With the ever-increasing demand for skilled candidates in all industries, hiring top talent will take a lot of work. But following professional trends can surely help you hire suitable candidates without challenges.
And the most significant trend in the professional market is using LinkedIn for recruitment. Social media recruiting is the best medium for hiring talented experts.
LinkedIn is one of the most extensive professional networks globally, having more than 575,000,000 users.
It works as an excellent storefront for all applicants, making the hiring process more convenient than ever.
Gone are the days when hiring managers would open their inboxes to hundreds of irrelevant resumes and waste their time. LinkedIn has now made the arduous process of hiring completely streamlined, focused, and accessible. Additionally, it lets you know your candidates before meeting them.
Main Stages You Need To Consider While Hiring Candidates From Linkedin
Planning to source candidates and engaging with them
This stage is about kicking off the hiring purchase by planning or recruitment strategies using LinkedIn for candidate sourcing while engaging with the applicants.
Screening candidates and interviewing and assessing them
It is essential for recruiters as you have to screen resumes, execute in-person remote job interviews, take skill-based assessments, and much more.
Make an offer and onboard the fresh recruit.
This is when you get too close to the hiring process, and this is the final step where you need to make an offer, review the background check, and follow the pre-onboarding checklist.
How Can You Recruit On Linkedin?
You can follow these tips if you are a recruiter struggling with finding job candidates from LinkedIn.
Create a company profile.
Most idle candidates search for jobs on LinkedIn, and to enhance your visibility amongst them, you need to create a LinkedIn profile. It allows you to share the links to your blogs and showcase employees and testimonials while marketing your company.
To create a strong profile, you need to ensure that you use relevant keywords in shape for better search visibility.
You have to make a headline that will appeal to the top talent and add testimonials to the profile. Remember to share helpful content regularly so like-minded candidates can identify the company.
Most job openings on LinkedIn
LinkedIn is one of the best platforms where you can post a job for free, ask for referrals, and attract suitable candidates.
You can find out if the potential candidates are seeking a job and if they are the right fit. You must post a position on the LinkedIn company page or the LinkedIn profile. You can also post a career in the LinkedIn group.
Consider creating a group and staying active.
You must create a group, post relevant content, and add links to the company blogs as much as possible.
This will help build others’ interest in your company, further establishing a LinkedIn presence. Additionally, staying active in the Group will allow you to constantly post job openings and market the positions to several members.
Always look for passive candidates.
LinkedIn remains one of the most prominent platforms for connecting with passive candidates. LinkedIn recruiting statistics revealed that at least 70% of the global workforce comprises passive candidates who are not looking for a job, and the remaining 30% are active job seekers.
Consider looking for talent in similar roles that you are hiring for and adapting to the required pipeline.
Consider looking for candidates using keywords.
Look at the job postings from different companies to understand the keywords they use to draw the candidates’ attention. You can narrow down the search candidates by using keywords in the job openings and the search filters.
That way, you can also cross-reference your requirements with the qualifications of the profiles of the candidates.
Consider using your Talent pool.
Being a recruiter, you need to build strong relationships with your candidates. You can rely on LinkedIn to contact your talent for potential recruitment opportunities.
This way, you can be assured that you are not losing out on candidates you’ve successfully worked with in the past, and also you can keep the talent pipeline loaded with engaged candidates.
Use templates to reach out to candidates.
Being a recruiter, you already have a long To Do List, and sending messages to candidates on LinkedIn might take a lot of time.
To save time and improve the open rates, consider using the cold templates that will allow you to quickly create outreach campaigns and avoid the stress and intimidation that comes with manual writing.
Use the power of in the mail.
Recruiters need to understand that if they use LinkedIn for recruiting, they first interact with candidates through the mail. If you look at the statistics, at least 87% of the professions on LinkedIn are open for a new job, so your chances of receiving an in-mail reply are high compared to generic emails, which are bound to get ignored by most candidates.
- You need to know that the mail response rate is at least three times higher than compared to regular mail.
- Mails sent on Saturday mainly receive less response than any other day of the week, which explains that most people would not check their emails until Monday.
- If you know a former employee of the company you are hiring, ensure you include their name for better chances of a reply. LinkedIn information also states that emails sent around 9:00 AM or 10:00 AM during a weekday receive better responses.
- A thumb rule here is that you have to customize an e-mail as much as possible and work on your employer brand effectively, as candidates who are in mailing will check your LinkedIn profile before even thinking of responding.
Convert your followers into recruiters.
The survey suggests that at least 58% of the people who follow your company page want to work for you. So why not make the most of it? If you are mailing a candidate who is also observed, there is a high probability of receiving a reply.
Converting LinkedIn why the words into new company employees will save you time, money, and other resources. Most recruiters currently run a race against time for you to win, and you will also have to give in much better strategy recruiting methods.
For this work, you must ensure that you keep up with the latest social media trends and post all the updates regularly. You can also use some of the best LinkedIn analytical tools to understand your target audience better to create optimum engagement.
Consider joining LinkedIn groups and trying to filter out the candidates.
LinkedIn groups are not just the best way to find great information but also to filter new talent. Besides using the advanced search features of the platform, ensure that you are joining relevant groups.
This will ensure that you are updated with information about the staffing sector and have your eye on the group members.
For example, if you’re hiring for the role of creative writer, you need to join a group where creative writers end up sharing their blog articles. You have to look out for candidates who are posting regular content. You will find something which is relevant and original.
Use the apply starter feature if you are using LinkedIn recruiters.
As per experts, around 3/4 of candidates never complete the job application or process. This can be due to uncertainty, lack of interest, and lengthy application process.
If you’re using a LinkedIn recruiter, ensure that you have the apply starter option utilizing this feature.
Before starting the application, the candidate’s profile would be shared with the job poster.
It will ensure that your candidates’ pipeline is loaded with applicants because it’s never time to stop working with candidates.
LinkedIn usually sends the recruiters using their tool, a weekly e-mail digest to update when new applicants start applying insights into the interested candidates.
Use an applicant tracking system to source and screen the candidates.
Recruiters need to use an applicant tracking system that integrates easily with LinkedIn. Using the applicant tracking system will allow you to save a lot of money on posting jobs and LinkedIn and other job boards.
Streamlined recruitment processes are still in a great year wants for success, and this tracking system will help.
Learn about the candidates’ interests.
With the vast amount of talent available, it does not make hiring on LinkedIn easy. Instead, you have to focus on developing better hiring strategies. Or the strong relationship between you and your candidate will happen when you realize what you can do for the company.
You can build a sense of comfort and trust depending on what you bring to the table. So please learn more about what that profile is all about and dig up what they are most interested in.
First, even if the distal gives you a vague idea, it is worth knowing something instead of nothing. Recruiters can use this to find benefits and lead candidates to a perfect job interview. Even if they do not decide on taking the job, you can be in touch in the future too.
Consider focusing on quality instead of quantity.
LinkedIn indeed has a vast talent pool, but as already said, it does not mean that hiring would be easier. It would be best if you spent all your time on mail you know you will not get a reply to. You have to filter out uninterested candidates by using the spotlights feature of the LinkedIn recruiter.
This helps you focus on interested candidates and candidates who are interested in learning about new opportunities, who are engaged with your talent brand, and a lot more. This way, you would be focusing on the only quality of candidates that would be added to the candidate pool.
Tips To Make The Most Of The Linkedin Recruiting
Tap on the company page followers.
As per the research, at least 58% of the people who follow your LinkedIn company page want to work for you.
The rest are current employees, alums, and others who love your product or services. Your followers are just 95% of the people who are more likely to accept, and 81% are more likely to reply to an e-mail message from you.
Consider SEO on LinkedIn
Make sure you use relevant keywords for the LinkedIn posts and pages. That way, candidates searching for similar keywords can consider the content.
Share the content relevant to you.
If you are not active on the company page, you are missing opportunities to get the content in front of the audience that matters most to the business.
You have to share product updates, the latest blogs, business news events, and related content on the LinkedIn company page or the profile to grab the attention of potential clients.
Personalize you are in emails.
InMail’s one of the best indicators of candidate engagement. To drive optimal response ratio, write short emails as they perform significantly better than long ones. The more you customize your mail, the higher your response rates will be.
Customized emails generally see a 20% more response rate than those sent in bulk.
Consider a LinkedIn recruiter subscription.
LinkedIn recruiter is a paid tool by LinkedIn designed for recruiters and talent acquisition teams hiring managers and headhunters that give better visibility access to candidates beyond just the profiles and the limited mail.
- Build an attractive employer brand: Creating an attractive employer brand on LinkedIn can help you attract top talent. Make sure to highlight your company’s mission, values, and culture, and post engaging content regularly.
- Use LinkedIn Recruiter: LinkedIn Recruiter is a powerful tool that can help you search for and connect with potential candidates on the platform. Make sure to optimise your searches and use filters to narrow down your results.
- Create compelling job postings: Make sure that your job postings are clear and concise, and include relevant keywords to improve search visibility. Use an engaging job title and provide details about the role and the qualifications you’re looking for.
- Leverage LinkedIn Groups: Join relevant LinkedIn groups to network with potential candidates and share your job postings. Engage with group members and establish relationships that can help you find and attract top talent.
- Use LinkedIn Referrals: LinkedIn’s referral feature can help you find candidates who are already connected to your employees. Encourage your employees to refer potential candidates, and make sure to follow up promptly.
- Engage with potential candidates: Once you’ve identified potential candidates, make sure to engage with them in a personalised and professional manner. Use InMail to reach out to candidates and provide details about the role and the company.
- Measure your success: Track your recruitment efforts on LinkedIn and measure your success. Monitor your job posting performance and response rates, and adjust your strategy as needed.
LinkedIn has more than 55 million companies listed on the website with 14 million open jobs, so it is not surprising to know that 87% of job recruiters regularly use LinkedIn. Also, the potential for LinkedIn is more than any other social media networking site when it comes to recruiting.
In short, LinkedIn plays a crucial role in recruitment, so you should consider using it. LinkedIn is your best bet if you’re looking to kickstart the candidate-sourcing journey. Data also suggests that candidates sourced via LinkedIn are 40% less likely to leave any company within the first six months.
What makes LinkedIn a good platform for recruiting?
LinkedIn is the world’s largest professional network, with over 700 million members worldwide.
It allows recruiters to target specific candidates based on their skills, experience, and location, making it an effective tool for finding and attracting top talent.
How can I optimize my LinkedIn profile for recruiting?
Make sure your profile is complete and up-to-date and includes relevant keywords that are likely to be searched by potential candidates.
Highlight your company’s culture and values, and consider using video content to showcase your workplace.
How can I use LinkedIn to find and attract candidates?
You can use LinkedIn’s search and filter functions to find potential candidates based on their job title, industry, location, and other criteria.
Consider contacting candidates directly through InMail or your company’s LinkedIn page.
What are some best practices for recruiting on LinkedIn?
Make sure your job postings are clear and concise and include relevant keywords.
Use LinkedIn’s analytics tools to track the performance of your job postings, and consider using paid advertising to target specific audiences.
How can I make my job postings stand out on LinkedIn?
Use eye-catching visuals and headlines to grab potential candidates’ attention, and ensure your job postings are optimized for mobile devices.
Consider using video content to showcase your workplace and give potential candidates a glimpse into your company’s culture.
What are some common mistakes to avoid when recruiting on LinkedIn?
Some common mistakes include using generic job titles, failing to include relevant keywords, and not being clear about your company’s culture and values.
It’s also important to avoid spamming potential candidates with unsolicited messages or job offers.
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Business, marketing, and blogging – these three words describe me the best. I am the founder of Burban Branding and Media, and a self-taught marketer with 10 years of experience. My passion lies in helping startups enhance their business through marketing, HR, leadership, and finance. I am on a mission to assist businesses in achieving their goals.