Finding potential candidates to fit a specific organisational culture within a particular industry, and with set job requirements, can be challenging. Over 87% of successful recruiters are using LinkedIn to recruit the most suited talent on the internet. You can set your selection criteria, zoom in on a pool of potential talent, vet them and even contact them, all on one convenient platform.
LinkedIn combines the fun and ease of social media with smart marketing functionality and infrastructure to connect professionals and organisations with each other. With built-in job listings, job boards and job search functions it makes the process of connecting companies, recruiters and employees much easier.
Interestingly the majority of LinkedIn users are passive job searchers, those not actively looking for work and currently employed. Good job postings that offer prospective employees a great value proposition, is linked to an optimised company profile and suits their career ambitions will help you headhunt and tap into the cream of the crop.
Efficient activity and positive engagement on LinkedIn will not only lead to finding the best talent, but you’ll also create some positive brand awareness and capitalise on the power of referrals when you post about a new vacancy.
This article will provide you with tips on how you can use LinkedIn to maximise your reach as you tap into the over 8 million educated South African professionals.
Laying the Foundations for Recruiting
You’ll have to get all the basics in-place to create a professional impression, whether you are using LinkedIn for your business or planning to use linked in to recruit new talent. Firstly, you’ll need to join, by registering and completing your own personal profile. LinkedIn is set-up in such a way that you’ll be able to easily navigate your way through profile set-up to ‘All Star’ status, but here’s an additional article on creating a personal LinkedIn profile to help you.
With your personal LinkedIn profile in-place you can now create a company page. Navigate to the work tab, situated on the top right of your home page or live feed, and once at the bottom of the drop-down you can select ‘Create a Company Page’ which will take you through a variety of steps to include the website url, company description, logo etc. Independent recruiters tend to set-up their own pages as it allows them the freedom to recruit and contact people directly while keeping the details of the client or business seeking talent, as private.
As a recruiter you know that the details of a job and organising the company or client brief to attract the right eyeballs plays a fundamental part in winning at the recruitment game. In preparation for your job posting, you thus need to ensure you have the following details ready and organised to ensure you can set-up a clear and captivating job description:
- Employment type and location (contract, permanent, remote etc.)
- A short and catchy description that will entice people to read more about the job and the company
- What the role involves
- The type of person they are seeking (including character, experience, skills and type of personality)
- Tasks and responsibilities, reporting line and duties
- Any additional important information like visa requirements, travel requirements, qualification requirements etc.
Read this article if you want to learn how to use LinkedIn to find a job.
Posting A Vacancy on LinkedIn
With the basics in-place you can now create your first free job post. Click on the suitcase ‘Jobs’ icon at the top of LinkedIn menu and then on ‘Post a free job’. You’ll have to confirm your login details for LinkedIn Recruiter before you can enter the company name, job title and location of the vacancy you are advertising. LinkedIn is great at scanning their users to see who currently holds that title while also showing you potential candidates.
Now you’ll start to capture all the details around the job description in your aim to attract the kind of candidates you want. Ensure it’s a post that makes people want to work for the organisation. Professional development and corporate culture start from the recruitment process and job seekers will notice if this seems like it’s a ‘have to find’ someone post instead of seeking talent that a company can invest in to benefit employee and employer.
You’ll have to add skills on the Add skill icon and as part of the post you’ll also include how you’d like people to apply. Generally, these include a CV, cover letter and sometimes there are specifics around location, relocation, time scale or notice periods etc. LinkedIn also recommend that you include screening questions to identify the top applicants.
You then click to post your job for free, or you can continue to promote your job at a fee to expand your reach for more qualified candidates. With paid promotion your job becomes more visible and pushed to the appropriate candidates, you can manage your budget, see recommended spend and will be taken to the add payment options before finalising your paid post. Maybe spending a bit of money in finding the right talent is worth it, especially if you can zoom in on candidates with specific education and requirements.
You can still expand you reach if you choose to post a free job, but you’ll have to put in the work by sharing it with your contacts, posting it on your company page or adding it to business pages. Some groups are also ideal for finding like-minded professionals and they are all there to network, just ensure you follow the rules around promotional posts for groups as it’s prohibited in some.
Remember that your job post and company page give job seekers an idea of who you are. Therefore, make the effort to come across as professional by using the correct language, spelling, job details and links that work.
Conveniently Search and Screen Applicants
The search bar appears at the top of your LinkedIn page and is the easiest way to search for people. You can search skills, a location, company persons or keywords associated with the role. Here are some tips on how your job search results can be more effective:
- Use OR when you use more than one keyword, e.g., Manager OR Project Manager OR etc.
- AND is used when more than one work should appear, like Project AND Manager if you seek a Project Manager specifically
- If you want to exclude a specific group or keyword you can add NOT in front of it, so if you are seeking a construction Project Manager you can include NOT software in your search.
Once you’ve created a shortlist of potential candidates it’s time to screen your favourites. This can be done by assessing their profile to notice whether anything good or bad stands out. Have a look at their endorsements and reviews, look how their experience build and connects to each other and then ask the essential questions around whether they have the skills, would be interested, have interesting or conflicting content on their pages and are part of groups.
These are all clues to whether they are potentially the one. Just remember that a profile page doesn’t always provide a full picture of a person and depending on your options you might want to have a discussion to have al your questions answered before excluding them in your screening phase.
Actively Use LinkedIn Tools to Reach the Best Candidates
As a recruiter, the more active you are on social media the better your results will be. Like any marketing strategy a cross-channel strategy is the most effective, but you can make the most out of LinkedIn by fully capitalising on these useful tools and functions:
- The LinkedIn Job Board and Jobs network which can be used as free or to promote a specific job post.
- LinkedIn Career Pages allows you to show off you culture and build confidence in your company and in doing so you’ll attract the best people.
- Did you know that 90% of LinkedIn members are open to great opportunities? Work with Us ads can be placed on all employees and company pages instead of competitor advertising appearing.
- LinkedIn Job Advertising can be done with banner ads on LinkedIn. These are paid for ads that are visible on the right-hand side of the relevant user’s pages.
- Send in-mail to the someone who is the perfect candidate.
There’s a whole range of additional strategies on LinkedIn that can be used and if you frequently search for high profile staff or daily try and fill vacancies, it will be valuable for you to do more discovering on LinkedIn Talent Solutions.
Upgrade to the Premium LinkedIn Recruiter
LinkedIn Talent Solutions offers a premium subscription with a whole host of additional features. It’s generally for large companies due to the cost and offers a host of additional features that makes the search for potential candidates easier if you can afford it.
- A free membership only offers limited visibility of candidate profiles and show a limited number of potential candidates. With LinkedIn Recruiter you get unlimited access.
- If you need to filter your searches by company size, education, years in position etc. you might need a LinkedIn Recruiter Corporate Edition Subscription.
- InMail is gold on LinkedIn due to their efficiency and with a premium account you get 50 InMail messages per month to contact prospective candidates directly.
- Search alerts will also queue up searches and notify you when a prospective candidate is discovered, making it easy for you to jump onto it and reach out to grab the best talent.
The LinkedIn Recruiter Lite package is a smaller solution for those looking to fill a couple of jobs. The costs are significantly lower, and it allows functions like who has viewed your company profile and will help you to stand out a bit more in the competitive world of recruitment.
As you can see, LinkedIn has plenty of marketing routes and options to get your job ads in front of the right people, whether you are actively or passively wanting to attract the best talent. Continue your research on the internet to master LinkedIn as they continually do platform updates to make it easier for users to connect.
Widen the net, improve your search for the best talent and hop onto LinkedIn today.
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