How to Recruit on LinkedIn: Best Practices
Tags: career, recruiter
Published: 2022-08-22 10:20:44


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<p>Finding employees became easy with the appearance of social networks. One of the best places where you can <a href="https://www.linkedhelper.com/for-recruiters.html">search for candidates is LinkedIn</a>. The platform was created with professionals in mind. Today, with an audience of over 700 million people, you can find great individuals and the best performers in any industry.&nbsp;</p>
<p>However, it doesn&rsquo;t mean you can enter the platform and find a candidate immediately. There are tips you can and should follow to find better employees fast and easily.&nbsp;</p>
<p>But before we specify all these tactics, let's define the benefits of LinkedIn for recruiting.&nbsp;</p>
<p><br /><strong>Benefits of LinkedIn for recruiting&nbsp;</strong></p>
<p>Tailored for professionals. Unlike other social platforms, LinkedIn was created for professional purposes. It unites representatives of all industries there are and creates a perfect environment for networking, collaborating, and business opportunities, including recruiting.&nbsp;</p>
<p>It&rsquo;s free of charge. Yes, LinkedIn offers premium subscriptions. But the functionality of a free plan will be enough to perform certain actions, such as making valuable connections and finding employees.&nbsp;</p>
<p><br /><strong>How to use LinkedIn for recruiting purposes</strong></p>
<p>As we said, you can&rsquo;t just register on the platform and collect applications immediately. A lot of things should be done, starting from creating and developing your brand profile and ending with stable interaction with candidates.</p>
<p><br /><strong>Present your employer&rsquo;s brand</strong></p>
<p>The first impression plays the most significant role when candidates decide whether to apply for a job or not. The LinkedIn profile should work as a perfect representation of your employer's brand while displaying your mission, goals, and values. Tell as much as you can about your company, what you do, what you support, and how you achieve your goals. Pay attention to the narration and sound professional and confident in your posts.</p>
<p>The key takeaway is to provide the opportunity for candidates to learn more about the brand, so they could understand if they want to work for it.&nbsp;</p>
<p><br /><strong>Create and share job posts</strong></p>
<p>Probably, the simplest task to accomplish. How to get people to apply for jobs? Create possibilities to find and fill out applications for them.&nbsp;</p>
<p>When writing a job ad, follow the structure. Start with a clear title, add a detailed description, list the skills and knowledge required, and include the work conditions. An important thing here is to write keyword-driven descriptions. Your job posts should be recognizable by search engines. Avoid useless words such as stress-tolerant or responsible. Most likely people will ignore this part, plus, they probably already think they appeal to all these qualities. Anyway, it is better to concentrate on the responsibilities and skills required to perform a certain job.</p>
<p><br /><strong>Get your current employees involved in the recruiting&nbsp;</strong></p>
<p>Who else, if not your current employees, could promote your brand from a professional point of view. The thing is, your employees can win the trust of candidates who rely on their experience.&nbsp;</p>
<p>Moreover, your team will be growing the network, establishing new connections, and spreading the good word about the company.</p>
<p><br /><strong>Learn from top performers and create personas</strong></p>
<p>Who is your ideal candidate? To get the answer, try to interview the top performers in the industry. Those are the people you want to see in your team. During the interview, they can give you different insights and create a perfect profile for a position.</p>
<p>It will help you specify the list of qualifications, highlighting particular skills among dozens of options. Besides, this way, you can ensure the application accurately represents who and what you are looking for.</p>
<p><br /><strong>Make the application process as simple as possible</strong></p>
<p>To do so, first, you need to identify the key metrics of applications: completion rate, abandonment rate, etc.</p>
<p>You should understand at what point candidates have issues filling out the application. Are they able to find all the information? What kind of information do they prioritize?&nbsp;</p>
<p>By learning those things, you can customize the application process and make it easier for candidates.</p>
<p>A great help will be building the recruiter funnel, which you can make using the LinkedIn recruiting app &mdash; Linked Helper. The main advantage is the possibility to build fully customizable funnels based on the identified interaction points with candidates. The automation tool will give you the power to create an application process tailored to your brand and convenient to the applicants.&nbsp;</p>
<p><br /><strong>To sum up&nbsp;</strong></p>
<p>For starters, do not underestimate the recruiting power of LinkedIn. Once again, it is an environment created specifically for professional needs, including recruitment.&nbsp;</p>
<p>​​Begin with designing a descriptive profile page for your brand. Systematically post job ads and support candidates on each step. Do not overwhelm them with attention, but provide help and relevant information. And, of course, create a straightforward, easy-to-follow application process.</p>
<p>With a LinkedIn feed, you can make people want to work for you.&nbsp;</p>