Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!
Today’s Question: What is the most important thing to remember when using LinkedIn to post jobs or find candidates?
The answers below are provided by Young Entrepreneur Council (YEC), an invite-only organization of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.
1. Be Strategic
LinkedIn can be a treasure trove, but too many recruiters don’t take full advantage of the platform. Using advanced search and Boolean search operators can help narrow down your talent pool. Simply posting a job and hoping the right candidate will find it is not likely to garner positive results.
People on LinkedIn are used to receiving the same kinds of recruiting messages over and over. One thing I’ve found to be very effective is, as the founder, to send personal InMail messages to people we’re interested in. Instead of the typical pitch, I simply reach out, mention who I am, tell them why their background makes them a good fit, and invite them to apply.
Many LinkedIn users have learned that simply adding hundreds of connections will artificially inflate their profiles and make them look more experienced than they really are. Be sure to examine the relevance of each applicant’s connections, whether any of these connections have endorsed the applicant’s skills, and how long they’ve been connected.
LinkedIn’s “Easy Apply” feature allows job seekers to apply for positions with their LinkedIn profiles without leaving the platform, instead of having to be directed to your website. You want to make it easy for candidates to apply, and this feature allows them to do so in two clicks.
We were all job seekers at one point in our lives. College graduates in particular have an extremely hard time finding jobs because most companies don’t respond to their applications and make the process more isolating. When talented individuals go weeks and months without even a rejection, they’ll doubt you’re even checking your notifications. Respond to as many applicants as possible.
When posting a job on LinkedIn, remember that you don’t have to wait for candidates to apply, nor do you have to pick from only the pool of direct applications. You can go searching for the talent you want. Type the position you’re looking for into the search bar and browse some profiles. When you find someone who would be a good fit, you can send them a message about the position.
In order for people to find your job posts, they need to include language that makes them easy to find. For example, instead of writing “great at writing emails and talking to people,” write “great communication skills, including split-testing emails and outbound sales calls.” Now you will appear in the search results if someone types “communication,” “outbound sales,” or “split test.”
People looking at jobs on LinkedIn are usually somewhat experienced and searching for growth opportunities and unique challenges. That’s why it’s important to share information about the culture and benefits you provide. You should also connect applicants to the profiles of other employees so they can see the type of people working for your company.
Manage your bidding performance regularly. LinkedIn provides a suggested amount to bid, but the predetermined bid amount may not be best for your needs. You may be spending too much or too little to attract the right candidates.
Also, don’t put all your eggs in one basket. Consider posting on multiple job sites. LinkedIn is a great tool, but it is not the only source to attract top-tier talent.
When candidates see your job post, they’ll naturally want to learn more about your company. If they go to your company’s LinkedIn page and find it incomplete, that can deter them from applying to the position. Be sure to fill out your company’s page fully and give candidates all the details they’re looking for.
LinkedIn’s “Easy Apply” function is optimal for candidates, but they can sometimes go a little trigger-happy. So, you can end up getting a lot of resumes from underqualified candidates who didn’t read your ad carefully. Enable screening questions to save time and make sure only strong applicants are getting through.
Job posts need to be written with accuracy and detail to attract the best candidates. Misleading applicants is the worst thing you can do when hiring, as it will lead to employee dissatisfaction and lower conversion rates. Focus on key attributes of the job, company goals, and company culture, and explain why the candidate should join your mission.
Take the time to sift through the noise. You will always be inundated with shallow sales pitches and unqualified people, but a wealth of quality connections will be mixed in as well. Though it may take some extra time, there is a lot of value in carefully examining potential candidates beyond their initial pitches.
