Utilizing LinkedIn to Find Great Candidates
LinkedIn is a fantastic resource if you’re prospecting for candidates.
With more than 330 million professionals in one place, prominently displaying their job experience, the social network is unmatched as a resource. In addition to quickly seeing prospects’ skills, education and experience, LinkedIn also has recommendations, testimonials and the latest updates or bits of content professionals want to share.
Importantly, LinkedIn allows for recruiting new workers outside of unemployed professionals or graduates who send in an application. Surveys have shown an overwhelming majority of employed professionals are willing to entertain job offers from other companies.
Listed below are just a few of the many ways your organization can use LinkedIn to source talent.
Use groups to grow a talent pool
LinkedIn groups are perfect for developing an online community of potential applicants. In a group for your company, you can maintain the interest of current and potential future employees by posting relevant content, surveys, questions to stimulate conversation and job openings.
However, it’s important not to create a LinkedIn group just to spam it with job postings and press releases. Instead, you should be giving value to your group members by sharing great content and engaging in stimulating conversation. By doing this, you are expanding you company brand, building trust with prospective applicants and giving group members a taste of your company culture.
Conduct targeted searches
The best, and probably most popular, use of LinkedIn to recruit talent is by conducting targeted searches. LinkedIn allows you to search based on years of experience, certifications, specific technical skills and even soft skills like leadership ability. While an initial preliminary search could produce hundreds of returns, a secondary search allows you to narrow down your results to find the ideal candidates.
Reaching out to candidates
Once you have identified candidates with the background you are looking for, you can start figuring out which ones are actively looking for a new job. Some professionals, especially those who are unemployed, might say they are actively searching in their profile headline. Those who are actively looking should be contacted via InMail.
Passive candidates are individuals who are not actively on the lookout for jobs, but I am not saying that they aren’t willing to talk about an opportunity if they were contacted with one.
Passive candidates should be first contacted with the intention of building a relationship. This can be done by mentioning something they recently posted or congratulating them on a recent achievement. If they respond positively to this initial message, a follow-up inquiry should then be used to see if they are open to the possibility of a new job with your company.
Ask for referrals
Elite professionals often travel in the same circles, and for that reason, asking your contacts for referrals can be a great approach to landing highly-talented prospective applicants. If you believe it is too arduous to dig through all the LinkedIn profiles on the market, asking for referrals is a great way to cut through the clutter.
At Labor Temps, we use social media to both identify top talent for our clients, as well as build up a pipeline of talent for companies that need to hire a skilled professional right away. Please contact us to learn more about how we can help your organization.