Recruiters today have the opportunity to refine the selection on lists of candidates and to have useful data to personalize the dialogue with candidates thanks to the tools and features offered by LinkedIn.
HR Managers increasingly use social channels for personnel search activities.
The same phenomenon is also recorded for those who are looking for a job.
What is rapidly changing the habits and methods not only of candidates, but also of those involved in recruiting is the affirmation of digital channels, which are now part of our daily lives in our private as well as professional lives.
How is the world of recruiting changing, what role do digital tools have today?
Thanks to the tools and features offered by the social platform, recruiters have the possibility of refining the selection on lists of candidates and having useful data to personalize the dialogue with the candidate.
We know that LinkedIn is a valid ally for companies to find talent. How does it work? What are the strengths for companies?
An optimal strategy for recruiting with LinkedIn should move along two tracks: the search and selection of the best candidates for open positions and the attraction of talents who are not currently looking for a new job but who could enrich your team thanks to their high professional profile.
That is, the so-called “passive candidates”.
Thanks to the tools and functions offered by the platform, the recruiter has the possibility of refining his selection on lists of candidates proposed by LinkedIn, and of having a quantity of data useful for personalizing his dialogue with the candidate.
If the company is looking for candidates for a specific position, the first solution that LinkedIn offers is to publish a Job Post.
The service is based on the same mechanism that regulates the publication of advertisements: it is accessed via the company page, an advertisement is created that indicates the characteristics of the position and the desired skills and, after having set a daily spending budget, you pay depending on the number of views the ad receives.
Precisely communicating to LinkedIn the characteristics of the profile sought is important because it allows the platform to select a list of candidates that corresponds to what the company is looking for.
And this is where the recruiter’s proactivity comes into play: by reviewing the LinkedIn choices you can perfect the matching.
Another possibility that the company has with Linkedin is to do Employer Branding on the Company.
The data, this time extrapolated from sector research, also helps us in the Talent Acquisition strategy on LinkedIn: by observing and studying what the talents’ preferences are, the company can develop and communicate an Employer Branding strategy that combines own identity as an employer to the major demands of the “market”.
The space in which to create it is that of the LinkedIn Pages, containers of interesting and original narratives that strengthen the positive image of the company. It is therefore no surprise that Employer Branding and Marketing have so many areas of overlap.
If the Employer Brand is convincing and solid, the company will attract many more talents to cultivate over time and, if it is consistent with what it has said about itself, it will also achieve a high level of employee loyalty and a low turnover rate .
Factors which, in a self-reinforcing cycle, will contribute to strengthening the Employer Brand itself.
Changing perspective, LinkedIn is also a professional social network useful for searching and finding work, what are its potential?
The professional social network Linkedin has revolutionized the world of personnel research and selection, on both sides: companies can no longer do without relying on this fundamental tool to select new resources, and candidates, for their part, must succeed to present recruiters with suitable and captivating profiles, therefore capable of attracting the attention of companies.
Linkedin is not a social network like the others. It’s not Facebook, and its users don’t spend an average of 20 or even 30 minutes a day on its pages.
On the contrary: Linkedin users often leave the platform after creating their online profile, only to return occasionally once every two or three months, or even more rarely.
And this is the first typical mistake of candidates. Linkedin is not an online CV, and if left to itself, the published profile cannot be useful in any way. Like any other social network, Linkedin also requires a certain frequency of use.
An abandoned profile is a useless profile. Starting from this fundamental assumption, it is essential to optimize your personal page, i.e. the screen that companies will see when they click on your name.
The more comprehensive your profile, the greater your chances of having your name appear at the top of a potential employer’s search.
It therefore becomes essential to enter information such as your professional title, your current job position (with an accurate description), some past professional experience, your level of education, your key skills, a profile image and, last but not least, a summary.
The image chosen is also of primary importance. In this step it is necessary to remember that Linkedin is not Facebook, and that therefore the profile image must respond to precise dictates: the photograph must be recent and must clearly show the face (foreground photos are therefore preferable).
The Linkedin profile photo should exude professionalism, and therefore should be made with a suitable background – avoiding too strong colors – and with clothing appropriate to the role.
Finally, the possibility of highlighting one’s skills by creating articles on Linkedin should not be overlooked: in this way, in addition to providing useful content for other users – who will thus want to add to the network of connections – useful ideas will be provided to recruiters looking for talents