We’ve heard all the hype about using LinkedIn to network and connect with potential top talent and employers online – but are you actively using it to your full advantage when recruiting or is it a platform you log into sporadically to check your notifications and have a quick scroll through your News Feed?
Your professional social networks should be treated like your smartphone. Both as a tool to make calls as well as a resource to find information online. LinkedIn is a fantastic resource for both professional development as well as a recruiting tool and if you’re not using it as such – you’re leaving a lot of value on the table.
Here’s my five top free ways you can use LinkedIn to build your talent pipeline:
1. Join groups, start conversations
LinkedIn groups are one of the best features the social platform offers, and not just to find applicants. Groups are perfect for making professional connections and sharing and learning best-practices in the industry. Start conversations and remember to keep the conversation going! If people respond and converse, take the time to respond to them in a timeous manner – as you would in a real life or telephone conversation. This is a great way to connect and build online relationships both with clients and candidates.
2. Publish on LinkedIn Pulse
LinkedIn has their own blog-style publishing platform, Pulse. It’s a fantastic tool, easy to use and big bonus… it notifies your connections automatically when you have published a new post. You don’t have to be an expert writer, but write about what you know – you’re an expert in your field, share your knowledge! Consider it an opportunity to position yourself as a ‘thought leader’, showing your contacts that you’re at the forefront of your industry. These posts become part of your professional story when people visit your profile.
3. Stand out from the crowd with a great profile headline
Make sure your profile information is clear and concise. Really grab your contact’s attention here – you have 120 characters to sell yourself as a recruiter. Use keywords relevant to your industry as these come up in the LinkedIn searches and are great for SEO.
Let’s take my own profile as an example. I could provide a basic headline that just reads:
Social Media | Recruiting
Instead, take a look at how I’ve used essential keywords in my profile headline which are searchable within the markets I work in. ‘Candidate Pipelining’, ‘Social Media’, ‘Consultancy’ … You get the drift. Have a quick 5-minute brainstorming session to come up with your relevant keywords, pop them in your profile and draw top talent to your business with hardly any effort at all.
4. Keep your Company Page active and interesting
Candidates these days like to do their research before they approach a company for an available job role. Chances are they’ll land up on your LinkedIn Company page to find out a bit more about your company culture and for updates on what’s been happening in your industry. Don’t put off potential top talent by having a dry, boring page with sporadic posts. Keep your page active and current by posting interesting behind the scenes snaps, interviews with current staff, industry news and available job postings. Using different formats of posts will also keep the page interesting – think outside the box and post some brainteasers or even links to video to keep the content fresh and vibrant.
5. Use LinkedIn to cross-promote to other social platforms
Many people are under the impression that LinkedIn is the ‘be all and end all’ when it comes to sourcing candidates online. However, they couldn’t be more wrong. Other social networks such as Facebook, Twitter, YouTube and even Instagram are fast-becoming fantastic platforms to use when recruiting online.
Take Instagram for example. Instagram’s strength as a recruitment tool, lies not in its ability to help you search for talent (although it can be done), but in its potential as a serious employer branding platform which helps to attract both current job seekers and passive candidates to your company.
However, it isn’t just any old employer branding platform. This isn’t a case of “let’s just whack a few stock images up there and wait for the followers to come flying in.” Potential candidates want to see the unseen ‘behind the scenes’ images and glimpse into a world they would otherwise have no access to.
What about Facebook? With over one billion people actively using Facebook each month and as the second most visited website in the world, where better to start sourcing passive candidates?
Sourcing through Facebook enhances your company profile, provides you with international reach, increases your brand-currency, and can be extremely cost effective. Using graph searching, add-ons and paid Facebook Advertising are all highly effective ways to get your ideal candidates to come to you.
Does all of this sound tempting to you but mind-boggling at the same time? Let us help you to attract the team of your dreams. Your ideal candidate is just one click away! Give us a call on 01925 550 550 or email me at: firstname.lastname@example.org and I’ll grab a coffee (or herbal tea!) to see how we can help.