So, you're looking for a new employee? There are few better places to look than LinkedIn. The site hosts the resumes of 875 million members across 200 countries. The platform can provide you with instant access to worldwide talent.
Of course, LinkedIn recruitment is only helpful if your advertisements reach the right people. If you're not careful, you could waste resources and not get the applicants you need.
So, what's the solution? This article will explore seven recruitment tips to help you find the best candidates.
1. Build the best possible profile
When using LinkedIn for recruitment, start by looking inwards. Naturally, applicants will want to learn more about an employer before applying. They aren't likely to be impressed if they're met with a blank page.
As you create your profile, ensure your ideal candidate is in mind. Try to put yourself in an applicant's shoes; what information would influence them to apply? Equally, your description should convey your company culture. Studies show that 73% of applicants say they would only apply to a company with similar values.
Don't just think about the content, but also your delivery. What sort of tone would your candidate expect? Sounding too laid back might seem unprofessional. Equally, being overly formal might prevent a candidate from losing interest. Consider both your industry and company culture before deciding on a tone.
Finally, have clear space allocated for crucial contact information. If your contact details are buried, candidates will probably look elsewhere.
Create multiple profiles
It might sound counterintuitive, but having a second profile can help with LinkedIn recruitment. Your main page helps provide general information and share content. A second page dedicated to careers can help you find candidates more efficiently. People that are interested in working for your organisation will follow your page.
When hiring a new employee, you'll already have a list of potential candidates.
2. Make the most of groups
There are lots of groups on LinkedIn dedicated to different industries. These can be valuable resources; people share articles, networking opportunities, and more. But groups can also be a fantastic source for recruitment. After all, group members already have an interest in your industry. It's an easy way of filtering higher-quality candidates.
Have certain group members caught your eye? You can easily browse a list of members and send direct messages to potential candidates.
Just remember to consider 'group etiquette'. Candidates will feel more enthused about your job listings if you're an active group member. Try reposting exciting articles and blogs regularly and interacting with other members. Posting only about job listings can leave the wrong impression and might see you kicked out of a group.
Create your own group
Joining pre-made groups is all good, but why not go one step further? By creating your group, you can set the rules. You can direct the debate and build a community. When promoting a new position, you'll have a group of loyal followers.
Building your group is also a helpful option if few groups are centred around your industry. You can be seen as a leading voice in your industry by getting in before anyone else. This will help increase the number of applicants you gain from LinkedIn recruitment.
3. Leverage paid to advertise
Gaining applicants organically can be a helpful way of saving money. But if you want the biggest reach for LinkedIn recruitment, you need to consider paid advertising. There are lots of advantages to paid advertising on LinkedIn. These include:
- Better talent matches - Paid advertising allows you to target profiles with specific criteria. This includes location, skill sets, and job titles. This means that targets are more likely to be receptive to your job vacancies.
- Find future candidates - Paid advertising allows you to reach thousands of people. Whilst recipients might not be interested in a job now, they'll remember for future searches. You can also keep promising but unsuccessful candidates' details on file ( make sure you have a gdpr checklist to handle data properly).
- Cut hiring time - The hiring process can be time-consuming. You might find yourself waiting long periods to find the right candidate. Paid advertising speeds up the process. You ensure you reach applicants with the right skills and experience for a role.
- Focus on content - When using Linkedin for recruitment, content is an important way of gaining followers. Of course, this means more than the occasional blog post. To build an audience, regular content is needed. It's estimated that people consume three to five pieces of content before engaging with a vendor.
But not all content will land with your audience. When sharing posts, try to ask some of the following questions:
- Is a post relevant to my audience?
- Does this bring value to my audience?
- Is this content unique?
- Is the content well written, containing no spelling or grammatical errors?
- Are readers likely to return for future posts?
When considering potential content, you should be able to answer 'yes' for each of these questions.
Tips for creating your own content
Sharing relevant content can be valuable for building a following on LinkedIn. But if you want to establish your voice, you must create your own content. When doing so, try to remember some of the following points.
- Your articles must be written to a high standard - Remember, the goal is to impress candidates. You won't accomplish this with poorly worded or plagiarised content. Instead, create well-researched and firmly structured articles. Focusing on quality may take a little more time, but the rewards are much bigger.
- Include images - The right images can support your article and help you to convey a central message. Instead of stock photos, it's better to include pictures that will bring value to the content. This might consist of stats, visualisations, or infographics.
- Write simply and concisely - Try to avoid using language that will confuse the reader. Ensuring that posts are 2,000 words or less can help maintain reader attention.
- Incorporate data - To create the best content, you need to have a strong understanding of potential employees. What sort of content is likely to hold their attention? Google Analytics services can help you dig deep into potential applicants and learn everything you need. And remember to schedule LinkedIn posts for maximum reach and engagement.
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4. Consider keywords
Want to find suitable candidates for your new post quickly? Keywords are an essential part of recruitment on LinkedIn. You can use any of the following keywords on LinkedIn:
- Job role
- Name of current employer
- Geographic location
- An industry name
- Hybrid or Remote Jobs
Simply type a keyword into the search bar, and a list of 1st, 2nd and 3rd connections will appear. By looking over your connections, you might potential candidates with the skills and experience you need.
5. Use inMail messaging
InMail messaging lets you message any LinkedIn member. This feature doesn't even require you to be connected to a user. Have you found a LinkedIn member that seems a good fit for your job vacancy? By using inMail messaging, you can let a member know directly about an opening.
When sending an inMail, try to avoid generic messaging. Candidate outreach templates can be useful, but avoid copying them word for word.
Instead, try to tailor messages. Mention some skills and experience, and explain why a member seems a strong fit for a role. The more you tailor your messages, the more genuine you will appear.
Remember: To make use of inMail you'll need to be signed up for LinkedIn premium. Otherwise, you will be restricted to direct messages with your connections.
What are 1st, 2nd, and 3rd connections?
A 1st connection is someone you have a connection with. A 2nd connection is someone that is connected to a 1st. A 3rd connection is connected to a 2nd connection. The more people that you connect with, the larger your list of potential candidates becomes.
6. Encourage employees to spread the word
It goes without saying, that the more people that are talking about your organisation, the more interest you'll produce. A good chunk of your existing workforce is probably using LinkedIn. Why not mobilise your workforce by encouraging them to help spread the word?
You can suggest that employees share your content and job vacancies with their connections. Providing an incentive also won't hurt. A referral scheme can go a long way to helping you gain more applicants for LinkedIn recruitment. Incentivise referrals with discounts, vouchers, or cash rewards.
7. Invest in good training before and after
As a bonus point, getting the right training for yourself is critical. There are a lot of things to consider when implementing a recruitment strategy. Project management training courses are an excellent way to build your skills in handling all these elements and processes. That way you're not wasting valuable time with no proper guidance.
Furthermore, once you have recruited somebody, it's integral that they have proper onboarding and training so they can fulfil their duties appropriately. This is a project within itself that will need to be streamlined and managed appropriately.
Boost your LinkedIn recruitment strategy!
There are many benefits of using LinkedIn for recruitment. But whether you building a remote digitafl agency, or a team for your office, you need a strong strategy.
Consider the tips listed in this document; together they form an effective approach to recruitment. How many have you incorporated into your strategy? Begin by focusing on your profile; without a strong page, you won't impress candidates.
From there, start to consider other aspects of your plan. How will paid advertising play a role? What content will you create to engage potential recruits? You'll attract the best possible talent by focusing on the 7 tips listed above.
So, why not evaluate your LinkedIn recruitment strategy? It's the first step to unlocking the best talent.
