Finding an appropriate candidate for your organization is challenging. Posting an ad in leading newspapers doesn’t work anymore because your candidates are least likely to read newspapers instead they are more active in other places. The internet has changed the way how people find jobs. Think of social networking sites, job boards, networking platforms, and more.
LinkedIn is the leading social networking platform that’s specifically used by businesses to find candidates and candidates use it to find jobs. Statistics show that as much as 95% of HR practitioners use LinkedIn to find candidates.
The big question is why?
Why recruiters bother using LinkedIn for searching and hiring candidates?
Why not any other social networking site?
Here is the catch…
LinkedIn has more than half a billion users. These users are from over 200 countries, has data of more than 9 million companies, and lists over 10 million job posts. LinkedIn has over 250 million monthly active users. This makes LinkedIn a hub of human resources which happens to be the topmost active job functions.
LinkedIn is made for businesses and the fact is, you will not find professionals in such massive numbers on any other social network. LinkedIn makes money by selling subscription services to human resource professionals who use it to find and hire candidates.
So LinkedIn is primarily made for human resource professionals and that’s the number one reason why you should use it to find the best candidates for your business.
The guide below will show you how to exactly do it like a pro.
1. Have a plan and objectives
You don’t have to use LinkedIn just because it is used by every other company in the town or your competitor has used it to hire an expert.
That’s not how it works.
You should use LinkedIn when you are sure of the fact that you will be able to find an ideal candidate there. Most businesses and human resource professionals use LinkedIn constantly so that they don’t miss suitable candidates.
Whatever your strategy is, make sure you know it.
Have a plan.
Do you need a single candidate for an open position?
Do you need to spy on your competitor’s workforce and bring them on board?
Do you intend to connect with any suitable candidate without any open position so that your competitors don’t hire him?
You should have a clear understanding of what exactly you need from LinkedIn and what’s your primary objective.
This will make your life easier.
2. Search for candidates
Searching candidates on LinkedIn is the name of the game. The best fit is already out there, you just have to find your ideal candidate and that’s where you need to spend some serious time.
There are multiple strategies to find the best candidates for your business.
Use advanced search
This should be the first step. LinkedIn advanced search is amazing as it provides you with several features that you can use to find appropriate candidates from any part of the world.
You can use keywords, title, school, location, connection type, industry, experience, groups, interests, and more.
When using the advanced search, stick with your objectives. You might be interested in hiring someone from a specific company (perhaps your competitor). The idea is to narrow your search so that you don’t end up spending weeks playing with the advanced search.
This is where objectives will help you as they will provide you with a layout of how exactly you are supposed to use the search feature and who you should search for.
Employee referral is one of the best ways to recruit new candidates. Statistics show that 80% of human resource professionals say that the best channel to hire new candidates is by employee referrals.
LinkedIn Referrals is a LinkedIn exclusive product that’s created specifically for recruiters so that they can benefit from the employee referrals. It identifies your employees on LinkedIn and their contacts. Your employees can refer suitable candidates for open jobs directly from LinkedIn. You can use this feature to reward employees who refer candidates.
Better yet, LinkedIn identifies suitable candidates who are connected with your employees for any open jobs that you have. Your employees are notified of all the suitable connections for a job and they can then refer the best ones, and move on.
This is one heck of a technique that you should never ignore.
Open Candidates is yet another LinkedIn feature that lets you take hiring to a whole new level. Any LinkedIn user can use this feature to indicate recruiters that he is interested in a new job and is open for offers.
According to LinkedIn, more than 3.4 million LinkedIn users are using this feature which means there are people out there who are interested in new jobs. This can be viewed from a candidate’s profile if he/she is open for new jobs or not.
3. Tools to supercharge your hiring process
The best candidates are hired immediately. They don’t sit idle for weeks. So you have to react quickly if you are interested in hiring a candidate. Else, your competitor(s) might take the lead.
- Softwares are crucial to working better and faster, first of all, you need a recruiting CRM can be a simple sale CRM like Salesforce or Pipedrive or something more sophisticated that combine a CRM and an ATS some example are Zoho recruiting or Bullhorn.
- Now is time to start seeking candidates and as mention before LinkedIn is the best place to start with.
- But how to import possible candidate from LinkedIn to your CRM/ATS or even in an excel file with copy and paste westing hours per months?
- This is where LeadSwami can help you. It lets you connect LinkedIn profiles with your CRM tool. It fetches all the data from any LinkedIn profile (such as name, address, email address, location, job title, company, etc.) and stores it in the database which you can hook with your CRM tool for further processing.
LeadSwami helps you create your own directory of suitable candidates. All you have to do is open their profile and that’s it. Once you have the details of a candidate, you can reach out to him before your competitors.
This isn’t all, you can create a directory of multiple candidates for future use, you can send them emails about your company to develop their interest, and more.
It all comes down to how you use it for recruitment after you have identified a suitable candidate for an open job. Here is a complete guide on how to collect a single profile data with LeadSwami.
4. Interview and hire
After you have reached out to a suitable candidate after collecting his details with LeadSwami, you can proceed with the interviewing and hiring process.
As soon as your request is accepted by the candidate on LinkedIn, you can collect his details from the profile and you can reach out immediately.
It is best to send a quick email and schedule a telephone interview. If you get the phone number from the profile, don’t hesitate to call. The earlier you do it, the better.
Don’t waste time after you get details from the profile of the candidate.
However, if you are just creating a directory for candidates, you should send an introductory email to all the new prospects. This can be done automatically by connecting LeadSwami to Zapier.
LinkedIn is your best bet for finding the best candidates for an open post in your company. You can find any type of candidate based on your requirements.
The way how you use LinkedIn to search new recruits is critical. LinkedIn is available to every business but not all of them use it equally well. Some do it better while others struggle.
This guide will help you do better than most of the recruiters out there.