Recruit top talent and move faster from interview to offer.

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Recruiting is everybody's job. At Facebook, every single person is expected to take responsibility for tapping their network and finding new talent. Individual engineers are actually assessed on their contribution to the recruiting pipeline in their bi-annual performance reviews. That's how seriously we take it.

With more collaboration and transparency in the recruiting process, you can move faster from interview to offer. And when your business is growing fast, speed matters.

How to do it in Workplace

Create a workforce planning group1. Create a workforce planning group

Workforce planning is the cornerstone of a great hiring process—but it isn't easy. It means getting HR and Recruiting in the room with Finance, Legal, maybe Facilities. That's a noisy (not to mention crowded) space. Workplace makes it easy to create a secure central space where all relevant people can communicate and collaborate on workforce planning.

  • Create a closed or secret group called "Strategic Workforce Planning".
  • Add all relevant people.
  • Post job descriptions or budget planning docs.
  • Leave feedback in nested comments so you don't lose the thread.
  • Review and approve headcount.

Source people via Live video and events2. Source people via Live video and events

If you can't source great people, you can't hire them. So it's worth pulling out all the stops to fill your pipeline with the widest array of amazing talent.

  • Create specific recruiting groups based on skills (e.g. iOS, SQL, Java) or function (Engineering, Marketing, Sales) so you have the right people contributing to the right area.
  • Create pinned posts that outline best practices for sourcing (like how to do boolean searches on LinkedIn) or principles of engagement (including any legal issues employees should be aware of).
  • Do regular 'Sourceathons' where team members get together to mine their contacts for anybody with potential. That can be much harder for dispersed teams or companies with remote workers.
  • Video is a great way to get people motivated. 'Go Live' with whoever is leading the sourceathon to broadcast it to the rest of the team. Encourage those watching to leave comments and feedback.
  • Even more impactful are actual live events, which can be coordinated on Workplace using the Events feature. Create an event in Workplace and invite recruiters, hiring managers, and any other employees who are able to lend their time and expertise.

Create a community of hiring managers3. Create a community of hiring managers

Recruiters can take care of the technical details, but you need an organized and highly motivated community of hiring managers to close top talent. After all, they're the ones with the most skin in the game. So make sure they're fully involved in the process, and that you're learning from their feedback.

  • Create a hiring managers group to liaise with hiring managers, recruiters and sourcers.
  • For day-to-day needs, use the group chat to share information and get answers quickly.
  • Create interview groups by skill or function so that hiring managers and interviewers can share feedback and tips on top questions and answers.
  • Make sure there's an overall Recruiting Feedback Group where everybody has the opportunity to offer thoughts and advice on all aspects of the recruiting process.

Manage interviews in groups4. Manage interviews in groups

Managing the interview process is a critical part of the candidate experience. To manage the entire interview feedback process we recommend you create individual groups by role to engage recruiter, hiring manager, and interviewers all in one place.

  • Create a secret group for every single role so that recruiter, hiring manager and interviewers all have access to the information they need in one place. Think of this as mission control for each individual hiring process.
  • Post candidate resumes, job descriptions, and interview questions to help calibrate interviewers.
  • Create transparency and give leaders the opportunity to provide guidance on what to prioritize when hiring.
  • Automate the process by using a Workplace Chat bot to automatically schedule interviews, welcome candidates, and send reminders. Workplace partners can help you build a custom integration that fits your organization's unique needs.

Deliver offers via closed groups5. Deliver offers via closed groups

Offer delivery is a critical part of the recruiting process. It should always be done in a way that's confidential.

  • Create a closed group to get the Compensation and Benefits Team together to share best practices and guidelines in a private and safe environment. Closed groups are perfect for these conversations. Anybody in your company can be added to a closed group, but only group members can see posts.
  • Add relevant HRBPs to share important C&B related updates.
  • Create a secret XFN group named Offer@, then invite HR, the recruiter, the hiring manager, a business lead, and a diversity lead (if you have one). This will give you a secure way of sharing confidential information across a small group to help you make informed decisions and build your competitive edge as you move fast to close on the offer.
Build smarter dashboards with integrations6. Build smarter dashboards with integrations

Tracking the progress of your recruiting pipeline is one of the hardest parts of the job, but it's also one of the most important. Workplace helps automate that experience with smart integrations.

  • Tools like Smartsheet and Jira can organize pipeline data such as open headcount by function, positions filled, and candidate stages.
  • Set up notifications in Workplace Chat to get the alerts you need (for example when a candidate interview stage changes).
  • Finally, review and approve key process steps directly from Workplace Chat.



  • Provide context, build transparency, enable sharing, streamline processes and fast-track decision making using groups. So you can get to the next step - finding great people.
  • Facilitate sharing, make everyone a recruiter, and democratize knowledge across your organization with groups, Live, and Events.
  • Significantly reduce recruiting cycle time by connecting everyone.
  • Improve quality of hire by closing the feedback loop with recruiters and hiring managers.
  • Measure, monitor and share your recruiting analytics.
Success stories

Success stories

Valet Living uses Workplace by Facebook