The toolbox used by a recruiter must be full and ever-changing. What worked yesterday, may not work today. And what works today, may not work tomorrow. LinkedIn for recruiting candidates can be one of your most effective tools.
Since its beginning in 2008, LinkedIn has worked to make a place for itself in the field of recruiting; and according to Forbes Magazine, it is currently the fastest growing source for corporate hiring.
Being the leader of the pack and therefore the place where many expect to find good jobs, LinkedIn is a must-have tool in a recruiter’s toolbox and is not a site to be ignored. At the same time though, it’s one that can be easy to underutilize. So how do you get the most out of it? By keeping it personal while remembering it’s professional.
Keeping it personal –
According to Scott Allen, social media strategist and co-author of The Virtual Handshake, “Strong relationships, not large contact databases, build this kind of business.” In other words, don’t forget the personal aspect of LinkedIn when recruiting for your jobs. Rather than creating long lists of contacts you don’t really know, focus more on current employees and fellow co-workers as well as former ones. Participate in various groups on the site and ask members of them for referrals when you have a job open up. Ask your employees and co-workers to do the same. After all, people are more likely to take time to help those they consider to be friends and colleagues rather than those who are just random names on a screen.
Remembering it’s professional –
Although there is a personal side to the site that can prove invaluable, it’s important to remember that LinkedIn’s main purpose is not social. It’s a professional community designed to provide peer-to-peer interaction and to bring employers and prospective employees together. To that end, LinkedIn has developed a set of tools available to premium accounts – tools that you’ll want to be sure you have access to in your recruiting efforts:
• LinkedIn Recruiter – allows you to contact anyone with LinkedIn’s messaging system. You can make the most of it by using the names of companies as well as keywords to search profiles. When you find someone you think would fit a job you have, contact them and see if they might be interested.
• Career Pages – allow you to create a page about your company. Making this as attractive, informative, and rich in keywords as possible can go a long way in helping prospective employees find you.
• Job Postings – allow you to post job openings on the site. Making use of their ad programs (Sponsored Jobs and Work with Us) make your postings even more effective by targeting candidates who are likely matches for the job you’re recruiting for.
• Talent Brand Index – measures the effectiveness of your recruitment efforts by letting you know how attractive your company is to the talent pool you’re wanting to target. This can prove invaluable. After all, if you’re playing in the wrong pool, you’re not going to get the kind of candidates you want.
• Talent Pipeline – manages your candidates and helps you keep track of them
As you can tell, LinkedIn is a helpful tool for recruiting. It brings the personal and professional aspects of the field together under one roof and makes each more powerful than it would be alone. Because of that, it’s one tool you want to be sure you have in your recruting toolbox.
What has driven your best results on LinkedIn? Please share below!
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.