10 Ways to Improve your LinkedIn Recruiting
Topic: 10 Ways to Improve your LinkedIn Recruiting
Date: Wednesday 12 June 2024
Time: 12:00pm – 12:30pm AEST time (UTC+10)
Venue: Zoom
Recording: Was sent to everyone who registers to attend and is below
This event is designed to help you improve your LinkedIn Recruiting and is the 33rd event in the LinkedIn Insights Webinar Series.
There are several items below including:
- video recording
- PowerPoint slides
- LinkedIn Event page for networking
- comments from the chat in the webinar
- feedback from the webinar
- reviews after the webinar
- follow up personal assistance
- how to say thank you Sue
- engage on social media
- upcoming and past presentations, recordings and publications
- latest offer access
The LinkedIn Event Video Recording
The LinkedIn Event PowerPoint Slides
10 Ways To Improve Your LinkedIn Recruiting By Sue Ellson Independent LinkedIn Specialist
Here is a Summary of the PowerPoint Slides that you can copy/paste into a Word Document and print on paper as you go through each task.
- Complete your LinkedIn Profile
- Complete your LinkedIn Page
- Review LinkedIn Resources
- Consider AI Tools
- Create a Job Listing with Salary & Benefits
- Create a Referrals Strategy – Employees & Others
- Create a Search Strategy – including Google Search
- Create a Processing Strategy – including Thank You
- Manage your Selection Process & Managers
- Learn and Iterate
1. Complete your LinkedIn Profile
– complete all possible sections and decide how you want to be contacted – include in Contact Info and About Section
– add your phone number to your account
https://www.linkedin.com/mypreferences/d/manage-phone-numbers
Recommend
Up to 90% of jobs are not advertised so if you are reaching out to people directly, decide if you want to be ‘Visible’ or not when you view their LinkedIn Profile
https://www.linkedin.com/mypreferences/d/profile-viewing-options
Review
https://sueellson.com/blog/10-ways-to-improve-your-linkedin-profile
https://sueellson.com/blog/linkedin-for-recruiters-headhunters-and-executive-search-professionals
2. Complete your LinkedIn Page
– complete all possible sections and ensure you post there once or twice a week and respond to Activity
– ensure you have at least three Super Administrators
Recommend
Secure at least 150 Followers so you can create a Newsletter to keep in touch regularly
https://sueellson.com/blog/10-ways-to-improve-your-linkedin-newsletters
Review
https://sueellson.com/blog/10-ways-to-improve-your-linkedin-page
https://sueellson.com/blog/10-ways-to-improve-your-linkedin-business-results
3. Review LinkedIn Resources
https://www.linkedin.com/legal/user-agreement
https://www.linkedin.com/legal/professional-community-policies
https://www.linkedin.com/business/talent/blog/talent-acquisition
https://www.linkedin.com/business/talent/blog/product-tips/using-linkedin-recruiter-tips
Use Newsfeed link or Create account to post jobs https://www.linkedin.com/talent/recruiter
4. Consider AI Tools
“LinkedIn Recruiter, for example, can help talent professionals with AI-assisted messages, follow-ups, job targeting, job posting, and search, as well as insights that compare key hiring metrics for InMail, jobs, and usage. Already, candidate outreach messages drafted with AI-assisted messages have seen a 40% increase in InMail acceptance rates compared with messages that AI didn’t touch.”
Recommend
https://www.linkedin.com/business/talent/blog/talent-acquisition/how-gai-can-help-recruiters-beyond-basic-prompts
Next Role Explorer
https://www.linkedin.com/pulse/grow-retain-your-talent-new-career-development-internal-jill-raines-dditc
5. Create a Job Listing with Salary & Benefits
– ensure you mention Essential Skills (not necessarily every skill) and be very clear about the reality of what you need, especially if there is a shortage of candidates
- ensure you mention salary and benefits, especially for candidates who may be referred but are not actively seeking a new role
“Salary information is incredibly important to candidates, with data revealing that job ads on SEEK that show a visible salary receive on average 47% more applications than those that don’t.”
https://www.seek.com.au/employer/hiring-advice/why-its-important-to-include-salary-in-your-job-ad
Recommend
Open Hiring – but be ready to ‘fire’ if not suitable https://www.news.com.au/finance/business/retail/the-body-shop-adopts-bold-new-recruitment-plan-in-place-of-traditional-resumes-and-references/news-story/79d87dc05b25a9660fa19d23fa9b5d96
6. Create a Referrals Strategy – Employees & Others
– are current employees aware of the vacancy BEFORE you advertise the job?
– can family and friends of employees make any recommendations? (cultural fit)
– entry level candidates – reach out to lecturers, student groups, professional associations and message with the link to the job and ask for applicants
– ask for referrals from people with similar skill sets (either locally or elsewhere) and ask for referrals
– consider LinkedIn Groups but also manage your referral channels (particularly if you are in a niche recruitment role for more than three years)
Recommend
Ensuring everyone is added to LinkedIn and your CRM and include the LinkedIn URL in the CRM (Can save Profile to PDF)
7. Create a Search Strategy – including Google Search
– within LinkedIn Search (including Services)
– within LinkedIn Recruiter and/or Sales Navigator
– within Google Advanced Search and search the entire LinkedIn.com database (mostly)
https://www.google.com.au/advanced_search
– remember many people do NOT complete their LinkedIn Profile and we can’t be sure how much content and how many skills are included and it may be affected by their behaviour on LinkedIn
– be conscious of work-close-to-home candidates (some employers are doing this to encourage work-at-office)
Recommend
Be very clear about what is MOST important in your recruitment process and do this in a timely way – paying for a job ad to go ‘further’ doesn’t guarantee better candidates
8. Create a Processing Strategy – including thank you
– whilst LinkedIn offers a variety of ‘automation’ tools, never underestimate the power of inviting candidates to connect, invite them to follow your enterprise on LinkedIn and social media (provide links) and advise what will be happening and where they can click to see the latest information for that job (ie applications are in process, final interviews occurring, candidate selected, other vacancies, careers page on website) so even if they miss the message, they can click the link and check.
– most candidates do not receive ANY correspondence, so a personal message can create a great memory and a possible future candidate or referral in the future
Recommend
Your recruitment strategy needs to respect every candidate’s time, energy and experience. For each role, six candidates for phone or video interview, maximum of three for final interview and consider a nominal payment for their time https://www.linkedin.com/pulse/pay-job-candidates-interviews-say-what-sue-ellson
9. Manage your Selection Process & Managers
– AI tools can be ‘fairer’ when sorting applicants or doing an interview analysis
– be aware that the future manager may not have the recruitment skills the candidate expects
– make sure their LinkedIn Profile is up to standard so candidates doing their due diligence can see a good fit
– ensure that they give you a good briefing and do not bring up any ‘surprises’ during the selection process
– decide on the Connection strategy with candidates but also consider looking for ‘Services’ rather than a new hire
– decide how you will ‘complete’ the recruitment and onboarding process (there may be ‘updates’ your enterprise recommends for new hires)
Recommend
Understanding ‘who does what’ is essential in the entire recruitment process
10. Learn and Iterate
– what did you ‘learn’ every time you go through the recruitment process (with or without a LinkedIn Job Advertisement)?
– what could you improve going forward?
– did you seek feedback from applicants or gather any new data or insights through the process?
– remember that you will need to have an ‘offboarding’ process when the person leaves the enterprise (and possibly remove their access to the LinkedIn Company Page)
– recruiters will potentially have their own ‘gene pool’ of potential candidates that you may not ‘find’ via LinkedIn
Recommend
Be aware that some roles are simply not suited to a LinkedIn Recruitment Strategy but that future employees will check you out on social media
The LinkedIn Event Page for Networking
The event on LinkedIn https://www.linkedin.com/events/7191669667944407043 shows you who registered to attend for 12 months so you can network away to your heart’s content!
Comments from the Chat in the Webinar
As a candidate, seeing the expected remuneration in a job post makes a lot of difference! And I would also add a clear and specific description of the essential criteria vs. desired/optional skills
Thank you
Thanks for a great session. Bye for now
Thank you Sue, for your ongoing engagement and making a real impact by sharing useful tips.
Thanks again Sue
Thank you
Thanks Sue, great refresh
Great session! Love to see the recording!
thx
Thanks Sue!
Thank you
Thank you very much!
Thank u.
Feedback Survey – What has been most helpful to you from this webinar?
Great session. It was straight to the point with great tips. Thank you.
Honesty and live scenarios eg links to pages and content
Advice on what to include in job ads, especially the salary range. Paying people you interview – great idea!
The advice was helpful.
As a job seeker, I found it helpful to know that I don’t need to have 100% of the job requirements on a job advertisement. I’m currently trying to change careers, but finding the long lists of requirements and the need for years of experience to be very daunting.
All the quick tips for candidates, plus being able to see some of the pain points that recruiters face.
Access to free LinkedIn Learnings in Australia
Feedback Survey – Any other comments or suggestions?
Nothing at this stage- I’m going to look at your other recordings to get my own page up to date – you never know when someone is looking at you 🙂
Great concise webinar with lots of helpful suggestions. Thank you for all the additional links to webinars and articles.
You covered a lot in a short amount of time, but I’m sure that means there was something for everyone with a diverse audience, thanks for sharing your insights.
I’m surprised at the fact that recruiters don’t find great candidates easily. In IT Project Management or Change Management there is a strong over supply of candidates.
Presenter was very good. Straight to the point with relevant material and answering questions.
Reviews after the Webinar
Thanks Sue for the webinar all the practical tips and extra resources. Lots of great reading and advice as always. (Message via LinkedIn)
Thank you for the informative training session you ran today .. I have many notes, take-aways and items to action out of the session. Would highly recommend your Courses. Thank you again! Tanya Anderson
The webinar was very informative. Thanks Sue Faeze Emami (Google)
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