 1998 and 2002 Winter Olympics.

Megan focuses on individual career wellness and team development for the healthcare advertising industry. As a natural networker, and with a career background in health/wellness and international corporate project management, Megan has the experience necessary to understand your needs. She enjoys being outside with her family, volunteering in the community, trail running and practicing yoga.

Recommend To A Friend

Click where to share