“Culture is to recruiting as product is to marketing.”
In this day and age, finding and attracting talent has become a much harder task than it used to be. In the past, employers could put their job listing in the Sunday paper or spread the news via word-of-mouth. Then, they would simply wait for potential candidates to phone in for more information or to mail in their resume.
Fast forward to today and things have become a lot more complicated. Earning the attention of top talent online is extremely difficult. Employers now require media-savvy skills and techniques to navigate the digital age. However, social websites like LinkedIn provide the perfect platform for job seekers and employers to come together in one place. Employers can directly speak to and connect with one of the largest career-focused audiences, and potential candidates can follow communications and respond to companies they are interested in.
Although LinkedIn is a great resource for employers, the problem remains: How do you get in front of and attract the best talent? According to Forbes.com, there are around 6.5 million active job listings on LinkedIn alone. Therefore, recruiting competition is high, and it’s truly a job candidate’s playing field. We’ve learned that the best strategy to attract talent is to focus on building a great brand.
We’ve compiled a list of things your company can start doing today to improve and leverage your company’s brand on LinkedIn.
Improving your company’s brand:
Questions to keep in mind:
-What differentiates you from competitors?
-What are your company’s core values?
-What benefits can you offer future employers?
Engagement is Key
When posting content to your page, it is so important to remain engaged with the people who are sharing and commenting on your material. This makes them feel like they are developing a relationship with you and will, therefore, be more likely to apply for future jobs. Also, not only is it important to post on your own page but also to reach out to potential talent pools via career pages. Engaging with and frequently posting on career pages improves your company’s visibility to the right people you’re looking to attract.
Create a Bat Signal
By this we mean, encourage your employees to spread the word via their own individual LinkedIn profiles, to share content and job postings that redirect back to your website or company profile. This will enable you to reach a broader audience and boost interest in your jobs.
Optimize your Job Posting
When creating a job description and the accompanying post, it’s essential to create content that infuses the job with your company culture. Answer the question of “why” a candidate would want to work for you. Also, make sure to put a focus on values as opposed to the actual work the new-hire will be doing. When a post is a dry description with no sense of who you are as a company, it will likely end with the candidate disinterested and clicking off the post, or ignoring the post altogether.
New Hires Come and Stay!
When it comes to really looking into potential candidates, pay attention to whether or not they would be a good culture fit. Skills can be learned with some training, but someone with a bad attitude can really hinder the overall team’s production.
I look for two things when I hire a new employee: ambition and humility. Without a proven track record of initiative and ambition, it’s likely the person becomes a drain rather than a contributor to the company – even the really smart, talented ones.”
– Justin McLeod, Founder, CEO, Hinge
Also, keep in mind what job seekers consider of utmost importance when it comes to what a company has to offer. In other words, there has been a growing demand by employees entering the workforce to have a more flexible set of hours. Of course, do what you can with what you have, but it doesn’t hurt to know the current job climate. All in all, aligning your job posting with the current market and with your company culture will ultimately increase your chances of snagging some of the best of the best talent out there!