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4 tips for Lean Recruiting using LinkedIn

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man-335401_1280

As an entrepreneur, you don't have the financial stocks to have your own HR, nor the affordability to pay recruiters a hefty fee, but you want to snatch up the rockstars of development. In line with various other concepts like Lean Analytics, I believe small and ambitious companies need to have a Lean Recruiting strategy, that will bring them the best talent, at minimal cost. LinkedIn in my opinion, along with Angel.co provide two of the best sources for the CEO to snatch up quality talent, and here are 4 tips for Lean Recruiting using LinkedIn to get you started:

1. Strong LinkedIn Company Profile

You need to make your LinkedIn profile reflective of the ambition and stature you want people to see your business as. With LinkedIn becoming the de-facto direct interface between potential candidates and employers, you need to dress the part.

45 million profile views take place on LinkedIn every day—it is the #1 activity on the network.** Your profile is often candidates’ first interaction with your company so it should be inspiring. The more you can show about who you are and what your company does, the easier it is for candidates to engage with you and determine whether or not your company might be a great fit for them.

Your dazzling profile should include the following:

  • Killer opening: Your headline and summary needs to have the 'Don Draper' weight in it, something that's catchy, modern and capture the potential candidate's imagination right off the bat.
  • Be Interactive: You should invest the same time in your LinkedIn company profile as your website, have rich media, profiles of various staff, present some videos and showcase visually what your company is about. Link it up to your company YouTube channel.
  • Be Relevant: Update the LinkedIn profile, don't do it once and drop it. Monitor who comes to visit, participate and engage in various industry groups, comment and chat back. This should be a vital arm of your social media engagement channel, that includes an active Twitter account that networks around.

Some interesting company profile you can utilise as inspiration is Zappos. On LinkedIn you may come across Influencing figures like Guy Kawasaki, your company can be a corporate 'influencer', by being more engaging.

2. Post interesting things

You should look at posting interesting status updates, and engaging and interactive questions, expert tips and opinions. Look to some of the inspirational updates below as a guide on how to build your viral network influence:

Followers are twice as likely to amplify a post via likes, shares, and comments if it contains video. No videos? Try SlideShare, PDFs, images, and links.

3. Track profile performances

LinkedIn provides great analytical tools for measuring your social presence footprint, helping you build your company and employer brand. Some of the important analytics you can employ to track your engagement campaigns include:

  • Who's viewed your profile (are you getting more views, are you being endorsed or showing up in search engines more);
  • How effective are your status updates (are you getting your status updates shared or liked more);
  • Network reach (is your network growing?)
  • Follower demographics (where are you getting your followers from? Are you attracting the right type of people?)

4. Sourcing well

Source: Recruiting for Small Business
Source: Recruiting for Small Business

To fuel your business’s growth, you need to engage the best talent, not only those actively looking. The reason is that the vast majority of professionals are passive candidates, they’re not actively job seeking but would consider the life-changing role you have for them.

Passive candidates typically don’t visit job boards or career sites or have current resumes—they are too busy exceling at their current company. Here’s where your size can be a huge advantage. Passive candidates want to make a big impact, and they want challenging work. Compared to slower-moving corporate giants, you can offer them greater responsibility, flexibility, and/or access to leadership.

To be a smart recruiter you need to source smartly. This requires prioritising your outreach, allowing you to better understand supply and demand. Through LinkedIn's search tool, you can run a live search and determine the size and quality of the talent pool for a specific skill-set. In fact, with the tool you should learn to be more boolean-proficient, to get a more precise and calibrated search result for the specific type of person you are looking for.

Screen Shot 2014-06-01 at 4.28.22 pm
Screen Shot 2014-06-01 at 4.28.22 pm

Blog source: [http://business.linkedin.com/talent-solutions]