Social media constitutes a reliable and attractive tool for company promotion. Businesses increasingly reach their customers and build brand awareness through social networks.
Can you use social media to find good employees?
Of course! Here are some effective ways for moving your recruiting process to social media and finding best candidates!
is one of many social media platforms used by people with significant positions, primarily in such industries as accounting, marketing, finance, management, outsourcing, HR and IT. The unique functions it offers enables companies to acquire customers, present company culture, and to check the references of prospective business partners. As such, it is a popular way of making contacts when we are interested in recruitment.
While most of the functions remain free, some more advanced require additional payment.
Including LinkedIn as part of the hiring process
helps you to maximise the opportunities of finding qualified candidates that meets all the company’s needs, while minimising the time required to achieve this[1].
HOW HIRING MANAGERS FIND POTENTIAL EMPLOYEES ON LINKEDIN?
The number of people on LinkedIn and the links they establish with other members continues to grow, making it the most popular social media tool for recruitment purposes. In 2017 it was being used by as many as 87% of recruiters[2].
Some say, that LinkedIn is an is an equivalent of traditional job fairs
but on global scale and with many job boards and job openings – with wide top talent pool. You might think, that you need to utilize niche job boards to find quality candidates, but before that, let’s check if you use good recruitment strategy.
HIRING PROCESS VIA LINKEDIN
We can observe six trends in recruitment, allowing more effective use of this open-access database of professionals:
Creating a job posting:
publishing a job postings, even as a post, with a description of the type of candidate we are seeking is certainly the simplest solution to get attention of potential job seekers. The members of our contact network already understand your company’s needs and company culture, and may help in searches. It can be also used as employee referral program.
How to to increase the visibility of the job post?
It may be shared by our current employees who also have a LinkedIn account. Their likes also increase the reach of the published job postings, allowing them to reach a wider range of recipients, including passive job seekers. You can improve the results by republishing the inquiry several times a week, at different times of the day[3].
Remember to:
create compelling job descriptions and use employee referrals to make it more attractive.
Update the company’s status:
you can also include a description of suitable candidates on the company profile, as well as present your existing employees. That allows you to share it with anyone who follows the company. If you have configured the company profile well, this will include people interested in working with you. They can then respond to the job ads you publish[4].
Remember to:
always put information about open positions, with full job descriptions. In generall, think about it as a part of your employer brand.
Check who is following your company:
if you are serious about filling a position, it is worth checking out who is following your company’s account. It may include someone with excellent qualifications, and as a follower they have already demonstrated an interest in your company[5].
Remember:
this strategy will not reach passive candidates, but for sure can help you achieving recruitment goals. Make it as a one of your recruitment strategies!
LinkedIn Recruiter:
using the LinkedIn Recruiter service is one of the most proactive methods to recruit candidates. It is a paid service, but very effective. It allows you to narrow down the search results to a specific area, industry or keywords to identify potential candidates.[6]
A useful feature is the ability to create a search based on relevant indicators of the top candidates.
After entering the first and last name of someone who would be an excellent employee, LinkedIn then displays the profiles of most similar talented candidates in terms of qualifications and experience to the indicated person’s profile[7].
Search alert:
LinkedIn Recruiter tool offers the option of saving searches with the filter settings and keywords used. Thanks to this, you and your hiring team, can use LinkedIn to perform a new search for potential candidates every 24 hours, and you will then be automatically notified when any new, interesting results appear[8].
Remember:
such regular alerts minimises the risk of missing out on the perfect candidate.
Job Board:
The last and yet most obvious method – publishing a job offer on LinkedIn Job Board. Once published, online job boards remains available to potential candidates based on their search preferences. Use this paid tool to edit the company profile, organise recruitment tasks, review sent applications and answer them. Analytical data is also available to your recruiting team, showing who has been viewing the offer in real time. In this way you can quickly find their profile and check the relevance and accuracy of their information[9].
VERIFY CANDIDATE’S COMPETENCES DURING RECRUITMENT PROCESS!
LinkedIn, combined with the classic recruitment process, opens up new opportunities for recruiting strategy. However, regardless of the hiring strategy, checking that the candidate’s skills and competences are very important during interview process. Depending on the job, this may involve conducting interviews, sending recruitment tasks or verifying the accuracy of the references[10].
LANGUAGE AUDITS AS A PART OF RECRUITMENT STRATEGY
For recruiters and employers who need to verify a candidate’s language skills, Skrivanek language school has prepared the Focus Audit Tool, that can easily by applied as a part of recruitment strategy. This allows online, independent and reliable assessment of job candidates ability to use foreign language.
Focus Audit Tool checks each of the basic language competences:
– grammar structures knowledge,
– vocabulary use,
– reading,
– writing,
– speaking.
Language audits can be conducted for over 30 languages.
Thanks to Focus, you can be sure that the person you intend to hire meets your expectations in terms of foreign language proficiency, with everything done remotely and quickly – and the results are delivered within 24 or 48 hours. We also use simplified applicant tracking system.
Let us be a part of your effective recruitment strategies.
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[1] https://blogs.constantcontact.com/how-linkedin-can-help-you-find-your-next-great-employee/
[3] https://blogs.constantcontact.com/how-linkedin-can-help-you-find-your-next-great-employee/
[5] as above
[6] https://blogs.constantcontact.com/how-linkedin-can-help-you-find-your-next-great-employee/
[7] https://www.linkedin.com/help/recruiter/topics/1003/1015/68099
[8] https://www.linkedin.cn/help/recruiter/answer/1758
[9] https://www.salesforce.com/ca/blog/2016/06/find-great-employee-on-linkedIn.html
[10] https://www.salesforce.com/ca/blog/2016/06/find-great-employee-on-linkedIn.html