Finding Candidates via LinkedIn

LinkedIn is a type of social media designed for working professionals. Each candidate and company has their own profile, which can highlight many different aspects. For companies, profiles can show off available job openings, recent accomplishments, and other information. For employees, they can showcase the skills acquired and relevant work experience.

While this can seem to make the hiring process easier for recruiters, LinkedIn hosts millions of profiles. That means job searches can be vast and endless when using this hiring tool. Recruiters must know the best tactics for tackling and choosing candidates on LinkedIn. Here, MassLive Media Group offers insight and tips on how recruiters can use LinkedIn to narrow their search.

Utilize LinkedIn’s Recruitment Tools

Hundreds upon thousands of candidates use LinkedIn, meaning many potential employers can come up with a given job listing. While going through these candidates can take hours of time-consuming work, LinkedIn has many tools that help you sift through them more efficiently.

Recruiter-level access can help you see more information about a given candidate, giving you everything needed to make an informed hiring decision. Some filters and capabilities can narrow the number of potential candidates, making it easier to see potential employers with the exact qualifications you’re looking for.

Recruiters can use keywords to filter out irrelevant job applicants. For example, using the keyword “Bachelor’s” can streamline the list of potential candidates to just those with Bachelor’s degrees. You can also use the filters to highlight profiles with specific skills or proficiencies with certain software. Additionally, you can use the same tool to narrow job applicants to those in your area.

Fact-Check Profiles with Resumes

LinkedIn can help with recruitment efforts because it can give you an added layer of fact-checking for your applicants. For example, recruiters can use each candidate’s LinkedIn profile to corroborate information found on a resume. That includes information like:

  • Education
  • Past work experience
  • Skills acquired
  • Job timelines
  • References

If a candidate’s LinkedIn is thorough and complete, you might even find more information about them than on their resume.

When browsing LinkedIn profiles, it can be beneficial for recruiters to look for finished, detailed ones. Skeleton profiles won’t show the information you need, and it can indicate that the candidate might not be taking the job hunt seriously. Skipping over these profiles and focusing on ones with plentiful information can give you the knowledge needed to determine if a candidate has potential for hire.

Look at Past Work Experience

LinkedIn features a specialized section highlighting the work experience on each candidate’s profile. That should be a large focus for recruiters, as it often gives them a snapshot of a potential employee’s skills and experience. Skimming through these sections of each profile makes it easy to tell if a candidate is a good fit for the position.

If a candidate’s work experience is blank, this can be a good indication that they may not work for your company. Additionally, recruiters can take this a step further by scanning a candidate’s social media. They may post complaints about managers, employers, or tasks heavily involved with the role. Finding these instances can also help determine if a potential candidate is a good fit for your role.

Use Other Companies as a Guide

When finding the right keywords to narrow down job applicants, it can be difficult to tell which ones are most beneficial to the position you are hiring for. That is especially true when looking for applicants with a specific job title. One strategy is to refer to other companies’ LinkedIn profiles.

Other companies often post a job using a different title or name, even when the job responsibilities are the same. Exploring other LinkedIn profiles can give you more options for keywords in your hunt for potential candidates, which can increase the number of applicants relevant to your role. That allows you to view other potential employees from a different perspective, opening the possibilities for job hire.

Find Recruitment Marketing Solutions at MassLive Media Group

Companies looking to switch up their marketing strategy and find success can receive assistance from MassLive Media Group. With the right expertise and knowledge of the field, we can help streamline recruitment efforts, making the process easier and more efficient. To learn more about what we do, contact us today.



Manufacturing Recruitment Strategy

Worker shortages in manufacturing industry is real. Highly skilled positions remain open as a significant portion of the manufacturing workforce is nearing retirement age. For manufacturers, building and maintaining a robust and skilled talent pool is key for both short-term and long-term hiring success.

Recruitment Marketing as a Relationship Builder, Not Just Candidate Sourcing

Don’t wait to be present until a position is open – consistently position your brand in front of both passive and active job seekers. Consistent branding creates a talent pool who is familiar with your company, benefits, culture and therefore more likely to consider you when looking to make a career change. Top of the funnel marketing tactics such as video and display make your brand presence known.

Build A Connection By Understanding Your Best Potential Candidates 

Develop personas, marketing strategies and campaigns specific to your common open positions. Different positions attract different types of candidates. Understanding the nuances allows you to more directly content with job seekers, to communicate your company story and to welcome them into your culture with a personalized approach. Seek out a recruitment marketing partner with a deep data bench, capable of developing audience segments, media placements and creative to speak directly to specific candidate audiences.

Enhance Your Job Board Presence with Display & Video

Placements on job boards are effective in reaching those actively seeking a position. However, other traditional marketing methods like targeted display and video allow companies to share their full story. More visual formats let prospective candidates see your benefits and experience your culture. Both elements that can cause them to choose you as their next employer – over your competition.


Healthcare Recruitment Strategy

A growing aging population, pandemic burnout and a ramp up of traveling nurse opportunities have put a strain on healthcare recruitment. Nurses are in high demand – with an abundance of employment options to choose from. How does your healthcare facility standout in this mad dash for employment?

Invest in the Community You Serve

Healthcare is essential to the community. Consider supporting the community you serve by sponsoring local events, job fairs and awards to keep your organization top-of-mind. Not only will these positive associations bring your organization front and center, it will also generate positive word of mouth among the community – reaching friends and families connected to potential candidates.

Showcase Company Culture

Give a glimpse of what its like to work at your organization on any given day. Show the people who work there, the halls to be walked and the benefits to be had. Video succinctly communicates positive culture through virtual tours, testimonials and more. Written testimonials and other content featuring current employees lend authenticity to your showcase.

Replenish Talent Pools with New Grads

New graduates are critical in helping to fill staffing gaps and to replenish talent pools. Utilize highly targeted strategies to reach new graduates, while still on campus, where they are spending their time. Hyper local mobile targeting puts your organization front and center among soon-to-be-graduating adding you to their consideration set for post-graduation employment.


Education Recruitment Strategy

Like most categories of business, education providers are facing faculty and staff shortages. Finding experienced and passionate educators and faculty continues to be a challenge. Education institutions should look beyond salary and benefits to larger strategies to drive interest and applications for the upcoming school year ahead.

Build Your Talent Pool with Year-Round Strategy

Primary education recruitment season begins at the end of the previous school year, with many schools starting from scratch every year. Establishing a year-round recruitment marketing strategy, allows you
to reach faculty and staff considering a change throughout the school year, adding them to your talent pool as the year progresses. Having a year-round plan also puts your institution front and center, outside of the more cluttered traditional recruitment period.

Utilize Your Community As A Recruitment Tool

Your community has the potential to be a unique selling point for your institution. Consider highlighting the quality of life – showing prospective employees the community you serve. Community events, local activities, cost of living and more can have pull over prospective employees looking to make a move or to enjoy a way of life your community offers. Partner with local events, local organizations and even your convention and visitors bureau to generate content about your community.

Job Fairs Help Build Awareness of Your Institution

Passive and Active job seekers join job fairs to learn more about prospective districts and institutions. By merely being present, among your competition, you can ensure that your district or institution is in the consideration set for educators looking to make a career move. Both in-person and virtual career fairs provide additional visibility and awareness for your institution.


Warehouse Recruitment Strategy

Warehouses are experiencing unprecedented growth thanks to a shift towards online shopping. As growth continues and timely shipping remains critical, warehouses face a continual shortage of workers.

Tout the Benefits That Make You Stand Out

Warehousing jobs are not historically known for good benefits and upward mobility. With changing demand and increased competition, more warehouse companies are adding long-term benefits and job training to their offerings. As an employer, tout benefits like 401Ks, employer matching and paid training as part of new hire packages. Talk about your openings more as long-term careers vs. short- term or holiday employment for additional appeal.

Get Connected In the Community

Grassroots community efforts and word of mouth tactics still hold strong in warehousing recruitment. Sponsoring local community events and job fairs raises brand awareness in the community, spreads positive sentiment about your organization and jump starts word of mouth. This simple activation makes your organization more likely to be noticed by potential job seekers and considered as a stable, future local employer in a future job search.

Local Jobs, Local Placements

Warehousing recruitment pulls most applicants and new hires locally. Very rarely to companies hire outside of their immediate market. Tap into the local job seeker scene through local job boards, job fairs and other local job posting opportunities. Local job seekers continually use these outlets to find new employment opportunities.


Trucking Recruitment Strategy

Facing an aging workforce and increased competition for new talent, the trucking industry struggles to keep recruitment pipelines full and trucking routes staffed. Trucking industries should look to implement full-funnel marketing strategies to not only attract active job seekers but it keep talent pools fresh with new prospects.

Address Trucking Industry Myths

Increase top-of-the-funnel prospects by introducing the benefits of a trucking industry careers to passive job seekers. Address potential concerns head-on, including hours, mileage goals and living conditions while highlighting employment benefits such as 401K matching, healthcare and time off. Video and written content are both great vehicles to communicate this information.

Stay in Touch with Prospects

Deciding to change careers can be a lengthy process for passive job seekers. Keep your talent pool active with periodic communication about your business, job openings and career benefits. Set up an email calendar, reaching out to a list of emails from those who you met at job fairs, submitted an inquiry or sent a full resume. Frequently post about your culture, the trucking industry and openings to keep your followers engaged.

Job Boards Are Important

Trucking applicants remain tapped in to local and regional job boards. A presence on local job boards and job aggregator sites provide you business with bottom of the funnel presence – reaching those interested in the truck industry and actively applying now.


Professional Recruitment Strategy

Finding outstanding talent that fits your culture is a concern for any business. Make the most of your time and resources by attracting qualified candidates that can hit the ground running and succeed within your organization. Identify quality talent and cultivate your talent pool with leading recruitment marketing strategies perfect for professional businesses.

Showcase Your Company Culture

Tell the story of your business, your history, your employees and more. The more a prospective employee knows about your operations and culture the more they are able to determine whether they are a match for your organization. Office tour videos, employee testimonials and other visuals can help to show daily life within your company.

Tailor Communications to Open Positions

Instead of deploying blanket recruitment ads for all positions in your company, consider developing custom creative and campaigns for each position. Messaging should focus on key benefits and operations of that role, showcase photos and videos of that segment of your business and speak directly to those candidates. Specific communication, drives more qualified applications – increasing your odds of finding a match while building up your talent pool - than general recruitment ads.

Use Job Boards to Reach Active Job Seekers

Job Fairs, local job boards and job board aggregators remain critical bottom-of-the-funnel tactics in securing applications for open positions. While other flashier tactics will fill the top of your funnel, these more nitty-gritty media elements provide a place for active job seekers to seamlessly apply for the positions they want – now.