LinkedIn Recruiting employer’s worst mistakes

At some of the biggest scouting mistakes recruiters encounter when using LinkedIn Recruiting and how to steer clear of them to foster successful talent acquisition.

Introduction:

The current social media plus the pool of talented individuals makes linked in one of the powerful platforms for employers to source their staff. Using LinkedIn Profile Database with more than 260 million members and with much more powerful LinkedIn Talent Search tools, employers can identify potential employees. But even for professional recruiters, one can make mistakes while utilizing LinkedIn for staffing. LinkedIn Recruiting at some of the biggest scouting mistakes recruiters encounter when using LinkedIn Recruiting and how to steer clear of them to foster successful talent acquisition.

Failure to Maximize the Benefits of LinkedIn Effective Profile Creation

The first mistake employers usually make is that they don’t pay enough attention to their own LinkedIn profile. First of all, as a recruiter, each of you is the face of your company on LinkedIn to potential candidates. That is why having an ideal image of top talent is half the battle won, while a poorly optimized profile will be a turn-off. Make sure your profile is always filled in fully and that it is in line with your company’s policies and philosophies.

Why It Matters: A well-developed LinkedIn page increases your reliability or the trustworthiness of your credentials. According to candidates, if they are in touch with the recruiter, they tend to look at the recruiter’s profile, and if there are gaps in the job history, lack of endorsements or missing company details, it creates suspicion.

Not Maximizing the Use of LinkedIn Talent Acquisition Solutions

LinkedIn Talent Search is one of the most effective features that are ever at your disposal. But as many know, many employers never get to use it properly. According to LinkedIn, the job seekers’ search comes equipped with special filters which allow one to focus and search by skills, location, position, and education among others. When you don’t employ these features to the maximum, you might miss out on some of the best talents in the LinkedIn Profile Database.

Why It Matters: If the LinkedIn Talent Search fails to be utilized appropriately, then doing a search becomes a process of winnowing through a lot of noise. You may also miss great talent that resumes meet all stated criteria but are excluded by virtue of contingent or imprecise search or wrong keywords.

Failure to accept connection requests or messages without personalization

One of the biggest blunders that employers make on the site is sending generic connection requests or cold messages. When you just ask a candidate something with no additional text in the subject like Hi or Hello, the candidate will most probably ignore your message. The same will apply to LinkedIn recruiting messages where they contain no standout or fail to express any interest in the candidates’ histories.

Why It Matters: Sending same messages can however put a candidate off or let him/her have an impression that there are no special feelings towards him/her. It is recommended to always individualize your contact because it means that you are not just randomly choosing someone and getting in touch with them. It can boost your response rate extraordinarily and also will enhance your chances for initiating a conversation.

Not considering Passive Candidates

One of the biggest errors that many employers make is that instead of targeting only active, open and visible candidates during LinkedIn Recruiting the employers target only such people. Pre-employment candidates, those who are not actively job hunting, but willing to consider an opportunity, are a rich source of high-quality candidates. Do not turn into a passive audience when you are concentrating only on the applicants who come finding your job post.

Why It Matters: The passive candidates generally have more experience and potential for a richer skill set than the acting ones. Though they may not be seen through advertised positions but are easily found through Talent Search in LinkedIn and by connecting with people.

Overlooking LinkedIn Recommendation and Endorsements

Another major blunder is not to use recommendation and endorsement in LinkedIn. Recommendations, and endorsement of skills give a clear vision of the ability of a candidate, and the word around him or her in the work sector. The employers who ignore these aspects fail to gain the information which can be very useful in decision making process.

Why It Matters: Recommendations/endorsements are a social proof of good work and competency of a candidate who is been recruited. Attending to them may lead to losing important information from other colleagues, supervisors or clients who can stand by the candidate telling it in raw and sobering details about the candidate.

Certificate LinkedIn Marketing not interacting with the LinkedIn Network as a properly ENABLED Social Networking Site

LinkedIn focuses on networking, and it’s critical to leverage this feature when recruiting employees for your company. Another mistake that most employers are known to make is to limit the contacts that they make in the LinkedIn network.

Why It Matters: LinkedIn has a network factor of the platform where you can pass your advertisement through the connections with your targets. By targeting the posts, you get an opportunity to get across to a lot of people who you ought not to know and therefore increase your chances of getting hold of capable candidates.

Counting Too Much on LinkedIn’s Algorithm

Although LinkedIn may sound like a magnificent tool for candidate investigation, overreliance on the algorithm is counterproductive. The algorithm depends on things such as keywords, contacts, and interaction but does not paint the whole picture, knowledge, skill, character, or organizational culture match of a candidate.

Why It Matters This reduces the candidate base that you are able to access and there are brilliant talents that might have applied but are eliminated because of LinkedIn’s algorithm.

Conclusion

Despite the numerous features and advantages available through LinkedIn Recruiting such as LinkedIn Profile Database and LinkedIn Talent Search, employers have to bear in mind the following pitfalls. 

This way you can take your hiring process to the next level through strategic profile management and personalization, passive candidate engagement, and full use of LinkedIn tools. That’s why when applied properly, LinkedIn becomes one of the best tools for reaching out to the most skilled job seekers and choosing the right candidates.

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