In this document, discover how to optimize your sourcing with LinkedIn and save time in your search for candidates.
Work on your "Personal Branding"
What is "Personal Branding"?
"Personal Branding" represents all the means, techniques, and channels you use to build your identity, make yourself visible, and promote yourself in a relevant and effective way.
What's it for?
The main objective is to show your audience what makes you unique, and to highlight your positioning and values to your target audience. It's your uniqueness that can make you attractive to your audience, creating preference and commitment.
Personal Branding is a long-term process. All the messages and actions you implement will contribute to building your brand image. That's why it takes time, consistency, and coherence.
How to build your "Personal Branding" on LinkedIn?
Personal branding goes far beyond LinkedIn.
Here are the basics, whatever your communication channel:
- Take an introspective look at yourself to gain a clear, objective vision of your own identity
- Check that this image is coherent and represents you
- Precisely define your objective on this network (recruit, gain credibility, etc.)
- Knowing who you're talking to (your target) and how to deliver your messages
- Clarify the messages you want to convey (themes, tone)
Pour en revenir à LinkedIn, voici ce que vous devez faire pour prendre votre place :
- Optimize your LinkedIn profile which is the equivalent of a sales page, by making it complete and clear.
- Develop a content strategy (Inbound Recruiting) to attract others to you.
- Comment on other people's posts to make yourself visible beyond the borders of your contacts.
- Continuously network through "conversational marketing" (more natural) and create a breeding ground.
- Analyze your SSI score, your LinkedIn influence potential, to see what could be improved.
Find the best candidates on LinkedIn
Free solutions
- Access to 3rd-level relationships: even without a paid subscription, you can search for members of your so-called "extended" network. The 3rd level corresponds to people who are connected to your 2nd-level relationships.
- Group membership: by joining them, you can directly send a private message request to other members without distance restriction. They'll receive a notification and can accept your message.
- Advanced search: use the advanced search options to play with filters. Among the most interesting, you have the "Jobs" option, which lets you include specific job titles. You can also filter by "Company" if you are targeting specific ecosystems. In all, you have 6 filters at your disposal.
- Job offers: You can post 1 job offer per month free of charge.
- Messaging: If you're logged in to the 1st degree, you can exchange direct messages. You can write text and send files (PDF or images, ideal for sharing a job description). And don't forget the "voice" function, which lets you leave your candidate one (or more) messages of up to 1 minute. Another way to stand out from the crowd.
- LinkedIn page: If it's not already active, you can create a dedicated company page that will bring together your corporate communications. You can attach your job offers and share your vision and culture. A great way to work on your employer brand.
Paid solutions
- LinkedIn Sales Navigator: This Premium version of LinkedIn is primarily aimed at salespeople and sales profiles, but nothing is stopping you from trying out its features. It gives you access to a very advanced search level, facilitating the prospecting and lead generation aspect.
- LinkedIn Recruiter: This is LinkedIn's integrated recruiting platform for sourcing and exchanging with candidates. The tool is collaborative and can be shared with other recruiters on your team as well as your Hiring Managers. The tool integrates a "Statistics" section that enables you to track and manage your KPIs.
- Paid search: From LinkedIn Sales Navigator or Recruiter, filter up to 40 different parameters to find the ideal candidate.
- InMails: You pre-select your future talents and then contact them with personalized InMails. You get 150 messages per month with LinkedIn Recruiter (50 with Sales Navigator).
- The job offer: In the paid formula, you have 2 options. First, you can post an unlimited number of job offers and only pay for the ads that are seen. Or, you can buy Job Slots by the year and use them according to the positions you fill.
- Career page: This page is more advanced than the classic company page. It highlights the company's culture through dedicated multimedia content. Job offers also have their own dedicated place.
Post a job offer on LinkedIn
Why do it?
When you publish a job offer, you're sending a signal to your potential candidates (and to your entire network). Whether you opt for free (limited) or paid advertising, we advise you to remain consistent in the information you transmit, with regard to your employer brand.
Be careful, however, to respect the conditions for creating job ads based on Hunteed jobs.
How does it work?
- Step 1: Click on Jobs -> Post a free job offer
- Step 2: Fill in the form
- Step 3: Enter job details
- Step 4: Fill in the candidate options
- Step 5: Publish your ad
What if I have to pay for the ad?
You follow exactly the same steps. The only difference is at the end of the process where you need to enter your bank details and define your budget.
Alternatives
You can also create a LinkedIn post to tell your audience about the position you have available.
Be careful, however, not to fall for boilerplate messages such as "Dear network, ASAP search, java developer". This type of post has little resonance and produces few (if any) results.
You can be creative by making a carousel, for example, or broadcasting a video. The format and codes must be adapted to your employer brand. By moving away from "classic" communication schemes, your publication can arouse interest and enable you to reach a greater number of people.
A few more tips
Job advertising is a powerful tool. If well written, it will enable you to reach your target audience and generate a flow of relevant candidates. Here are our tips for optimizing your search for candidates:
- Choose the right title: one ad = one position. The title must be understandable and explicit.
- Provide context: give factual information about the context, missions, objectives and corporate culture. You need to attract the "right" candidates by helping them project themselves.
- Be clear: show that you know the position you're applying for, and be consistent in your ad.
- Explain the steps in the process: this gives a clear vision of the different stages and promotes a good candidate experience.
- Watch for legal information: you must not include any information that could mislead the candidate and, off course, the ad must be non-discriminatory.