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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.

Team Success

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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Challenges Posed by Virtual Job Interviews

Both virtual and in-person job interviews have their advantages and their disadvantages, however the former is rapidly taking speed and at the expense of the latter. With Covid-19 having largely amplified the trend of getting things done remotely, virtual job interviews are on the rise.  Also, as the trend of remote working has taken speed, more companies started hiring globally. With remote working enabling global hires, virtual job interviews became necessary for some looking to expand their talent pool to foreign labor markets.

Today we look at some of the challenges that may arise when conducting virtual job interviews vs in-person interviews.

Challenges of Virtual Job Interviews

Job Interview Body Language

Limited Body Language Evaluation

Probably one of the biggest challenges in virtual job interviews is the limited body language that the interviewer can evaluate. Body language can say a lot about the candidate’s personality, confidence levels, focus, their attitude and many more traits which can be important in determining whether they’re the right organizational fit. 

Very important indicators are missing during virtual job interviews, indicators which make the job interview process lucrative. The posture of the candidate, eye contact, their clothes, hand movements, the way they greet the interviewers, their handshake and even their departing farewell, are all things that the best job interviewers pick up on and take note of. Not having these indicators can hurt the decision-making process, and could potentially lead to the company not always making the right or the best hires.

Job Interview Rapport

Building Rapport

Another problem that may come with virtual job interviews, which is connected with limited body language expressions through video interviews, is building rapport. Through the web, it may be harder to connect with the job candidate because the interaction is not face-to-face. Smiles, nods, head tilts and other social cues may be harder to pick up on and empathize with. It’s just more difficult to remember these things which come to us naturally when we socialize in-person. However, candidates and interviewers alike will need to make active efforts to remember to transmit and pick up on social cues. 

Demonstrating Company Culture

With in-person interviews, candidates enter the office, are greeted by staff, and can examine the area and the people within. It is equally as important for the candidate to be able to acquire a first impression of the working place and the company culture in-person. This can’t be done with virtual job interviews.

This challenge is not only posed with remote job interviews, but also with many different remote activities, such as remote working. Remote connections with people are weaker than personal connections and this may get in the way of work-life integration. This alone however shouldn’t be of great concern if the business successfully establishes team building practices, where remote co-workers can get to know each other better. This may be particularly important, since work-life integration will not go smoothly without better connectivity.

Technical Issues

Last but not least, there may be technical issues standing between the way of virtual job interview success. In-person interviews are pretty standard, the only issue of accessing the interview may be locating the office where it will be held. Whilst for virtual job interviews, unclear instructions of how and when the interview will be conducted may result in some confusion.

This is why it would be useful to standardize the video interviewing process, where the interviewer will know through what platform the interview will be conducted, how the interview will be conducted and how the candidate will be alerted. With recruitment software like HireBee, customized workflows, email templates, candidate communication automation and integrations with Zoom and Google/Outlook Calendars allow you to easily create and send interview links with the scheduled date and time in an automated manner, adding the meeting to your calendar.

Other technical issues such as bad internet latency, broken equipment (microphone, webcam, computer, etc.) or just bad audio or camera quality may also deteriorate the interviewing process.

Compensation

It would be unfair to end this article with such negativity. As mentioned, in-person and virtual job interviews both have their upsides and downsides. The purpose of this article is to mainly shed light on some of the challenges faced by virtual job interviews, as to debunk misconceptions they are always better than in-person interviews. However, it feels necessary to also include the main advantage of virtual job interviews, which can be so huge for some that these challenges don’t even matter.

This advantage is saving time. Virtual job interviews are conducted faster, without any transportation needs, and can hence increase the availability of both parties for an interview, making interview scheduling easier and faster. Furthermore, Zoom and other video conferencing tools allow users to record meetings, which can then be reviewed later by the team. 

Virtual job interviews can also be asynchronous, which pretty much means that it is pre-recorded by both parties. This further eliminates interview scheduling needs, and empowers recruiters to review interviews at their own time, making the process faster. Although this in itself has its disadvantages, such as not being able to build rapport, not being able to be spontaneous, and making the process feel less like a conversation and less human.

In conclusion, conducting job interviews remotely has challenges that you should be ready to take on if you want to reap its time-saving benefits. Evaluate thoroughly whether you’ll be ready to face these challenges, and if you are going to be expanding your talent pool and remotely hiring globally, you’ll have no other choice!

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3 Common Employer Branding Mistakes to Avoid

Employer branding has become an important part of recruitment, with companies being pressured to be competitive in the labour market with their offerings to their employees. This is obviously a good thing for the employees, but small business owners may find it hard to compete with massive employer brands. In our previous article, we discussed the main aspects of employer branding. Now we will look at some common mistakes made in recruitment which could be hurting your employer branding.

Candidate waiting for response

1. Bad Candidate Communication

No one likes being ghosted. After applying to your job opening, candidates expect to hear back from you, and they expect this to happen within a reasonable timeframe. Not reaching back to rejected candidates, not reviewing all job applicants and not keeping candidates informed with the progress of their application are all common mistakes which hurt your candidate experience.

In the eyes of the applicants, this is their only personal experience with you thus far, so all the great working conditions and your beautiful employer brand messaging won’t matter if you let them down during the application process. This is because to job-seekers, the candidate experience is representative of the employee experience.

You can luckily easily fix this problem with automated candidate communication. With HireBee, you can create email templates which are sent out automatically to candidates when you move them through the hiring process. The templates allow you to find a balance between personalized and automated emails.

Make a good first impression

2. Failing to Make a Good First Impression

Attracting talent is difficult with an unattractive job description. A clumsy job description with unclear tasks and responsibilities, unclear remuneration, no inspiring mission, and no flavour is one sure way of driving away talented individuals who saw your job opening.

Make sure your job descriptions are beautifully crafted to lay out all that the job applicant will need to know in one place, and that your brand’s personality shines through. What you will need is a career website, linked in your job postings on online job boards, which showcase your brand’s personality and company culture, and allow you to insert valuable content for the applicant. If applicants are going to be researching your company on the web anyways, why not leave a good impression by providing some of what they are looking for before they surf the web for more info?

HireBee’s career page builder is an easy to use tool which allows you to craft beautifully designed career pages. Linked to your job postings, this career page will allow you to include: your company info, active job openings, employment benefits, videos, a photo gallery, testimonials and social media links.

Bored businessman

3. Slow interview scheduling

You have reviewed a candidate, and decided to move them through to an interview stage. However, now you will need to schedule an interview time and date with them. Being too slow with your interview scheduling may result in you losing the candidate, as they would have progressed faster through the application processes of other employers and already received offers.  Additionally, this hurts the candidate experience, and we’ve already discussed why you don’t want that to happen.

With HireBee, interview scheduling is easily done through the platform with calendar integrations and Zoom integration for online interviews. Application status changes to the interview stages of your workflow requires you to put in a scheduled date and time, so you’ll never forget or delay interviews with your candidates.

We hope that you avoid these mistakes in the future, and come out on top with your employer branding strategy! In a bid to create a successful employer brand, there’s no need to make these completely avoidable mistakes!

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What is Employer Branding? What to pay attention to

Employer branding is one of those business practices which is popular yet doesn’t have a conventional strategy of implementation. However, there are certain things which are useful to pay attention to for an awesome employer branding strategy. 

Employee Value Proposition (EVP)

The main focus of your employer branding is to understand what your company offers to employees, what your competitors offer to employees and what your target group wants. Hence, you will market the benefits employment in your company offers, which competitors do not have and that your target group wants. This is called the employee value proposition (EVP). For simple illustration, here is a Venn diagram taken from a slide presentation created by Armin Trost, a leading mind in HR.

Employee Value Proposition

This is a very similar approach to corporate branding’s unique selling point (USP), but for recruitment, and more tricky. This is tricky, because it turns out that your business concept should also appeal to potential and current employees. Therefore, for the entire process to work out, your offering as an employer should not be disconnected with your overall business objective. Your EVP can differ by jobs, but with this in mind, they should be similar.

Interdepartmental Collaboration

The beauty of employer branding is that the entire team has to get involved with the process. It is not up to a single department to craft a strategy and implement it. Just like it is important to maintain product integrity when selling products and services to consumers, it is very important that the realities of the workplace experience are highlighted. The HR team may hence need to spend time with the different departments of the workforce to absorb input and opinion by asking the relevant questions, and really dig deep to interpret a desirable EVP. 

Interdepartmental Collaboration

As the HR team determines the appropriate messaging, it may need to also collaborate with the marketing team to come up with and implement strategies for marketing the messaging. Generally speaking, employer branding requires engagement from the entire team, and it is important to establish facile interdepartmental communication to get the entire team on board.

Company Culture

Absolutely pivotal to employer branding, it is important to build and preserve a robust company culture. With company culture, it is the company’s reputation as an employer which is the focal point. Just as it is important for the candidate experience in the recruitment process to be great, it is important for the actual experience as an employee to be great, as candidates believe that their experience applying for the job is representative of the experience working for the employer. 

Company Culture

As your messaging is going to be based on the real benefits your employees are realizing working for you, try to increase these benefits reasonably, and in the meantime your employer branding will also grow organically through word of mouth. It can be said that the company culture is to your employees as the product is to your customers. Develop your company culture just as you develop your product, and position yourself in the labor market as a company job-seekers want to work for.

Showing Your True (And Vibrant) Colors

The primary places to include your messaging for your employer brand are on your job advertisements. With online job boards, you can link applicants to your career website, where you can include visuals, articles, testimonials, photos and videos to showcase your company culture. Recruitment software like HireBee makes it easy to build your career page and link it to your job posts. The software, which is a tool for managing all or most recruitment processes, includes a career page builder tool, which lets you include all the aforementioned content and create an awesome branded career page. The EVP can also be included in the job description.

Representing your brand

But outside of establishing your employer brand in your job advertisements, you should also consider marketing your employer brand elsewhere. Being active on social media, sharing employee stories, writing blogs on your company’s achievements, and being active on employer review sites, where you promote positive reviews and respond to negative reviews to understand what went wrong, are some marketing strategies to consider.

Ultimately, there are many different ways to market your workplace, develop your company culture and implement your employer branding strategy. But as there is a lot of room for creativity and no clear-cut formula to employer branding success, there are still employer branding fundamentals we want you to pay attention to.

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