While LinkedIn might not have as many active users as Facebook, Twitter, or Snapchat, it has still changed how professionals interact with each other and find jobs. Though it’s pretty unlikely for you to find your next job as a mechanic or a constructor on this professional social network, LinkedIn can definitely land you your next job in the business world.
Professional recruiters and big companies are now paying extensively to use LinkedIn’s premium features for LinkedIn recruitment to the fullest, but even the basic services offered by this platform can turn into a pretty powerful recruiting tool if you know exactly how to use them.

LinkedIn Recruitment

What is LinkedIn Recruitment?
With over 433 million users on LinkedIn, it would be a waste to not use the platform’s power for recruitment. Luckily, LinkedIn quickly realised how popular the platform was getting among professionals and launched LinkedIn Talent Advantage which lets companies post job ads.

On LinkedIn, it costs around $195 to post a job ad for 30 days. While it might sound a lot, the amount of exclusive suite tools that LinkedIn provides to recruiters is truly exceptional. And not forget, LinkedIn markets the ad to the most suitable candidates, thus increasing the number of target audience. With up to 50 search alerts every day, LinkedIn lets you know whenever a suitable candidate is found.

There is also an option for recruiters to edit their job ads as many times as needed, the applicants can be directly sent to the Applicant Tracking System, and with third party URLs, recruiters can directly track results through their own analytics system.

Though posting a job directly can be expensive for new companies, LinkedIn’s free features are also very helpful in finding suitable candidates. By building a strong network of current clients, local entrepreneurs, and viable candidates, you can reach out to potential talent. A great way to publically post a job on LinkedIn is by adding that to the profile’s status and posting it in a relevant group.

Once you have a list of candidates who are interested in the job, you can check if they are fit for the job by evaluating their LinkedIn profile. Thus saving a lot of time in the pre-screening process. With LinkedIn’s InMail feature, it’s easy to directly contact these candidates to know their availability.

Impact of Social Recruitment
More people spend time on social media websites today as compared to other job portals, which means, your organisation has a better chance of Social Recruitment that is reaching out to potential talent when you post the same job ads on social media.

Over 92% of the companies use social media for recruiting purposes, and around 45% of Fortune 500 companies post their social media links on the career pages of their websites. Of course, LinkedIn is the most favoured by companies at 93% followed by Facebook at 66% and Twitter at 54%.

In fact, over 73% of the recruiters have found successful hires through social media and over one-third of them rejected potential candidates just because of something they found on their social media profiles.

LinkedIn Recruitment by RPO’s
Even with the extensive tools provided by LinkedIn, it can be rather difficult for a company to hire the best talent if they don’t have an HR department or if the company is already understaffed, and this is where RPO firms should be considered.
With experienced virtual recruiters, most RPOs use LinkedIn and all the other social media platforms to find the best talent for the vacant positions. While LinkedIn can only help filter down to a number of potential candidates, RPOs can help screen them and select the right candidates.

The Take-away
LinkedIn recruitment is definitely powerful, and it can help get more potential candidates, but by hiring an RPO firm to do the job, companies and staffing agencies can increase their chances of getting the perfect candidate for the job.

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