Recruiting staff does not always have to cost money and a little creativity can go a long way. You could of course use free job boards, but job boards are only actively viewed by job seekers. You want to reach as many candidates as possible and not just focus on those who are actively looking for work. This is where recruiting via LinkedIn comes in. LinkedIn can ensure that you get a larger reach and you can therefore reach non-job-seeking candidates. In this blog we give you 5 tips to get the most out of LinkedIn.
1. Create a company page
This may sound like a no-brainer, but it’s often forgotten. By means of a company page you can promote and sell your brand. On this page you also give nice updates about the company and promote the vacancies that are online. A good start is half the battle, or so they say, so first invite your connections to like your page. This way you get followers who are actually interested in you and your company. It is also possible to create a career page via LinkedIn. However, this does come with a price tag and is only sensible if you have a large recruitment budget.
2. Know when to post
To get as much reach as possible, you need to understand the algorithm and people's behavior on LinkedIn. We have already done the preliminary research for you and this has resulted in the following data: more than 60% of the vacancies get posted on Monday, Tuesday and Wednesday. Most candidates start looking for a new job on Monday. In the month of January, there is also a high activity, as people want to start a new career at the beginning of the year.
Your company page also has statistics of its own. Use these to find out what your followers find interesting, which contributions are doing well and where your followers come from. If you act according to this, there is a good chance that your reach will also increase.
3. Deploy your staff
On average, a LinkedIn user has about 350 connections. This number also applies to your staff. Therefore, ask them to follow your company page and to like and share as many contributions as possible. After all, your staff are the best ambassadors for your company!
4. Emphasize what candidates want to know
If you post a contribution with a vacancy, you do not want an immensely long text. That is why it is good to think about what a potential candidate finds interesting to read, and then click through to the entire vacancy text. Research has shown that candidates pay attention to three things: What will they do, how much will they earn and do they meet the qualifications. So your post will focus on the tasks they will be doing, where the job is, and whether they directly meet the qualifications. The more specific your post, the better.
5. Use plain language
We understand that you want to spice up your vacancy text by using terms such as: 'Code Ninja' or 'Marketing star', but this often backfires. Candidates seek clarity and do not describe themselves that way. As a result, the candidate is not tempted to read the vacancy text. Of course this differs per job. A potential candidate for a creative job may after all be stimulated by this. Always stick to the 'tone of voice' of your company, so that it remains as authentic as possible.
LinkedIn is a big platform and you should look for means that fit your company. So in the beginning you will have to analyze a lot of statistics to determine what works best and what does not. There are also companies that are happy to handle this job for you, such as TheRecruitBoosters. These LinkedIn experts ensure a continuous flow of warmed up leads and candidates in OTYS. They give your organization a boost and find new clients and candidates for you via LinkedIn. To find out more about TheRecruitBoosters and what they can do for you, click here for more information.