How to RECRUIT BEST TALENT on LINKEDIN?!
Summary
TLDRThis video discusses how to effectively recruit on LinkedIn, highlighting the platform’s vast user base and its potential for connecting recruiters with talent. It compares the features of free LinkedIn accounts with paid Recruiter accounts, offering insights on when to upgrade. The video also provides tips on optimizing your company page, joining LinkedIn groups, and utilizing both free and paid job postings. Additionally, it covers outreach strategies, including researching competitors and reaching passive candidates, while emphasizing the importance of personalized communication when using InMail.
Takeaways
- 💼 LinkedIn is a massive platform with over 830 million users globally, making it a go-to source for job seekers and recruiters alike.
- 🔍 Recruiters may face challenges sourcing candidates due to high competition and a vast talent pool on LinkedIn.
- 💡 LinkedIn Recruiter services, including Recruiter Lite and Corporate accounts, offer additional tools and features for sourcing candidates more effectively.
- 👥 Free LinkedIn users can still recruit effectively, but paid accounts unlock more connections, search filters, and messaging capabilities.
- 🎯 Optimizing your LinkedIn company page and personal profile is essential to build a strong brand and attract both active and passive candidates.
- 📈 Posting job listings on LinkedIn offers both paid and free options, with paid listings providing broader reach to active job seekers.
- 📝 Joining LinkedIn groups helps recruiters engage with relevant communities and increase response rates when reaching out to candidates.
- 📧 Personalized messaging through InMail is key to successful outreach, as mass generic messages are discouraged by LinkedIn’s policies.
- 🛠 Competitor research on LinkedIn can provide valuable insights into industry hiring trends, job postings, and candidate qualifications.
- 📊 For smaller recruiters, starting with a free account is recommended, upgrading to paid services only when more advanced features are needed.
Q & A
What is LinkedIn's main function as a social media platform?
-LinkedIn's main function is connecting professionals for career-related purposes, including job seeking, networking, and recruiting.
Why is LinkedIn considered a valuable platform for recruiters?
-LinkedIn is considered valuable because it has a large global user base (830 million users worldwide, with 150 million in the US), making it a rich source of both active job seekers and passive talent.
What is one of LinkedIn's major disadvantages for recruiters?
-One of LinkedIn's disadvantages is the overwhelming number of job seekers and passive candidates, making it difficult to source the right candidates and compete with other recruiters.
How does LinkedIn's free account differ from its paid LinkedIn Recruiter service?
-A free account has limited access to LinkedIn's network, connections, and messaging, while the paid LinkedIn Recruiter service offers advanced search filters, more messaging options, and broader access to users, including third-degree connections.
What are the two tiers of LinkedIn's Recruiter service?
-LinkedIn offers two tiers: LinkedIn Recruiter Lite, which is suitable for small to medium businesses with low volume hiring, and LinkedIn Recruiter Corporate, which is designed for larger staffing firms and enterprises with higher hiring needs.
Why is it important to optimize your LinkedIn company page before recruiting?
-Optimizing the company page helps build a strong brand, making it easier to engage both active job seekers and passive talent. A well-maintained page enhances a company's reputation and increases the chances of attracting qualified candidates.
How can LinkedIn groups be useful for recruiters?
-LinkedIn groups allow recruiters to join niche-specific communities where they can interact with potential candidates, share insights, and participate in discussions, increasing the likelihood of receiving responses when reaching out.
What is the benefit of posting a paid job listing on LinkedIn?
-Paid job listings appear in LinkedIn's job board database and use a pay-per-click model, ensuring you only pay when users view the posting. This can help companies reach a larger audience, especially if they are not well-known.
How can recruiters use LinkedIn to research their competitors?
-Recruiters can study their competitors' job postings, salaries, benefits, and keywords to better understand the market. This helps them improve their own outreach strategies and make their job offers more competitive.
What is LinkedIn InMail, and how should recruiters use it effectively?
-LinkedIn InMail allows recruiters to send direct messages to users outside their network. Recruiters should personalize these messages, avoiding generic templates, to increase the likelihood of receiving a positive response.
Outlines
💼 Why LinkedIn is Crucial for Recruiters
The first paragraph discusses LinkedIn's role as a vital platform for job seekers and recruiters, with 830 million users globally and 150 million in the U.S. Despite not being as entertaining as platforms like Instagram or Twitter, LinkedIn is a top destination for job seekers. Recruiters benefit from the large talent pool but face the challenge of high competition. This paragraph introduces the video, which aims to explore strategies to effectively recruit candidates on LinkedIn and stand out among competitors.
🔍 Free vs. Paid LinkedIn Recruiter Accounts
This section compares free LinkedIn accounts to paid LinkedIn Recruiter accounts. While free accounts offer enough features for beginners or low-volume recruiters, paid accounts like LinkedIn Recruiter Lite and Recruiter Corporate provide broader access to LinkedIn’s user network, advanced filters, and more InMail messaging options. The paragraph encourages recruiters to start with a free account and consider upgrading to paid services as needed.
📈 Optimizing Your LinkedIn Company Page
This paragraph focuses on the importance of optimizing a company’s LinkedIn page before starting recruitment efforts. A strong LinkedIn brand helps attract both active and passive candidates. Independent recruiters, who may not always work on client branding, are advised to keep their profiles updated and visually appealing with professional graphics and consistent themes. Regular, relevant content is key to staying visible in the network feed.
👥 Leveraging LinkedIn Groups for Networking
LinkedIn groups are presented as a powerful tool for expanding a recruiter’s network, especially in a specific niche. Recruiters are encouraged to join relevant groups, actively engage with members, share useful tips, and comment on posts. According to research, candidates in the same group as the recruiter are more likely to respond. This paragraph emphasizes the organic and natural interaction within groups to enhance outreach efforts.
💸 Free Job Posts vs. Paid Job Listings on LinkedIn
This section outlines two options for posting jobs on LinkedIn: free posts on a company’s page or paid job listings. Paid job listings offer broader visibility, using a pay-per-click model where companies only pay if a user views the post. While free posts are effective for reaching an existing network, smaller or lesser-known companies may benefit from paid listings to access a wider audience.
🏆 Strategies for Effective LinkedIn Outreach
This paragraph provides several tips for improving recruitment outreach on LinkedIn. Recruiters should research competitors’ strategies, such as job descriptions, salaries, and benefits, to better position their own offers. They should also leverage their networks and focus on passive candidates, who may not be actively job-seeking but could be interested in compelling offers. Effective outreach requires using personalized messages and utilizing the platform's features like InMail.
✉️ Personalized InMail Etiquette
The last paragraph highlights the importance of personalized InMail messages. LinkedIn prohibits recruiters from sending mass, generic messages, instead encouraging customized outreach based on thorough research of the candidate. Personalized messaging demonstrates genuine interest in the candidate’s background, increasing the chances of a positive response. The paragraph concludes with a reminder of LinkedIn's vastness and the endless opportunities for recruiters to connect with top talent.
Mindmap
Keywords
💡Recruiter Account
💡InMail
💡Passive Candidates
💡Recruiter Lite
💡Company Page
💡Job Listings
💡Search Filters
💡Groups
💡Branding
Highlights
LinkedIn has 830 million worldwide users, with 150 million in the US, making it a goldmine for recruiters.
LinkedIn is the go-to platform for job seekers to display qualifications and experience.
LinkedIn's advantage of having a large talent pool also makes it competitive for recruiters to source candidates.
The platform’s free features are sufficient for basic recruitment needs, with the option to upgrade to LinkedIn Recruiter for additional tools.
LinkedIn Recruiter Lite is suited for small to medium businesses, while Recruiter Professional Services and Corporate cater to larger staffing firms.
A free LinkedIn account limits connections to second-degree, while paid Recruiter accounts unlock third-degree connections and additional profiles.
Paid Recruiter services offer advanced search filters, such as 'years at company' or 'spoken language,' to better narrow down candidates.
LinkedIn's paid Recruiter service includes InMail messages, with Lite accounts getting 30 per month, and higher tiers up to 200.
Building a strong LinkedIn company page is crucial for attracting both active job seekers and passive talent.
Joining LinkedIn groups relevant to your niche helps grow your network and engage with potential candidates.
Recruiters can use LinkedIn's job listing feature, either by paying for listings or by sharing free links to company career portals.
Researching competitors’ outreach, job postings, salaries, and benefits on LinkedIn can help recruiters stay competitive.
LinkedIn is a valuable resource for finding passive candidates, who might consider offers even if not actively job hunting.
LinkedIn's InMail policy prohibits mass distribution of generic messages, requiring recruiters to personalize their outreach.
Customizing outreach messages increases engagement and response rates from potential candidates.
Transcripts
hey and welcome back so what do you
think about linkedin it's probably not
your favorite social media platform
right like many others you might find
instagram twitter or even facebook aka
meta to be much more entertaining but
with 830 million worldwide users 150
million in the us alone linkedin is the
first place most job seekers go to
display their qualifications and
experience while looking for roles to
apply to since its main function is
connecting professionals every user is
there for that purpose alone as you can
imagine it can be a gold mine for
recruiters looking to fill open
positions no other website or platform
offers a comparable talent pool however
in some ways one of linkedin's biggest
advantages also contributes to its one
major downfall with so many active job
seekers and so much passive talent
available on the platform it isn't
always easy to source candidates feel
like that not only must you be confident
that they're engaging the right
candidates but you'll also be competing
for them with the countless other
recruiters utilizing linkedin as well in
this video we're going to explore a
little bit about how to effectively
recruit on linkedin and stand out the
candidates among your competitors we'll
be focusing specifically on linkedin
today but there will certainly be some
tips which are generally applicable to
other job board websites as well for
more general information about how to
effectively source candidates online
check out my previous videos on the best
sourcing strategies for technical
recruiters but before we get started as
always please consider to like subscribe
click that bell completely free and
really really means a lot with such a
huge number of users on the platform you
may find yourself wondering is linkedin
a truly reliable source for talent the
short answer is yes although certain
specialized especially complex roles may
require a bit of digging elsewhere to
find qualified candidates linkedin is
almost always a perfect place to start
why because it's what everybody else
does millions of companies and their
employees maintain linkedin profiles and
many use it to recruit talent as well
its most basic free features should be
more than enough for the average user
and some recruiters if you find linkedin
to be a valuable source you can consider
upgrading to a linkedin recruiter
account for much wider range of features
and much more flexibility when it comes
to who you can reach out to before we
dive into the specific techniques you
can utilize on linkedin let's do a quick
comparison of a free linkedin user first
a paid recruiter is it worth paying the
extra money free linkedin first linkedin
recruiter linkedin offers their paid
recruiter service that greatly expands
the tools available to you in sourcing
candidates however a free account can
still go a long way especially for
beginning or low volume recruiters
therefore it isn't necessary per se to
pay for the recruiter service unless you
intend to use certain features if you're
a beginning recruiter only to have a few
clients or candidates start with a free
account in time you may find some of the
linkedin recruiter features helpful so
let's see what the service actually has
to offer linkedin offers two tiers of
the recruiter services they describe the
lower tier linkedin recruiter light as
an entry-level recruiting tool best
suited for individuals at small to
medium businesses with low volume hiring
needs recruiter professional services
and recruiter corporate are for larger
staffing firms and enterprise companies
and respectively one of the main
differences between the tiers is the
level of access you get to linkedin's
user network as you may know linkedin
limits the amount of connections a free
user can make and also restricts certain
profiles depending on their relevance to
your network recruiter light unlocks the
ability to reach out to a third degree
connections greatly expanding your
available talent pool staffing firm and
agencies get access to this and get 30
additional unlocks that allow access to
out-of-network profiles finally though
corporate accounts get unlimited access
to all of linkedin paid recruiter
usually can also apply a significant
amount of search filters in order to
narrow down your results light users get
access to a limited number of these
filters while staffing firms and
corporate accounts gain acts to
additional advanced filters like years
at current company or position or even
spoken language the next length and
recruiter feature involves messaging
light accounts are allowed 30 in males
messages per month while staffing firms
and corporate accounts are allowed 100
to 150 almost 200 respectively per month
linkedin recruiter lite lacks some of
the more powerful features of the higher
tiers including work spotlights such as
open to work or more likely to respond a
contract work filter and filters related
to skills assessments there are also
countless more advanced features that go
beyond the scope of this video for
smaller recruitment operations linkedin
recruiter light should be more than
adequate at 140 bucks a month or about
1440 bucks a year consider subscribing
once you've gotten plenty of use out of
the following free strategies optimize
your company page the stronger of a
brand you can build on linkedin the more
effectively you'll source candidates
ideally before you even begin your
search you should consider reputation on
linkedin companies who are utilizing
linkedin to source candidates should
never begin without optimizing a company
page first having an active company
linkedin profile will engage users of
all clients not only will you reach
active job seekers but past the talent
you reach out will certainly be swayed
by a company's linkedin profile of
course as an independent recruiter you
won't always have the time or
opportunity to work with your clients to
develop your linkedin branding however
i've talked in the past about how
important branding is as a recruiter and
that applies here as well you can
utilize the outreach techniques of a
company pages and apply them to your own
linkedin account first keep your theming
and graphics simple and consistent
consider reaching out to a graphic
designer to help create your header
image and even helpful charts graphics
and infographics with information about
staffing and recruiting next on the
topic of content be sure that what
you're sharing is timely and relevant
you don't have to exclusively talk about
recruiting though consider sharing
relevant maybe new stories from within
your niche finally be sure to keep your
profile updated and release content
consistently it isn't necessary to be
constantly active on linkedin every day
the platform wasn't really designed to
be used like that however you definitely
want to stay in your network's feed with
occasional updates as well join linkedin
groups join linkedin groups especially
if you're starting out in a new niche or
indeed as a recruiter in general you
might be at a loss on how to grow your
network with relevant connections
luckily linkedin has a solution for this
groups use your personal account to join
groups that are relevant to your niche
and try to engage each other as
naturally and organically as possible
participate share useful tips or news
and comment on others posts according to
four corner resource.com you are 21 more
likely to get a response from a
candidate when they are in a group with
you keep this in mind and consider
reaching out to users with interact with
free job posts for paid job listing when
it comes to advertising and publicizing
your open positions there are two real
options available on linkedin if you
want the role to show up as a job
listing within linkedin's job board
database you'll have to post a paid job
listing luckily linkedin operates under
a pay-per-click model so it's not
terribly expensive you only pay if a
user views the job posting linkedin
allows you to define a daily budget to
limit the amount of money you spend and
even provides a budget recommendation
based on previous similar job listings
conversely you can also post links to
you and your clients career portals on
the linkedin company page for free this
is especially effective if you have a
large audience but it limits the
potential reach to your network and
followers smaller companies who are
still building their linkedin brand may
consider paying for a job listing to
reach active candidates who may not be
familiar with them effective outreach
linkedin can be overwhelming even for
free users effectively recruiting using
linkedin isn't always easy but here are
some tips you can consider when you
start reaching out to potential
candidates
research competitors so one of the most
valuable ways to use linkedin is by
researching your competitors how is
their outreach what positions do they
have open what kind of salaries and
benefits are they even offering what
descriptors and keywords skills and
qualifications that they use in their
job postings finally consider how you
can be better utilize your network
unless you're a brand new to the
professional world and have no
connections at all whatsoever which is
unlikely never forget that both you and
your client have a network of
connections you can browse to locate
potential candidates linkedin gives
users the ability to indicate that
they're looking for work this is always
a great place to start passive
candidates however don't forget about
passive candidates they may not be
actively looking for a job but they may
consider taking the role if the offer is
good enough linkedin is a great resource
for locating passive candidates because
you can search for users by their role
messaging first and mail linkedin has a
basic messaging feature that allows two
connections to communicate between each
other however it also offers in mail
which is a premium feature that allows
you to send direct messages to users who
are outside of your network this is used
by recruiters to reach out to potential
candidates that they have not connected
with before in mail etiquette so
recently linkedin implemented a policy
that specifies recruiters are prohibited
from mass distribution of generic in
mail messages it should not be used for
marketing or event invitation purposes
it's always important to conduct
research on whomever you reach out to in
order to send an appropriately
personalized message customizing your
outreach helps engage the candidate and
they'll most likely respond to you
positively if they see you've taken the
time to get to know them and their
background linkedin is huge with
millions of users and tons of features
these tips represent only a few ways to
effectively source canon's feeling did
do you have your own methods or favorite
methods for utilizing linkedin love to
hear from you please make sure to
comment down below if you liked this
video want to see more like it please
feel free to like subscribe click that
bell completely free and means a lot
please feel free to follow me at preston
square park as i charm best also post
daily thanks again and we'll see you on
the next one
you
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