To recruit without a strategy is like running blindfolded. It will most likely not go well. If it does, you won’t know why. Both are an issue. This is why I will make your recruiting strategy exciting and something that your whole company can engage with.
In general, the strategy and goals will work on any platform but since this is The Linkedin Recruiter, I will focus on your recruiting strategy on LinkedIn. Furthermore, it is not required to have invested in all of LinkedIn’s different products but having the right mix of products will certainly help.
With that out of the way, let’s get to the strategy.
1) Recruiter
When sourcing candidates, the most important thing for you is to be efficient. There are over 1 billion + members on LinkedIn so you need to determine the candidates that are the best fit for you BEFORE you start contacting people. The more efficient you are the quicker you can reduce your cost per hire and time to hire.
Of course there are some recruiters who know more about creating boolean strings, using the best filters on LinkedIn Recruiter, or sending the best InMail messages. While this is important, the best thing you can do is to be efficient. According to LinkedIn’s blog, you should set yourself up for success by contacting the right people.
- “People who follow your company on LinkedIn are 81% more likely to respond“
- “Candidates are 46% more likely to accept your InMail if they’re already connected to someone at your company”
- “Candidates who are “Open to Work” are about 35% more likely to respond than others”
This shows that engaging with the right candidate will make you nearly twice as efficient in your sourcing. Out of these three points, you can only really influence the amount of followers your company has. So the best way to improve your recruiting efficiency is to engage your Employer Branding team so that you have more followers.
REMEMBER! From a recruiting perspective, we are not interested in going from 5,000 followers to 10,000 followers, we are more interested in generating more followers on your hard to hire roles, like that elusive Senior IT professional that everyone is looking for.
2) Employer Branding
If the strategy for recruiters is to focus on candidates who already follow your company in order to be 81% more efficient in their sourcing, then it is up to your employer branding to have a strategy to deliver this.
The absolute best way to do this is by having a company page which is targeted towards the hard to hire candidates. A company page, like Techruit, is the easiest way to engage with your followers.
All company pages have a few sections, which are great, but they exist to provide general information about the company. The best way to engage with your hard to hire candidates is through a product called Career Page, a.k.a Life page.
One example of a career page is, of course, LinkedIn. The beauty of the career page is that you can build up unique stories for each talent pool that you are trying to attract and provide tailored content with the idea of gaining more followers for those hard to hire jobs. Globally, LinkedIn has repeatedly shared that the most important things that job seekers look for in a company are:
- Compensation
- Work-Life Balance
- Flexible Work Arrangements
- Upskilling
While each talent pool care about different things, you can use this to tailor your content on your career page.
Showcase how you champion Work-Life balance and how you offer flexible work arrangements and you will start creating content that candidates want to see and engage with. This is the easiest way to gain more followers for hard to hire candidates.
Now what? You have created an amazing, targeted, page showcasing why candidates should follow you and apply to your jobs. Now you need to drive traffic to this content. This is perhaps the most important part of any branding strategy.
3) Jobs
It is up to your jobs to deliver traffic to your company page so that your employer branding can drive more followers for hard to hire candidates so that your recruiters are 81% more efficient in their sourcing.
I often say that if you are struggling to source, the issue is probably 2 steps away. It is easy to underestimate the importance of your jobs in regards to succeeding with your recruiting strategy. In my opinion, there are 3 things that can happen when a candidate sees your job.
Nothing. An Application. A follow.
2 of those things should be celebrated because either we got a candidate today, i.e. an application, or we got a candidate for the future, i.e. a follow.
Promoted jobs will be seen on your company profile, on the top of the list of jobs in the job tab on LinkedIn, in targeted emails that we all receive, in ads on LinkedIn and on your feed and notifications. No other type of content on LinkedIn is shared in as many ways as your jobs making it the easiest way to engage with your hard to hire candidates,
From a marketing perspective, the added traffic from a promoted job is a fantastic way to increase impressions and engagement in your marketing funnel while helping your employer branding teams deliver more followers to your recruiting teams.
This is how you create a recruiting strategy that your whole company can engage with. Whether you are a small company that recruit a few people per year or a large multinational company that recruits 100s of people, this framework is for you. By following this simple framework you will combine the strategies of HR/TA, Employer Branding, and Marketing under one common goal on LinkedIn all with their own unique KPIs that are easily measurable.
In the next few blog posts I will take you through a deep dive into each of these 3 parts of the framework in order to help you get started on your LinkedIn Recruiter journey. I have also prepared unique insights and perspectives of how to best use LinkedIn Recruiter, including an interview about how LinkedIn uses LinkedIn to recruit.
If you or someone you know works with LinkedIn to recruit, please subscribe to the blog and share it with you friends and colleagues. If you need help with your recruiting on LinkedIn, feel free follow me on LinkedIn so that you can send me a message.
#TheLinkedInRecruiter #EmployerBranding #LinkedInJobs #LinkedInStrategy #JustJacob
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One response to “I will help you set your recruiting strategy”
Here are our tips for your LinkedIn Recruiter strategy – Techruit14th May 2024[…] the last edition of The LinkedIn Recruiter, I talked about the importance of having a clear strategy for how to maximise your results on […]LikeReply
