Tips for Beefing Up Linkedin as a Recruiter

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Recruiting presents a unique challenge: you demand to observe quality candidates, simply you also need to notice them fast. That's not piece of cake.

Merely connecting with the about qualified applicants in a matter of days or even hours isn't incommunicable–if you use LinkedIn.

LinkedIn is hands-down the best solution for speedily and finer networking and hiring quality candidates.

In this mail service, I'll testify you how to make the most of LinkedIn equally a recruiting tool and get the best response rates possible, whether you're a veteran of the platform or never used it before.

Let'due south dive in.

Superlative Recruiting Software to Use LinkedIn for Recruiting

If you want to use LinkedIn for recruiting, you'll demand recruiting software. Here's the best options.

• Breezy HR – Best for unlimited job listings
• Workable – Best overall recruiting software at scale
• Bullhorn – All-time recruiting software for agencies
• Greenhouse – Best recruiting software for enterprises
• Recruiterflow – Best complete recruiting CRM for agencies
• Recooty – Best recruiting software for minor business
• JazzHR – All-time for applicant tracking software (ATS)
• Teamtailor – Best recruiting software for employer branding

You can read our full reviews of each recruiting software hither.

4 Steps to Use LinkedIn for Recruiting

Follow our proven formula beneath to use LinkedIn for recruiting:

1. Build your visitor'south LinkedIn presence
2. Develop your LinkedIn recruiting strategy
3. Post jobs
4. Vet candidates

The Easy Parts of Recruiting on LinkedIn

These days, with technology armed with AI and other tools, it's easier than e'er to find information on potential job candidates. All you have to do is spend a picayune actress time harnessing this information the correct way.

LinkedIn makes this piece of cake by providing direct access to a chore-ready talent pool of millions of people and the data y'all need to increment your chances of success.

Its defended recruiting tools, LinkedIn Recruiter and Talent Hub, offering multiple avenues to qualified candidates, and once you lot notice them, it's easy to verify and track candidates and monitor your progress. No need to post and pray anymore.

The Difficult Parts of Recruiting on LinkedIn

Most recruiters these days apply LinkedIn to source potential candidates, then the challenging part is cut through the racket and positioning yourself as the employer of selection in your field.

The good news is, details as small as the correct spelling of a candidate'south proper noun make all the departure—trust me on that one.

Simply it all the same takes time and effort to build the kind of presence on LinkedIn that stands out. Good recruiting is all in the legwork that comes earlier actually posting jobs and reaching out to people.

Ideally, you already accept a solid online presence and regular do of sharing content and staying engaged with followers. If not, now is the time to start building it!

Step i: Build Your Company'south LinkedIn Presence

I can't stress plenty: In today'southward busy chore market place, the simplest thing you can practise to differentiate your brand is to exercise your research. The differentiation is in the details here, so in this step and the next, nosotros're covering the bulk of the work.

You need a dwelling house base on LinkedIn showtime and foremost if you're going to utilise the platform for recruiting.

This will be a central space for all your recruiting activities. It'southward where your job posts will bear witness up (more than on that later), and where candidates will look to confirm your company is legit and learn more about it.

Information technology'southward important to fix this space earlier you do anything else, so you can really use LinkedIn to lay the rest of the groundwork (stride 2).

Handily, LinkedIn makes it like shooting fish in a barrel to build a consummate profile quickly, with guidance forth the manner.

Sign up for a LinkedIn account

Start by setting up your LinkedIn account, if you don't already take one.

To open an account, head over to LinkedIn, click Join Now in the top navigation, and yous'll be taken to the sign-upwardly folio where you can sign upwardly with your email or Google business relationship.

Then you'll be asked to enter your first and terminal name and do a quick security cheque to prove y'all're real.

On the adjacent page, you start filling out your profile with your location and nigh recent chore info.

Equally a final verification bank check, LinkedIn will send you a lawmaking to confirm your e-mail.

Now LinkedIn starts connecting you lot with other profiles. You can continue by importing your electronic mail contacts to see who y'all already know, searching for specific people to connect with, or skip these steps for at present.

Finally, LinkedIn takes you through options to add together a profile photo, download the mobile app, and follow companies relevant to yous.

Now your profile is all set and you're fix to create a company page.

Create (and start building out) your company page

Start by clicking on the Work icon in your top nav, and then Create a visitor page.

You'll select your company size and start filling out information most your company. Definitely customize your LinkedIn public URL if needed, as this volition be what LinkedIn users and search engines apply to discover your page.

You can then keep building your page with a logo, cover paradigm, and page description.

I propose including 3 things in your description:

• What your company does
• Who your company serves
• Your vision and business concern goals

Simple as that. This is a comprehensive but brief enough overview to encourage candidates to do farther research if they desire to.

Information technology's important to fill in equally many page details every bit you can—not merely because LinkedIn locks sure functions (like calculation connections) until you've completed certain fields, only likewise because LinkedIn data shows that consummate pages get 30% more weekly folio views. Plus, calculation tags and categories helps make your folio more searchable.

From there, make sure to keep your company folio regularly updated with the latest company information and engaging content, as well equally liking and sharing others' content and replying to comments on your own. The more agile you lot are, the more LinkedIn rewards y'all with lifts in appointment and placement in job seekers' search results.

For the most engagement, you'll want to aim for a consequent (ideally daily) mix of both product/service content:

• Industry insights
• Promotional content
• Updates on product/service offerings

And brand/civilization content that humanizes your brand, demonstrating your wins and that yous value your employees:

• Culture
• Company wins
• Employee Spotlights

All updates and page details should be optimized with keywords and tags to heave your LinkedIn SEO and attract relevant followers and, ultimately, potential candidates.

It'southward a lot of piece of work only it's worth it. This is the front page of your brand and potentially your candidate's outset impression of what a day-in-the-life looks like at your organisation.

As you lot continue to share content and proceeds followers you lot'll proceeds the credibility y'all need to rent great talent.

Connect with employees

If you're new to LinkedIn and don't nonetheless have any connections, kickoff with the low-hanging fruit: electric current (and, if possible, by) employees.

Permit employees know they can now list your company on their profile.

This is important considering the more pages linking back to your company profile, the better your chances of it being discovered—by a potential candidate looking upwardly an employee's contour, for instance.

Even better if the candidate is connected to the employee: enquiry shows that candidates are more than likely to consider a task when there's a first-degree connection betwixt themselves and the visitor.

If you've already established a LinkedIn presence and connections with employees, consider connecting with others in your platonic candidate's circle who can multiply your reach and go yous closer to outset-degree away.

Think that anyone can create a LinkedIn profile. To announced truly legit, you need quality connections. Don't just spam people to get every bit many connections every bit you can—choose connections thoughtfully and personalize your invitations.

And then ideally you'll want to regularly engage with your new connections, but that's some other post for another day.

Step ii: Develop Your LinkedIn Recruiting Strategy

Now that you're set upward on LinkedIn, you can offset exploring the dissimilar options information technology offers for recruiting and making a plan for which to leverage.

Start, ready parameters

If you're a seasoned recruiter this one might seem obvious, just plan to vet a limited number of candidates. This is especially of import on LinkedIn. With and so many loftier-quality candidates, it'southward easy to get carried away and waste matter time.

Lay out a very specific interview timeline and set a clear number of candidates you're willing to vet and interview. My dominion of thumb is to aim to deliver my hiring managers nearly v carefully curated candidates.

Plan outreach and prospecting tactics

We'll get into the specific LinkedIn tools to use presently, but it helps at this stage to be aware of the different ways to discover candidates so you can outset prepping your outreach templates.

There are iii principal approaches you can take:

1. Inbound: Post a job and vet responses, using LinkedIn Talent Hub to automate the process.
2. Outbound: Proactively search for and attain out to candidates using LinkedIn Recruiter and LinkedIn'southward native messenger, InMail.
3. Referral: If you lot tin get them, referrals are already vetted by way of recommendation. Tap your network for recommendations if you don't accept a huge following or advertizement budget and tin't rely on brand exposure alone.

Prep materials for your strategy

This is important so that when a job opens upward at your company, y'all're ready to go. Every bit I said, information technology's all in the prep. Depending on your called strategy, you will need:

A LinkedIn-optimized job description: Once again, contest is loftier, and then make this count. LinkedIn helpfully offers tips and job clarification templates for every job title you can think of (you'll detect these at business.linkedin.com, which includes many more than useful hiring resources).

Templates for outreach emails: These should exist customized to each recipient—you'll want to check your recipient's LinkedIn contour and speak to their unique accomplishments and why they may be a good fit for the role, for example. But it helps to beginning from a template (including an attending-grabbing subject line) for efficiency.

Templates for new hires: Once y'all've hired, you'll want to share the news on LinkedIn to raise awareness and help humanize your make. Especially if your hiring managers aren't social media experts, have templates or examples ready to utilise. Here's a good example I saw in my feed:

Now that you've washed a lot of the legwork, by polishing your LinkedIn presence and getting prepare to receive candidates, you're in a great position to finally outset posting.

Footstep 3: Mail jobs

There are both free and paid ways to mail jobs on LinkedIn. Let's become over each, from free to nigh expensive, and when to upgrade for admission to LinkedIn's premium tools.

Note that you lot could announce an open up function in a simple company update, only I haven't included that method hither. Information technology wouldn't hurt, peculiarly if y'all already have a large following, simply in my stance you're better off sharing your open up recs with targeted groups or using LinkedIn's defended recruiting tools.

Post to groups

Posting to LinkedIn groups is a great way to aggrandize your reach to (and interact with) a relevant audience of industry-specific people.

The caveat is that many of these groups have requirements to join and rules to follow to reduce spam. Merely if y'all use them the right mode, the right groups tin be a great recruiting resource. Many of them have dedicated sections for job opportunities, and regardless, provide access to a more targeted pool of talent than that of your company's or employees'.

Post a free task

When you post a LinkedIn Job Post, LinkedIn displays information technology to relevant matches across its unabridged user base, posts it to your company page, curates you a list of 50 potential candidates, and gives y'all five free InMails you lot can utilize to contact them.

You can always pay to boost a Job Post, but the gratis pick is a solid start.

To post a gratis chore, click on the Piece of work icon at the tiptop of the homepage, so click Post a job for free.

Start typing in your visitor to fill up in your company page, and the job title and type y'all're hiring for.

And so you go through options to fill in the task description, add skills to brand your job more visible to the right candidates, choose how to receive applicants (via email or external website), and add screening requirements.

That's it—you're ready to preview and post the job.

This might be all you need. I've washed LinkedIn hires where I've posted free jobs and nothing else. But if you don't get enough qualified candidates this way, or if you want to take a dual inbound-and-outbound arroyo…

Outreach via InMails

The native e-mail congenital into LinkedIn allows you lot to reach people without needing their contact details and even if you lot're not connected.

The number of InMail "credits" (sends) you get per month depends on your type of LinkedIn account. The standard account y'all signed upward with doesn't come with any credits at all. Y'all'll have to upgrade to:

• LinkedIn Premium for 5 InMails per calendar month
• LinkedIn Sales Navigator Professional for twenty InMails per calendar month
• LinkedIn Sales Navigator Team for 30 InMails per month

If you don't want to purchase actress InMail credits or only prefer regular electronic mail, use an outbound automation tool similar Rocketreach or Interseller to find contact details.

Use LinkedIn Recruiter

Every bit I mentioned before, LinkedIn Recruiter enables the outbound arroyo.

Using Recruiter (or the lightweight version, Recruiter Low-cal) you can search through LinkedIn's 700+ million users to instantly find good matches according to specific keywords.

This isn't the same as using the regular search bar. Recruiter provides additional functionality like avant-garde search filters, AI-based recommendations, a list of people who viewed your job, the total number of candidates qualified for your open up role, and a dedicated inbox for responses and majority messaging to achieve more than candidates faster. It also shows whether people are passive or actively looking. All huge time-savers.

Each Recruiter license also includes more inMail credits than you go with LinkedIn Premium or Sales Navigator:

• Recruiter starts at $825 per calendar month for 150 InMail credits per team member, plus unlimited access to every contour (non just outset, second, and 3rd-degree connections)
• Recruiter Lite starts at $119 per calendar month for xxx InMail credits per team member and unlimited admission to all third-caste connections

Once you've signed upward, only log in to LinkedIn Recruiter and create a new project to start inbound information about the role y'all're hiring for.

From at that place, you'll be asked to write a detailed chore description and add filters (similar chore title, location, skills, and other keywords) for accurate results.

One time your project is posted and as LinkedIn suggests matches, you lot tin can prioritize and save the candidates that interest you lot, track your recruiting efforts using LinkedIn's powerful analytics, and conform your campaign or job posting accordingly.

Employ LinkedIn Talent Hub

Talent Hub enables more of an inbound approach: applicants come to you. Talent Hub is an application tracking system (ATS) that helps candidates find and apply to your job ad, even pulling data from other HR and recruitment tools.

You'll demand to contact LinkedIn for pricing.

To get started, create a new project every bit you would with LinkedIn Recruiter. There are a few actress fields to make full in, including hiring manager and pipeline stages (screen, interview, offering, etc.)

In one case posted, you'll commencement seeing the number of applicants straight away.

You can drill down into other details also, like candidate activity and response rate. And Talent Hub is for your entire hiring team to utilize together, so you can interact and share top candidates, review, and provide feedback.

Do you need to utilize both Talent Hub and Recruiter?

I don't remember it's worth the toll. They're both powerful, but they serve dissimilar purposes.

With Talent Hub, you lot're relying on people coming to yous, and then it's more for companies with an established following.

On the other hand, if you lot desire to source talent yourself rather than but annunciate a position, and you have someone dedicated to managing it, Recruiter volition be your best bet. Recruiter Low-cal might be the better fit if y'all're only making occasional hires or don't have a dedicated recruiter.

Pace 4: Vet candidates

By now, y'all have a list of potential candidates to reach out to and/or a pipeline of people who have applied to your job.

You've put LinkedIn to work and made it easy to keep track of candidates. Yous've started reaching out with your templates and got some replies.

At present it's time to narrow them down.

I won't tell you how to vet candidates, equally it'south different for every company and you lot're the hiring manager. I'll just leave you with a few tips specific to LinkedIn.

Because, besides equally evaluating potential candidates' applications and responses to your outreach efforts, you'll want to wait for certain data on their contour—both to cross-reference with the candidate'due south resume, and to learn more you won't find on a resume.

It's up to you how complete a candidate's profile needs to exist, just if you're looking for serious task seekers, I remember you demand to bank check for these things at a minimum:

• A expert profile film: A professional headshot signals that the candidate is agile on LinkedIn, takes their online presence seriously, and is more professional in their arroyo to their career. Again, anyone can brand a LinkedIn profile, and a quality motion-picture show verifies the person is worth learning more about.
• Function descriptions: The person'due south electric current function, at a minimum, should be on the tape and upwards to date, even if they are in betwixt jobs. Look for thoughtful descriptions of current and previous responsibilities and specific skill sets, and cross-check with their application, resume, and references.
• Number of connections: A good number of connections is a sign of people'due south trust. They don't need to have 500+, but I'd look for over l to verify a profile's legitimacy.
• Endorsements and recommendations: These are like shooting fish in a barrel enough to procure from former employers and coworkers, and such an of import differentiator, that I think every profile should have them. Look for keywords that lucifer your requirements.

Tip: Use Private Fashion to take your fourth dimension checking candidates' profiles anonymously, past clicking the arrow under your contour moving picture and going to Settings and Privacy > Visibility > Profile viewing options and selecting Individual mode.

If you lot're using LinkedIn Recruiter or Talent Hub, remember that you're collecting valuable information every step of the mode. Go on using their analytics and tracking features to measure out your progress and optimize your recruiting efforts appropriately.

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Source: https://www.quicksprout.com/how-to-use-linkedin-for-recruiting/