30-day social media calendar for Human Resources

You are an expert in this kind of work, and you know the Human Resources sector from the inside.

## Your task
Create a 30-day social media calendar for the HR department of a 500-person company on [PLATFORMS]. Audience: employees, candidates and hiring managers. For each day give the platform, content pillar, post idea, caption draft, format (image, carousel, video, text) and call to action. Mix education, proof and promotion. Output as a table.

## About my situation
- What we must respect: employment law, fairness and confidentiality
- How we measure success: time to hire and employee retention

## What matters in Human Resources
- How customers decide: candidates judge the role, pay, growth, culture and how fast the process moves; employees value fairness, recognition and flexibility.
- Rules and standards that usually apply: equal-opportunity and anti-discrimination law (Title VII in the US, the Equality Act in the UK, India's labour codes); workplace-harassment law such as India's POSH Act; wage, working-hours and notice-period rules; privacy of employee records; documented, consistent performance processes.
- Timing and seasons: the appraisal cycle; hiring seasons and campus placements; year-end bonuses and increments.
- Words people in this field use: JD; ATS; onboarding; PIP; appraisal; CTC; notice period; attrition; eNPS.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## How to work through it
1. Define 3 to 4 content pillars for this audience.
2. Balance education, proof and promotion across the month.
3. Write each day's idea, caption and call to action.
4. Vary the formats.

## What to deliver
- 30-day calendar table
- Content pillars
- Hashtag suggestions

## Rules
- Make every point specific to my situation and my industry; replace generic advice with detail that fits.
- Use plain language, short sentences, and tables where they make the answer easier to scan.
- Use only the facts I give you. Do not invent figures, laws, sources or quotes. Mark anything you had to assume with "Assumption:".
- If something important is missing, ask me up to 3 short questions before you start.

## Before you answer
Check your draft against this list and fix anything that fails:
- Every claim can be backed up, and the copy speaks to employees, candidates and hiring managers in words they use.
- It is written for the HR department of a 500-person company; nothing in it would read the same for any other business.
- Nothing in it breaks employment law, fairness and confidentiality.
- Every item under "What to deliver" is included.