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LinkedIn is the largest professional network in the world with 756 million members in over 200 countries. So, of course, it’s a great place to get talent.
However, premium job postings on LinkedIn can be expensive. And there are plenty of companies and recruiters on LinkedIn who are all fighting for the top candidates.
Don’t worry, we have solutions and useful tips to ensure you get the best talent without breaking the bank.
Why it’s worth using LinkedIn for recruitment
There are many channels you can use for recruitment. So why should you prioritize LinkedIn?
LinkedIn has become a permanent networking channel for professionals across all industries. It is a given that job seekers will use the channel to find new opportunities and share their most up to date information. That means there is a huge pool of talent at hand.
Recruit passive candidates
LinkedIn allows you to reach out to the best talent even if they are not actively looking for jobs. These passive candidates may be open to new opportunities but are not active in job boards. Using LinkedIn’s advanced search tools, you can find candidates with the exact experience and qualifications you’re looking for and let them know you’re looking.
Learn more about your target candidates
LinkedIn provides ample opportunity for personalization. All you have to do is look at a candidate’s LinkedIn profile to see what drives them. As a recruiter, you can use this information to your advantage when compiling job descriptions and reaching out to candidates.
Showcase your business
There is more to recruiting than a bunch of graduates struggling to find work. It works both ways – you also need to make the company attractive to potential employees.
Your company pages allow you to share your people, culture, industry perspectives and so on in a way that appeals to the candidates you want to target. Where is it better than a social network to catch the attention of people and engage potential candidates who might not know about the company otherwise.
The investment is necessary to use LinkedIn for recruitment
The level of investment here depends on your requirements.
First, you can post a job on LinkedIn for free. However, this possibility is limited. You can only have one job listed at a time, and its visibility decreases over time. This is not good if you e.g. Is a large company looking for several graduates at a time.
Promoted job postings have several benefits. For example, they first appear in job recommendations, and LinkedIn automatically sends messages to qualified candidates.
You will be charged for an advertised job advertisement per. Click per. Click. However, you can set a daily limit on your spending according to your budget.
It is difficult to determine exactly how much each click costs as the price fluctuates daily. However, when you consider that the average LinkedIn ad click costs $ 5.26, posting jobs on LinkedIn can be relatively expensive.
But do not write off LinkedIn posts yet. You are likely to get a much better deal by using applicant tracking software that collaborates with LinkedIn.
When you e.g. Joining Freshteam, you can post more limited job postings on LinkedIn and other major job boards for free. These positions will be available through search and links on your company’s LinkedIn page.
The platform also offers job description templates to help you get started and you can publish the posts to different boards with a single click. In addition, you will be able to manage inbound applicants from the various channels in one place, collaborate with your team and create customized workflows for the hiring process.
7 steps to using LinkedIn for recruitment
Here we cover how to submit a job on LinkedIn, along with the steps you need to take before and after creating your listing. Additionally, there is plenty of advice on how to use LinkedIn as a recruiting tool successfully.
Step 1 – Improve your business page
It pays to have a good foundation in place before posting a job on LinkedIn. When a graduate sees your job, they will probably visit your company page to research something. So you need to make a solid first impression.
Fill in as much information as possible so that candidates can easily learn everything they need to know about the company. Include useful links, a company description, product information, rankings and specialties.
That’s just the basics. You should also use your company page to entice candidates.
Use compelling images, perhaps even behind the scenes, to showcase corporate culture and help graduates imagine where they could fit. This is e.g. From eBay’s company page:
Make sure every copy reflects your brand personality, performance, mission and values. Show that your business is not a nameless entity – it’s a great place to work.
Here, eBay talks about its mission to help every single, entrepreneur and small business succeed. It is an attractive mission statement. So you can imagine that others would like to be a part of facilitating it.
Step 2 – Write a compelling job description
Like your company page, your job description is another asset you use to appeal to candidates. A good job description does some of the pre-screening work for you.
You will always have unqualified candidates applying for positions. But hopefully the job description is clear enough in its responsibilities and requirements sections, etc., so that those who are not right for the job or vice versa will not apply. This saves you the time you would otherwise spend sorting the wheat from the chaff.
The easiest and fastest way to put together job descriptions is by using templates. Your HR team may have internal templates for different categories or roles.
Alternatively, Freshteam has hundreds of unique job description templates for different roles in a variety of industries.
If you are starting over, be sure to include a job overview, the responsibilities of the role, and the requirements of the candidate.
To make your job description extra compelling, add a section on what candidates can expect from the role. This outlines the main benefits of taking the job, e.g. Opportunities for learning and advancement. You may even want to add a section describing the candidate’s career development, which is important for many applicants.
Step 3 – Post work on LinkedIn
If you decide to use recruitment software, you can submit jobs to multiple boards and channels, including LinkedIn, directly from the platform.
If not, you can submit a job on LinkedIn manually here:
Click the Job icon in the menu bar.
Click the Send a Free Job button in the menu on the left.
Fill in the job title, company, place of work and type of employment. Then click Get Started for Free.
Copy and paste your job description into the appropriate box, and add up to ten required skills.
Choose how you want to receive applicants – via email or via a link to an external website. The latter can e.g. Be a link to a Google form or your career page.
When you select Email, you can add screening questions to applicants. LinkedIn makes some suggestions or you can add your own.
You can choose to automatically reject candidates who do not meet your pre-screening requirements. These candidates will be sent an email about the status of their application.
Click Publish Jobs Free to make your job posting live.
Next, you have the opportunity to promote your job posting. Click Edit at the top to set your daily or total spend limit. Click Promover Job to continue.
If you do not want to promote your job, keep clicking Select Free.
Step 4 – Share your job posting
Whether you’re creating a free job posting or a promotional post, it’s always a good idea to share it with your network. This extends the reach and visibility of your job posting as much as possible.
The first place to share the job posting is on your company feed. It then appears in your follower’s main feeds when they visit LinkedIn. This is a good idea because by following you they have already shown interest in your business. So there are likely to be potential candidates in the mix.
Also share the job posting on your personal LinkedIn feed, and encourage other employees to do the same. You reach even more relevant candidates in their network.
Next, share your job posting with relevant LinkedIn groups. To find the most appropriate groups, simply enter keywords related to the role or your industry in the search bar. Then select the Groups tab at the top.
It is better to write in groups that you are already actively participating in. That way, your post does not seem spam.
Step 5 – Consider upgrading
Maybe you want to hand-pick some strong candidates or get interested in passive candidates. The best way to do this is to reach out to individuals directly.
Admittedly, it is difficult to find and contact LinkedIn members with a free account. But it is not impossible.
With a free account, you can only do three searches a week and only send InMail messages to members you are connected to. So if you see a promising candidate, make that connection first before sharing an open position.
However, Premium accounts allow you to perform unlimited advanced searches, browse unlimited accounts, and send a certain number of InMails to people you are not connected to each month.
Therefore, you may want to upgrade to a premium account, e.g. Recruiter Lite.
However, a premium membership does not come cheaply at $ 99.95 per. Month invoiced annually. So you need to find out if the return on your investment will be worth it.
Step 6 – Send personal messages
If you decide to use InMail to reach potential candidates, a simple “Are you looking for new opportunities?” will not cut it. This is especially true for passive candidates.
If they know nothing about your business or receive lots of similar copies and paste jobs, they just ignore the message.
So you need to make sure that your message stands out by customizing it. There are several ways you can do this.
Look closely at the candidate’s LinkedIn page to determine their interests and values. Draw on these by explaining how the open position reflects what they are interested in.
Alternatively, you can name their experiences and results and explain why they stood out to you as a candidate. We all love a little flattery!
You can even start with a soft connection. Send them a message about something they sent and continue the conversation from there.
Step 7 – Monitor your job postings
You can learn a lot by monitoring the performance of your job postings. For example, there may be room for improvement if your positions do not get as much attention as you expected. Or you can find out if LinkedIn in general is an effective recruitment tool for you.
LinkedIn provides a range of data in reports. This includes the number of job views, the number of applications, the view for application rates and demographic information about candidates.
Alternatively, you can access comprehensive reports for multiple recruitment channels if you use software for tracking applicants such as Freshteam. For example, you can learn where applicants find you to determine the best recruitment channels. Or keep track of applicants’ status to ensure that the hiring process is organized and that no one falls through the cracks.
As mentioned, a great job description will help you entice the best candidates. If you are recruiting for salespeople, you can see our guide to writing sales job descriptions. It also includes long-term strategies for attracting top talent.
Have you already got a good candidate? The next step is to board them efficiently. You should not overlook this process because a positive onboarding experience encourages new employees to keep going. If you want to improve and streamline the onboarding process, you should check out our guide to the best onboarding software.