LinkedIn, like other major social recruiting platforms, is always evolving to attract its audience of professionals, employers, recruiters, and job seekers. Anyone with a LinkedIn profile should make it a habit to check LinkedIn blogs regularly (daily or weekly) to keep up with changes and beta features. If you’re a recruiter or owner of a recruitment manager, this should be at the top of your to-do list. Job seekers should add it to their job search toolkit also. Be sure you know what’s going on with LinkedIn to get the most out of its social recruiting capabilities. Your competitors are.
It’s Not a Job Board
LinkedIn is a social recruiting tool, not a job board. It has evolved from a static channel with profiles and resumes, limited messaging capabilities, and some groups, into an engaging professional social recruiting platform for employers, recruiters, job seekers, and professionals of all stripes in the working world to network, partner, recruit, interact, and research candidates and companies.
Instead of a one-time job posting on a site, employers, recruiters and staffing agencies need to add LinkedIn activity to their social recruiting strategy to get the most out of it:
- Recruiters must be active in LinkedIn to find and engage top candidates. Talk to and listen to your network, be engaging and seek to engage others, seek likes, shares, and comments to your input and content, and update your network on your recruiting projects.
- Do more than post your jobs on LinkedIn. Join groups, participate in discussions, add value with good content that your network needs, and stay informed of all of LinkedIn’s features.
- LinkedIn has made significant changes to add social features in 2012 and 2013, making regular interaction such as updates and contributions more important for recruiters to engage the candidates they need.
LinkedIn Every Day
The new socialization of LinkedIn has made it more important than ever before for recruiters to be active on LinkedIn every day. The easiest way to do this is follow relevant LinkedIn users in your network and comment, share, like, message, and connect with them through their updates. Your social recruiting network includes more than just your connections. It also includes followers and who you’re following, including company pages, discussion, and individual members of a shared group. In “Social Gravity,” Joe Gerdstandt and Jason Lauritsen explain that it’s important for any employer or recruiter to connect with your network daily and maintain interactions. LinkedIn’s application Rapportive supports and facilitates this by linking social profiles with email addresses, suggests people to connect with, and acts as a reminder and helper for building your network.
Consider a paid company page, which allows a recruiter, employer, or staffing agency to enable candidates to apply for openings within LinkedIn instead of taking them through multi steps to go to another website when interested in applying. Pay attention to predictive analytics to see how your page is performing and make improvements.
Don’t Be a Spammer
Don’t waste your LinkedIn access by creating “spammy” messages. Don’t send your job notifications to LinkedIn members who have no relevance to job requirements or qualifications. Instead, build your recruiter, employer, or staffing agency brand with a company page in LinkedIn that you populate with rich media, regularly send updates to your network to build relationships, only message those with mutual connections, and regularly contribute to groups.
Those who think of LinkedIn as just a source of candidate searching or job posting will miss out on the real value of LinkedIn. To get the best social recruiting results on LinkedIn, you must use the latest features, keep up-to-date on LinkedIn beta features, and stay active in this rapidly evolving social recruiting channel.
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.