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How to Network with Recruiters on LinkedIn

Ever wondered how to navigate professional and networking relationships on LinkedIn? 

Social media platforms like LinkedIn have proven to be great opportunities to be proactive and navigate Application Tracking Systems (ATS). It greatly helps simplify the job hunt for employees and acts as an effective bridge between interns and recruiters.

When you have spent hours making a professional LinkedIn profile, dotted the i’s, and crossed the t’s, it is now time to begin reaching out and putting yourself out there. 

Yet, considering how complex and intimidating LinkedIn might appear to be, here are 3 ways in which candidates might use Linkedin effectively during the job search process: 

1. Do your research on the recruiter? 

It is important to know what you are getting yourself into before you reach out to a recruiter. You can tell a lot from an individual’s LinkedIn profile. Their industry background, education experiences, and academic endeavors can be a great testament to their character and approachability. This also gives you something to potentially talk about and open with while you are communicating with them. 

2. Making connection requests!

It is important to ensure that you begin and open strongly so that you are able to make a good first impression on the recruiter. Try using a simple and brief message when you send them a message request. Some articles and research even suggest that messages should start with a question not directly linked with the job search. Brevity will definitely be your strong suit here as people often do not have the time to read long-winded messages during a busy day. You would need to subscribe to LinkedIn Premium to send messages to people who are not in your current network. 

3. Always follow up! 

Even when it might seem that reaching out to people can be hard and tedious, it is necessary to follow up on your messages. You need to be committed to allocating the time and making the effort to put your best foot forward. Being proactive often helps you stand out as recruiters and employers will know that you are serious and passionate about the job. This is one of the best ways to express your interest and showcase your commitment to a position.

 

Overall, reaching out to employers on LinkedIn remains one of the best ways in which candidates can reach out and prove themselves. At HireBee, recruiters are even able to connect their accounts with job boards and social media networking sites such as LinkedIn so that they are in a better position to source and identity candidates.

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How You Can Use LinkedIn for Your Recruitment

LinkedIn has become the hallmark of work-life integration. The professional networking site has certainly evolved to more than just that, with posts and discussions not being strictly confined to a professional setting. Posts with relatable content, biographies with hints of personal ambitions and discussions much like the ones you encounter in regular social media, show how the work life and social life are not mutually exclusive in today’s world.

But above all, the platform hosts about 740 million users, which translates to a huge database of professionals; the largest of talent pools. And as a lot of LinkedIn’s functionality is free, it may be too great of a resource to not make use of. Here is how you can use LinkedIn for your recruitment.

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Employer Branding

Employer branding is a lucrative recruitment practice which can help build awareness of your brand as an employer, and LinkedIn may as well be the best “social media” platform for it. With LinkedIn, you can create your company page and begin marketing your employer brand, as well as conducting some other useful business practices with the page.

Making promotional videos which showcase your workplace culture, posting employee testimonials, sharing blog posts about your workplace, posting job openings and generating other content are some of the ways businesses establish their employer brand on LinkedIn. HireBee’s social recruiting feature integrates with LinkedIn, to give users the option to post their job openings on LinkedIn.

Make an Impact

Engaging with Passive Candidates

Keeping the content flowing and informing your followers with job openings on your company page are great ways to keep passive candidates engaged. Moreover, it is important that this content is relevant for your passive candidates. According to Undercover Recruiter, passive candidates are “56% more likely to want a corporate culture that fits to their personality”. So make sure that you’re generating content which is likely to leave an impact on your passive candidates, and that your company culture shines through in your LinkedIn page.

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Sourcing Candidates

Unlike other platforms, LinkedIn members have their profiles optimized for their professional career, and will likely have sufficient information for you to evaluate them on some scale. With this in mind, LinkedIn becomes an excellent tool for recruiters to source candidates in various ways and add them to their talent pool. Searching for people with keywords, evaluating the members engaging with your posts and having others give recommendations for job openings are great ways of finding candidates you want to source.

HireBee’s chrome extension makes it easy for recruiters to source candidates and add them to their talent pool. Simply click on the extension, and you will receive fields to fill out some key information about the candidate. With specialized and simple data entry, you’ll find that creating candidate profiles and adding them to your talent pool on HireBee’s database can be done in no time!

Conclusion

In conclusion, there are lots of great ways to use LinkedIn for your recruitment. The platform, which has professional profiles of about 740 million users, is a great place to develop your employer branding, engage with passive candidates and source candidates. It may simply be too great of a resource for you to not make a use of!

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