5 Ways to Innovate Your Talent Attraction Strategy through LinkedIn

With the rise of LinkedIn and other social media platforms over the last decade, candidate and company social media presence has naturally increased. The online recruitment landscape has vastly changed and is constantly evolving. Recruitment has changed in that candidates can now view jobs available for them quickly and effectively. Unlike spending hours scanning job descriptions, uploading CVs and cover letters, candidates can now have things conveniently sent to them based on keywords they’ve chosen. In turn, companies can post an ad that is seen by thousands and reach new candidates in minutes. You therefore need to be utilising this to stay ahead of competitors.

As well as finding candidates, LinkedIn is an essential tool for personal and company branding, connecting with others in your industry, and gaining knowledge and insight from your network. The platform has fundamentally changed the recruitment industry, adding a new method to seek out and find talent. However, not everyone is using it to its full potential! As a recruiter, networking and connecting with new people to manage your talent pipeline can boost your success with just a few steps. We’re sharing our tips for recruiters to use LinkedIn to its full capability.

Get LinkedIn Premium

LinkedIn has given recruiters access to practically all the information they need for effective search, providing access to market intel not normally freely available. There are different options for you to upgrade your LinkedIn account to, such as Premium or a Recruiter account. These incur cost but make a big difference when performing highly targeted searches, as well as InMail messaging and profile viewing with other game-changing insights. 75% of recruiters have said they were more successful after upgrading to a recruiter package (Itris, 2022), can you meet targets without this key feature? However, it’s important to consider your industry and candidate base – are they active on the platform? Will they be responsive to recruiter messages? These factors might outweigh the cost of upgrading your account, depending on the roles you’re hiring for.

Showcase yourself and your company 

Building your personal brand, demonstrating your capabilities, and showcasing what your company stands for can help foster a connection with your candidate pool. When candidates/ followers engage with your profile and see you’re not a boring recruiter bot, you’re setting yourself up for success. To increase the money you make from LinkedIn, you need to engage more candidates before inMailing people. This is so they are aware of who you are and want to work with you versus your competitors.

 Ways to build your personal brand include:

  • Complete your full profile – e.g., upload a clear, friendly profile photo and complete your sections
  • Make the right connections
  • Post regularly – be vocal!
  • Engage with others
  • Link posts back to your company

Post on groups

Posting your vacancies into relevant groups can increase your reach, engagement and therefore applicants. Be careful to not spam groups with jobs! It’s very important to still engage with others and contribute your knowledge to groups, otherwise you’ll look like you’re only there to make placements.

Engage with passive candidates 

Passive candidates have not applied for your role and are not searching for a job, but this doesn’t take them off the market! Your ads will be seen by both active and passive candidates, so you should still engage with both. Engaged candidates have a higher InMail acceptance rate compared to candidates open to work. Therefore, a passive (but engaged) candidate may be more likely to accept an InMail over an open to work candidate. However, open candidates are still 2x more likely to respond, depending on how engaged they are with you. Sourcing passive talent isn’t always the solution though, it’s important to recognise when a role needs specialised passive skills. Many roles are still quickly and successfully filled with active candidates – it’s finding the balance between them.

Align your search and pipeline in one place

Using recruiter tools such as ‘projects’ on LinkedIn can make your job a lot easier. You can create a project in LinkedIn Recruiter for each role you need to fill. Save a job to a project after you’ve posted through LinkedIn Recruiter. Applicants are automatically added to the Talent Pool tab in your project that the job is associated with. Simply follow the steps below:

  • From the Recruiter homepage, move your cursor over Jobs at the top of your Recruiter homepage and select View all jobs.
  • Click the title of the job. You can use the search bar and filters on the left to locate your project.
  • Click the Project settings tab.
  • Click link job post to a project next to Shared applicants at the bottom of the page.
  • Click the textbox under Project name and select your project from the dropdown.
  • Click Link job post.
  • To view your job applicants, click the Applicants button on the Talent pool tab of your project.

Social media is here to stay. Social media recruiting is in full swing, and you need to keep up. The potential of LinkedIn can’t be ignored. By using these tips, you can build authentic, trusting relationships with qualified professionals and therefore increasing your chances of making worthy, quality placements and making a difference for your clients and candidates.

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Elle Butler

2nd November

Hiring Advice Career Advice Industry Insight