At first glance, LinkedIn recruiting looks straightforward. It’s all about either posting a job offer or writing to a candidate. Yes, the recruiting process on LinkedIn usually starts with the former or latter. However, it does not end there. To capitalize your personal or company LinkedIn profile, here are 3 ways to level up your process.
1. Convert LinkedIn Followers to New Hires
It’s time to level up your LinkedIn recruiting to the next level. The first step is switching your company page from passive to active. How? Based on LinkedIn’s research, 58% of people in your Company account most likely want to work for you. The other 42% are composed of your current employees, while some follow your page because of your product or service.
There’s a 95% chance that your followers will accept an InMail message from you, while 81% are more likely to reply to your offer. By filtering your search on LinkedIn, you can trace the people who are following your company. From there, you can see a simplified estimate of your engaged audience. That’s where you need to start.
During LinkedIn recruiting, your engaged followers should be the first people to approach. It’s a foolproof approach that won’t waste your time and effort. Also, it’s best to keep your company account active to increase engagement and followers.
So as the account stays active, you’ll grow more engagement from interested job seekers in the long run. Besides, you might discover an all-star profile while filtering your choices. Be mindful of how you filter searches on LinkedIn, you don’t want to end up with bad hires.
2. Utilize your LinkedIn Recruiting Features and Tool
If you find it challenging to use your search bar, you can create a “project” in LinkedIn Recruiter. This tool lowers the chances of encountering repetitive accounts. It also helps save you from the frustration of maneuvering the search bar.
First, you need to create a project for each role requirement. Then, you can search within your project for optimal results. Now you can smoothly switch between your talent pool search and your pipeline. The best part? With only a single click, it’s possible to find the best candidates per position of your project. Also, you can hide candidates that don’t match your requirements for the specific job opening.
Another helpful feature is “Apply Starter.” It gives valuable insights to your LinkedIn Recruiting as it allows job seekers to share their profiles before completing the application. Job seekers then click the button that says “share your current profile.” If you received a complete profile without an application, it means they are raising their hands. Lastly, send an InMail to those interested.
3. Clear Job Description Equals to Higher Engagement
Our last entry may seem the most obvious, but you can expect an increase in audience engagement if done right. A job description is a critical detail in your LinkedIn recruiting. Treat it as fuel for your algorithms as it helps the best candidates to land on your profile. At the same time, it fills your sourcing pool.
When drafting your job description, keep in mind the following:
- It’s best to avoid using acronyms or industry-specific jargon.
- Input targeted keywords. You can start by the position you need to fill in or who are interested in receiving the applications.
- Make your description more inclusive for a diverse pool of potential hires.
For your job requirement section, it’s best to pare down your list to the must-haves. Studies show that men will apply for a job with only 60% of the qualifications. Meanwhile, women tend to hesitate whether they’re an accurate fit for the job description. So if you want a higher female engagement, then work on what you type.
Other details to include in your job description should be:
- Salary range
- Qualifications
- Job details
As you work on LinkedIn’s profile, you’ll discover many ways for recruiting gems into your workforce.
