5 tips to get the best candidates on LinkedIn

The most well-known and widely used professional social network in the world is definitely LinkedIn. With more than 350 million users from 200 nationalities, it is definitely an invaluable tool for any recruiter and company that wants to find new talent, and considering that more than 60% of users use it to look for work (actively or passively), it is essential to know how to use it in the best way, since the competition is quite large.

As in any recruitment process, the first thing the Human Resources department has to do is define the candidate selection criteria the company needs for the position or positions for which it wants to find talent, such as level of education, experience, and soft and hard skills.

Once you have this clear, we can give you 5 tips to improve and enhance your ability to get the best candidates for your business.

Take care of the company's brand and optimize the profile

The company's page should reflect the company's professionalism and values, be up to date, and contain all relevant information. Share the company's policies; talents are no longer looking only for a good salary, but also want a good work environment. Develop your presence this way with relevant content, publishing not only job offers but also regular content related to your business.

Many times people prefer to talk to a specific person and not to a company profile where you don't know who you are talking to, so optimize and tailor the recruiters' profiles so that they are an extension of the company's profile, but in this way they are closer and feel more approachable.

Some of the details to take care of, both on the company's profile and on the recruiters' profiles, are: the profile picture, the initial banner, the description in the "about" tab, news, and useful information such as the address or number of employees.

Post job vacancies in a targeted manner

Once you have the information from Human Resources regarding the job offers and the candidates to look for, publish it. Use all the channels the platform offers you; whether your profile is free or paid, you have several options within reach: make posts (videos are very popular and give the organization a friendlier image, but make sure to keep them short and specific), and tag people in your network to encourage them to share the information.

Always remember to include in the offers details such as: the title of the offer, the job description and the profile sought. The location, whether it is on-site, remote or hybrid. The required skills and the benefits offered. As well as any other information you consider necessary.

Use the right terms and keywords

It is essential that you use the right words that your potential candidates search for; this determines whether you can be found more successfully and will make the work of having to actively search for applicants much easier for you, since they will come to you.

The search bar helps you find content, people, companies, and jobs related to the keywords you enter, which is why it is so important to have this optimized in the best way.

Don't forget passive candidates

The fact that a person is not very active on this social network does not mean that they cannot be a suitable talent for your company if their profile fits what you are looking for. The best thing about LinkedIn is the possibility of having all these profiles within reach. Actively search for diverse and specific profiles among future graduates or companies that compete with yours; don't limit yourself, the best employees can be anywhere.

Contact talents and candidates

Once you have selected your candidates, contact them. First make sure you read their profile carefully and that it is what you are looking for, and then make that first contact. Be brief and clear: in a few sentences, introduce yourself and your company and explain your interest in their profile. Personalize this message; remember to include the candidate's name, which makes it closer and more personal and will arouse their interest and attention.

In conclusion, LinkedIn is an excellent tool and a great pool of talent. Remember that most of them are already working at a company, which is why a proactive strategy is necessary to be as effective as possible. Also remember that the paid option offers you many more options and possibilities; consider them and do not hesitate to use it if you need to explore more and different candidates.

Always remember, no matter through which channel the candidate came, whether through the LinkedIn platform, a Referral Program, a Job Board, or the company's website, always carry out a complete selection process, with the necessary tests such as those we have at Evalart, interviews, and everything the business considers necessary to ensure it hires the talent that best fits not only the position to be performed but also best aligns with the company's values.