LinkedIn Tips for Recruiters

Recruiters, are you getting the most out of LinkedIn? With over 1 billion members in more than 200 countries and territories worldwide, LinkedIn is a goldmine for recruiters looking to source and hire top talent. But with so many users, it can be challenging to stand out and get noticed.

Just like any other tool, its effectiveness depends on your ability to utilise it. Without a proper understanding, you may end up spending more time researching the tool’s features rather than finding suitable candidates. With LinkedIn Recruiter’s numerous functions, it can be challenging to grasp its full potential. Not being fully proficient in using this platform can unnecessarily burden a recruiter’s work, which is why it’s crucial for recruiters to be well-versed in all the techniques for using LinkedIn Recruiter. To save you time and frustration, we have compiled our top tips and tricks to help you utilise LinkedIn Recruiter to its fullest potential.

This blog post will provide you with tips and tricks to optimise your LinkedIn profile, increase your company page visitors, source the ideal candidate, and reach out to candidates in a way that will get you noticed.

Boosting Your Company Page Visibility

To effectively use LinkedIn as a recruitment tool, it’s essential to increase your company’s visibility and attract potential candidates to your company page. Here are some tips to help you boost your company’s page visitors:

• Keep your company profile updated and engaging: Ensure your company’s LinkedIn profile is complete, with a compelling description, high-quality images, and relevant information about your company culture, values, and job opportunities. Regularly update your profile with news, announcements, and success stories to keep your audience engaged.
• Consistently market your company and showcase your employer brand: Share interesting and relevant content related to your industry, company culture, and job opportunities. Use LinkedIn’s publishing platform to share articles, videos, and infographics that demonstrate your company’s expertise and thought leadership. Engage with your followers by responding to comments and messages, and encourage your employees to share and promote your company’s content.
• Join relevant LinkedIn groups and participate actively: Join industry-specific and professional LinkedIn groups where your target candidates are likely to be present. Actively participate in discussions, share your insights, and answer questions to establish yourself as a thought leader in your field. This will increase your visibility and attract potential candidates to your company’s page.
• Build and maintain meaningful connections: Connect with professionals in your industry, including potential candidates, clients, and partners. Personalise your connection requests and write a thoughtful message explaining why you want to connect. Engage with your connections by liking, commenting, and sharing their content. Building a strong network will expand your reach and make it easier to source and attract top talent.
• Encourage your team to stay active on LinkedIn: Encourage your employees to create and maintain active LinkedIn profiles. Ask them to share company updates, engage in discussions, and connect with potential candidates. Their activity will contribute to your company’s visibility and help attract more visitors to your company’s page.
• Enhance your job postings: In a competitive job market, it is crucial to effectively promote your company and the role. Job advertisements lacking energy or containing excessive details may deter potential candidates. Crafting engaging job ads with only essential information can be highly beneficial. Incorporating animation, emojis, and a brief video advertisement can boost your chances of attracting suitable candidates.
• Boost the effectiveness of your job postings: If you have the financial means, utilising paid advertising can enhance your reach. Alternatively, if you are on a tight budget, encourage your coworkers to engage with your ads to increase their visibility. This does not have to be a lengthy task. Simply having them click “read more” and leave a comment can greatly benefit your posts. Additionally, incorporating popular keywords into your ads can also be advantageous.

Strategies for Finding the Best Candidates

This section will provide tips on how to source the ideal candidate using LinkedIn. Here are some key points that will be covered:

• Quality check your top-of-funnel efforts: It’s important to make sure that your job posts are attracting the right candidates. Take a look at your job post views and applications to see if you’re getting the results you want. If not, you may need to adjust your job posting or your targeting criteria. Some examples of tasks that can be standardised are:
  • Requiring a search strategy to be established before recruiting.
  • Consistently evaluating InMails and implementing A/B testing.
  • Providing training for recruiters on how to create a positive candidate experience.
  • Conduct workshops with recruiters to improve the company’s pitch.
  • Ensuring that recruiters are knowledgeable in effectively collaborating with clients and candidates.
• Know the candidates you want to target: Before you start searching for candidates, it’s important to know exactly who you’re looking for. What are the skills and experience that you need? What are the ideal candidate’s personality traits and work style? Once you know what you’re looking for, you can start to narrow down your search.
• Using the “Similar Profiles” function: LinkedIn’s “Similar Profiles” function is a great way to find candidates who are similar to your ideal candidate. Simply enter the name of your ideal candidate into the search bar, and then click on the “Similar Profiles” tab. LinkedIn will then show you a list of candidates who have similar skills, experience, and interests to your ideal candidate.
• Always create a project on LinkedIn Recruiter: LinkedIn Recruiter is a powerful tool that can help you find and connect with the best candidates. When you create a project on LinkedIn Recruiter, you can specify the skills and experience that you’re looking for, and LinkedIn will then send you a list of matching candidates.
• Look at your followers: Your LinkedIn followers are a great source of potential candidates. Take a look at your followers and see if there are any who have the skills and experience that you’re looking for. If there are, reach out to them and let them know about your open position.
• Search for related terms: When you’re searching for candidates on LinkedIn, don’t just use the keywords that are listed in your job post. Try searching for related terms as well. For example, if you’re looking for a software engineer, you might also search for terms like “programmer” and “developer.”
• Save your top searches: If you find a search that returns a lot of relevant results, save it so that you can easily return to it later. This will save you time and effort in the future.
• Read the candidate profile: When you’re looking at a candidate’s profile, read it carefully. Pay attention to their skills, experience, and work history. Also, take a look at their recommendations and endorsements.
• Find a skill-set link: When you’re looking at a candidate’s profile, see if they have a link to their skill set. This will give you a quick and easy way to see all of their skills.

Effective Outreach to Candidates

This section will provide tips on how to reach out to candidates on LinkedIn in a professional and effective manner. It will cover topics such as respecting candidates’ wishes, using InMail with care, and including only the most important information in your message.

• Respect candidates’ preferences: If a candidate has clearly indicated on their profile that they are not open to new opportunities, refrain from reaching out to them. Doing so may give the impression that you did not review their profile and could result in a negative perception of your organisation.
• Be thoughtful when sending InMail: Remember that you are communicating with actual individuals, not automated responses. This means that generic InMails are less likely to grab attention compared to ones that are sincere, genuine, and direct. To increase the chances of a positive response, tailor your InMails to each candidate, using “you”, “your”, and “yours” pronouns and adjusting your language to suit their specific profile.
• Ensure that your mail contains only the essential details: While it is crucial to keep your InMail concise and direct, it is also necessary to mention key information about the company and the position, highlighting its culture, values, and potential for candidates to advance in their role.
• Avoid personal introductions: As your InMail should be concise and effective, you can reduce the number of words by omitting the traditional “Hi, my name is…” and instead starting with a captivating opening line to capture the candidate’s interest.
• Ensure that your job description is straightforward: Avoid using technical terms, company-specific language, shortened words, and acronyms to make it more inclusive. Providing detailed information about the duties, obligations, and perks of the role while minimising the focus on qualifications will also generate greater interest from potential applicants.
• Include a specific call-to-action: Simply provide a link to your Calendly or a comparable meeting platform, allowing candidates to schedule a suitable time for themselves.
• Invite the candidate to connect with your company on LinkedIn: This will be advantageous for both parties involved. The candidate will receive timely updates about your company and any upcoming job opportunities, while you will increase your number of followers and enhance your brand’s reach.

By following these strategies, you can optimise your use of LinkedIn to enhance your recruitment efforts. Consistently engaging with your network, leveraging LinkedIn’s advanced features, and maintaining a professional yet approachable tone in your outreach will help you attract and secure top talent more effectively.

Conclusion

LinkedIn is a powerful tool for recruiters, but its true potential can only be unlocked with a strategic and informed approach. By keeping your company profile engaging, actively participating in groups, building meaningful connections, and using LinkedIn Recruiter’s advanced features, you can significantly improve your recruitment outcomes. Remember, the key to success on LinkedIn is consistency and genuine engagement. Implement these tips and watch your talent acquisition efforts thrive.

Enhance your recruiting strategy with our expert tips on leveraging LinkedIn effectively. Work with us to revolutionise how you attract and engage talent through embedded talent acquisition. Our experts match your company with the right talent on a flexible basis, ensuring an aligned, diverse, and engaged team to drive sustainable growth. Write to us today!