With an open job posting Reach qualified applicants quickly and fill the position in a short time? This article explains how Personnel recruitment even in times of a shortage of skilled workers can work quickly and effectively. LinkedIn is the fastest growing business network here in recent years and is currently at Find staff and also look for active ones LinkedIn Recruiting extremely helpful. That also plays Employer Branding on LinkedIn an important role.
LinkedIn is an invaluable resource for employers looking for employees. With over 690 million members, it is the largest professional network in the world and provides access to a wealth of information and resources. employers can LinkedIn to browse profiles and get a better idea of potential candidates, as well as to connect with passive job seekers who are not actively looking for a job. Hiring professionals can search resumes and portfolios, view recommendations from previous employers, view educational background, and view work experience.
LinkedIn not only offers employers access to potential applicants all over the world, but also allows recruiters to build relationships with passive job seekers by giving them the opportunity to follow companies, join groups related to the company's industry or specialty, attend events related to their interests, or even engaging in conversations among like-minded people to make more meaningful connections.
In addition, employers can use the powerful search algorithms of LinkedIn Use to find exactly the right talent & employees they need. You have the opportunity, people according to their abilities, hers Location or certain areas of responsibility to search. And once they've identified potential candidates, they can save time by automated tools such as InMail messaging and talent insights services that allow them to quickly send messages or track key industry trends affecting their hiring efforts.
Thus is LinkedIn a powerful and essential tool for any employer looking for new talent - a tool that offers unparalleled access to active and passive job seekers alike. It enables recruiters to quickly identify qualified candidates in any industry around the world - making it a valuable asset when making hiring decisions.
We use the largest professional network of our time – LinkedIn, because here you can reach everyone from interns to CEOs with the right technology. For example the one from The cave of the lions well-known start-p investor Carsten Maschmeyer (of course we didn't recruit them, but as part of a LinkedIn lead generation campaign contacted):
And before you doubt: you have to for this kind of recruiting Weder LinkedIn Jobs create, still on LinkedIn post, do not engage in employer branding and also do not place any advertisements.
As long as you have a compelling job offer, want to find suitable new employees quickly and are able to contact qualified applicants LinkedIn to exchange this is available to recruitment via LinkedIn nothing in the way.
We find qualified applicants and new employees LinkedIn in five steps:
The beauty of this process is that the Automate steps 3 and 4 let and The amount of time you spend – with appropriately good preparation in steps 1 and 2 – remains the same, regardless of whether you contact 5 or 500 potential applicants.
This gives you access to a much larger group of potential applicants than in many other recruitment models - and suddenly the shortage of skilled workers is only a problem for other companieswho still write to applicants individually or hope that a job advertisement will attract applications on its own.
“But is this way new employees via LinkedIn not too impersonal for the applicants or does not ensure that they are actually qualified for the position?”
We hear this question every day from our future customers – for them we get the following results:
In fact, if the target group is selected and addressed correctly, it is exactly the opposite and the potential applicants addressed are happy about the reference to the job advertisement. In this case, a whopping 94,62% responded:
What's more: The 167 messages sent in this campaign were not sent to anyone, only to potential applicants on our meticulously filtered list (just mentioned as step 1 and explained in detail below) who have accepted our networking request and thus signaled that they are interested in the advertised position.
In this campaign, this active filtering (which isn't your job at all, it's done by the potential applicants themselves) saved us from speaking to 542 (755 minus 213) people who didn't seem interested in the position at all:
A sample address in the campaign looked like this (personal data whitewashed)...
... and the reaction to it like this (personal data whitened):
The data from this campaign therefore suggest that this type of recruiting via LinkedIn both large amounts of potential applicants in the shortlist can take, but at the same time filters so well in the first step that only the interested applicants come into conversation with you from the large pre-selection. shortage of skilled workers? Not up LinkedIn!
And yes, we were only talking about one campaign here - but we have dozens more in our database that confirm these conclusions!
But enough of the results; we show you, How to effectively hire employees yourself in five steps LinkedIn can find!
LinkedIn has a lot of information – both about its users and the companies those users belong to. Therefore you can filter when selecting potential applicants, according to such criteria as:
Criteria 1 to 5 are free in the LinkedIn Search available by typing nothing in the search box and hitting enter, then clicking the chip that says “All Filters”:
The criteria 6 to 10 are only in LinkedIn Sales Navigator available, an additional module of LinkedIn, its use in the “Core” variant costs about 70 euros per month (Free trial month available at start).
So that you can understand the following without accessing the Sales Navigator, let's stay with the filters of the standard search. Suppose we are looking for a Customer Support Specialist for a bank's call center, we set the following filters:
Clicking “Show Results” with this configuration produces a list of 395 people, the first 5 of which look like this:
The screenshot shows:
Either way, the example hopefully shows that about LinkedIn potential applicants can be found quickly and easily using the available flood of informationthat correspond well to the general conditions of your job description.
We always recommend filtering in the Sales Navigator to cover more complex recruiting cases; Basically, the whole thing also works – as shown – in the standard search.
But what if the 5 shown above LinkedIn-Users are considered as potential applicants, but some of the 395 are not?
Or what if the potential applicants formally matched the job advertisement based on their job title and industry – but do not meet the content requirements? Or if they meet them, but are not at all interested in a new position?
These are valid concerns that we per LinkedIn can elegantly get rid of! (By the way, these concerns apply not only to this method of recruiting, but to any type of recruiting.)
We do this via a sequence of several messages whose:
In the overview, a message sequence could then look like this:
Depending on the job advertisement, this scenario can of course be expanded or compressed as desired. In recruiting campaigns, however, there is usually no need for complexityto achieve response rates in the region of the 94,62% shown above.
The networking request and the accompanying message appear in yours – if the potential applicant accepts them LinkedIn-message module on
And not infrequently that is enough to evoke an answer:
If you are automate the process of requests and message delivery you should make sure that you don't contact too many potential applicants per day. What “too many” is depends a bit on how active you are right now LinkedIn are - but it shouldn't be more than 80 to 100 potential applicants per day.
Another important point in automation is the right software. The market is now rich in so-called “LinkedIn automation software”, however, in our tests, almost all of them have improved over time Vulnerabilities become visible. In the best case, these can become one temporary blocking and in the worst case Deactivation of an account on the part LinkedIn .
Feel free to contact us if you have any questions a secure and scalable recruitment solution LinkedIn to have.
From the data of our numerous campaigns and thousands of on LinkedIn sent messages we know: in a recruiting campaign, the message accompanying the connection request usually generates the most responses.
Nevertheless, not everyone who is actually interested reacts the first time - because sometimes a message simply falls under the table among many other smartphone and browser notifications.
So in order to reach the applicants who have shown interest in the job posting but have not responded to it directly, you should send more messages. In our campaigns, the trend is towards 2 more messages - after that we usually assume that there is no interest after all.
Like in this case:
After a reply has been received LinkedIn gets its job done by it Added a prequalified applicant to your pool.
From here you can start your usual and further application process - by telephone, video call or on-site interview - and if you use the method presented here If you apply it to enough potential applicants, the probability that you will be able to fill the position with a new employee within a few weeks is very high.
staff up LinkedIn finding is just like with a digital headhunter really easy and very quickly effective. With the right strategy, the tool and a clean strategy LinkedIn marketing for employer branding and e-recruiting for more and better applicants in the long term.
Want more applicants over LinkedIn? Get advice now:
Your contact person: Florian Ibe
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