Introduction to LinkedIn
For recruiters who want to reach the widest audience possible, there are few better options than LinkedIn.
You’ve almost certainly come across it before – like a kind of Facebook for business, it allows professionals to network with others and promote themselves and their company. It also features comprehensive CV-style profiles, making it a great tool for those looking to take on new talent.
How many million in each country on a world map
LinkedIn and Facebook comparison
LinkedIn for Recruitment
Businesses can have profiles on the site just as easily as individuals, and what’s more, LinkedIn includes a full-featured job portal so vacancies can be advertised and applied for quickly and easily without needing to leave the site.
LinkedIn is really an invaluable resource for recruiters and candidates alike – it’s far and away the top social network for work, with 94% of recruitment consultants having a profile on the site. To get a sense of its volume, consider that
there are well over 300mn users worldwide, and more than 16mn in the UK, meaning about a quarter of the country’s population is signed up. Around 40% of users make a point of checking it every day – that includes finding content on groups and articles, conducting company research and of course, looking for jobs.
Reaching the right candidates
Recruiting through LinkedIn can be free, but LinkedIn are very good at limiting what you see without shelling out for a recruiter’s licence or a dedicated partnership. Blue Octopus pays a large annual fee to have full access to the platform, which allows us to target ideal candidates that could be passive or active jobseekers, while still remaining cost-effective for our clients.
The hiring potential of LinkedIn might not be fully understood, so here’s our guide to getting the most out of the platform when it comes to recruitment.
Promote yourself with company pages
Employers don’t just choose candidates; candidates choose them, and so a company’s LinkedIn presence needs to be strong. If would-be applicants get a bad impression of an employer, their decision to apply to someone else could potentially deprive that company of a great team member.
As stated, you can create a company page to represent your organisation on the site. Prospective candidates will probably come here to see what you’re about so it’s important that it’s updated regularly as well as set up correctly in the first place.
LinkedIn is quite good about walking you through all the steps necessary to fill out your profile. Make use of the options for graphical banners and linking back to your company website. Once it’s up, encourage your colleagues to link to the page by updating their own profiles.
HR Tips: It’s best practice to put out regular updates on your company page, with images and videos. If you’ve a company blog it should be enough to simply link to each post you make.
Additionally you can encourage your staff to share and ‘like’ these posts so that they reach a wider audience.
Make your brand stand out
A company page is a great start, but if you want to go further, you can add on a careers page in order to give a little extra insight into what it’s like to work for your organisation. If you have a large volume of vacancies to recruit for, you’ll find this a particularly useful feature (but please bear in mind that you will have to pay LinkedIn for job slots, which can be costly).
There are really no rules for what you’d want to put on here – it depends a lot on your industry and the size of your business – but for inspiration you might look at the careers pages of such organisations as Microsoft or Oxfam. Video interviews with employees, and acknowledgements of work well done, make for great content.
Advertising your jobs on LinkedIn
Now that you’re on LinkedIn and looking good, you can start advertising roles. Here you have two options: you could simply put out information about vacancies as updates, with links back to
your own job portal. This will lead visitors to your page with the knowledge that you’re hiring, and it’s an approach with the advantage of being free of charge though it takes time. But if you have
even a small recruitment budget, you will probably be best served by using LinkedIn’s dedicated job search and application system.
By placing an ad in LinkedIn’s own job portal, you will be able to get your ad in front of jobseekers searching the site – rather than just those who thought to follow your page. Though there is a placement fee, this could actually work out as the cheaper option as you may decide you don’t need to host your own job portal but instead rely on LinkedIn’s. The price drops when you pay for several ads in advance too.
When you start to create an ad, your company description will be already filled out using information from your company page. However, it’s best to at least tweak this to make it particularly relevant to your targeted jobseeker.
From here, you can take on advice relating to creating a job ad in general – try to make the text reflect your brand, and use industry standard terms rather than buzzwords (“C++ developer”, not “coding wizard”) for searchability and clarity.
Users will be able to search by location, industry, level, pay grade, keywords and more, so make sure these are all fields that are filled out in your ad.
Recruit passive candidates - Act like a Headhunter
There’s nothing wrong with just setting up ads and firing them out – and if you’re getting good candidates in return, you could stop there. If you want to improve the quality and number of your applicants however, you can reach out to passive candidates.
These are people who aren’t necessarily looking for work, and may already be in a job they’re happy with. That doesn’t mean you can’t play headhunter and poach candidates away by making a better offer!
LinkedIn’s privacy settings make it hard to see the profiles, or even full names, of someone you’ve never worked with, and if there’s no connection you may find it hard to message them as well. Every user has control over their privacy settings, and while jobseekers commonly open up their profiles in order to make them more searchable, somebody who is secure in their job may have locked it down. So in order to find the best talent, you’ll need to do some networking first.
Join groups related to your sector (LinkedIn has over 2 million in total) and just as importantly, your area. You can also look on company pages for your competition if this is the route you want to go down. Finally, the site allows you to search for users by company, location, sector, keywords and other categories so you’ll soon be able to find quite a few professionals of the calibre you’re looking for.
Once you have your shortlist, you can set about messaging them using LinkedIn’s messaging system, InMail. The site charges for the privilege of sending messages to strangers, but the expense more than makes sense if you get the hire you want.
Don’t worry, we’ve got it covered!
If you really can see the benefits of LinkedIn but dont have the time or budget to take it on, then don’t worry we can help you with that!
Blue Octopus has joined forces with LinkedIn to further increase the quality of the candidates that we attract. This investment will allow Blue Octopus to become a larger influence on LinkedIn and CV search with focused specific filters. It will also allow Blue Octopus to attract passive candidates which could be perfect for your roles.
As part of each campaign and if the role is applicable to LinkedIn, we’ll look to place your role(s) with our Recruiter Job Slots. The Blue Octopus Team will also be able to freely CV search through LinkedIn and interact with passive and active candidates, just like head-hunters do!
This advanced method of CV searching will ensure that a greater quality of candidate is selected on LinkedIn through a range of specific search criteria.
This new established package purchased from LinkedIn will ensure that the Blue Octopus service are at the highest quality and even those hard-to-fill roles will be an issue of the past.
Benefits of the partnership - What does this mean for you as a client?
• Blue Octopus can now reach candidates that other recruiters cannot!
• Blue Octopus can now target passive candidates!
• Blue Octopus can now target candidates through a large range of criteria!
• Blue Octopus now has a dedicated careers hub!
• Blue Octopus now has targeted adverts throughout LinkedIn!
• Blue Octopus now has a range of job slots for advertising vacancies!
• Blue Octopus will have an increased influence on LinkedIn!
Get in touch! Blue Octopus is an online recruitment company that can handle any hiring challenge our clients throw at us!
To find out more about what Blue Octopus can offer you as a client, book a demo or request our brochure