April 20, 2020
When it comes to recruitment, one of your strategies as a recruiter should definitely include LinkedIn. In this post internet enabled hiring landscape, LinkedIn has made its space as THE social platform designed for professional networking.
However, one needs familiarise themselves with the intricacies of posting and receiving responses about recruitment on LinkedIn.
The advantages of recruiting on LinkedIn:
It is important to know why one should use LinkedIn for recruiting: why it is at the top of the list for many recruiters, deservedly.
There are many factors that make it so well-known in the job-seeking field; LinkedIn has many perks to offer for both jobseekers and recruiters:
1. Specific purpose: The platform's main purpose is to connect professionals. Unlike other social media, no other social posts interfering with your search.
2. Mobile optimised: Notifications of job postings are sent to potential talent's mobile phones as soon as they go live.
3. Strong network: The talent pool is unmatched, maximum number of professionals across all sectors rely on LinkedIn.
4. It's Free to use: making a profile has zero cost - and multiple chances to network for free
How to recruit on LinkedIn
It's preferable to sign up for LinkedIn Recruiter, you may not actually need it to successfully recruit on the site and can start with the free or low-cost options. This way you can first test if it is worth full subscription, depending on the quality of the potential hires.
It remains one of the places you can post job listings, but that may not translate into finding the best fit! There are some ways to work even with the limited model of recruiter sign-up:
1. Join relevant LinkedIn Groups.
First find active groups in the field you are recruiting for. Post jobs in the feeds here if it's allowed in the group rules, this was you target the right people.
2. Search for passive candidates.
Look at talent in similar roles to the one you are hiring for. Along the same lines, jobseekers can discreetly mark that they are open to new roles, and messages to them are kept private.
3. Gain insights from listings from competitor companies.
Look at job postings from top companies. Using the same keywords, you can search on LinkedIn to and apply the same to your listings as required.
4. Create a professional, smart LinkedIn company page to enhance your employer brand.
Leveraging your company's branding, create a LinkedIn company page to show potential candidates what you are as an employer. This can include:
• Curated content for inbound recruiting.
• Consistent graphics and header images.
• Recruitment videos.
• Press releases.
• Employee testimonials, etc
5. Harness your employees' professional network.
LinkedIn has the feature of showing your connections in searches and on profiles. When they are already part of your network, it comes easier & more effective to message potential candidates. In addition, a talent pool that is already familiar with your company and the people in it is more likely to be a pool full of culture fits!
6. Use regular search to find candidate LinkedIn profiles.
Using the familiar Google search bar, find applicable & relevant candidates. Search via Boolean search for best results.
7. Cross-check candidates' references and experience with their LinkedIn page.
Since their professional details are already available, it is easy to check their profiles. Most jobseekers keep it up-to-date!
8. Give candidates the option to apply via LinkedIn.
Some recruiters give candidates the option to directly apply from here, to make the application process easier & appealing for potential candidates.
10. Use Talent Acquisition Software to compile all of your LinkedIn applications and leads in one place and not lose track of messages, profiles, and applications. Point to note: When you start posting your job on LinkedIn, you need to direct applicants to your company's careers webpage that filters into your ATS.
11. Post jobs.
Posting on LinkedIn is not free, but it can be budget-friendly.
LinkedIn runs on a pay-per-click model which means you only pay when potential talent views your listing. So you can set your budget with a recommendation after completing the job details. You can also choose to stop when your budget is reached, or continue until you manually close it.
12. Post jobs on your LinkedIn company page for free.
Most companies build a company page to showcase their brand and if you have a large, relevant following, this can work to your advantage. You can post a link to the job posting on your careers site and encourage employees to share it to get more eyes on the listing!
What not to do when recruiting on LinkedIn
Now that you know how to recruit on LinkedIn, you need to know the NOTs of this platform.
1. Don't overuse or misuse its inner mail service InMail.
Most users complain of unsolicited InMail messages and LinkedIn has a Recruiter InMail Policy that states the following:
Don't distribute unwanted or untargeted mass InMail messages.
Don't use InMail for marketing campaigns.
Don't use InMail as event invitations.
Mass InMail will likely get your profile flagged or banned!
Use your network and knowledge/research of the individual to inform what you send them via LinkedIn message. Make sure it is of relevance to while contacting this person.
2. Don't restrict and overspend your budget in one place
This is applicable to most social recruiting, it is wise to spread the budget across several platforms to get the best candidates.
How to get the best hires from LinkedIn
Be active. This means that you should have a company profile and post jobs on LinkedIn on a semi-continuous basis. Both jobseekers and recruiters join LinkedIn with a common goal in mind: networking. It is a form of social recruitment that keeps a sense of formalness about it, unlike other social recruiting processes.
Utilise your network healthily and create relevant content that will show potential talent, active and passive, and highlight what your company is all about. Attract them to work for you just by looking at your LinkedIn feed!