Some states like Utah are more than ready to revive their economy but are facing a major bump on the road: labor shortage. Many workers feel they aren’t ready to work outside their home, while many worry about childcare. Others like a job with better pay this time.
Reasons aside, the tepid temperament of applicants is a serious issue in recruitment. Typically, recruitment can take as long as 42 days. It may be longer for hard-to-fill positions like jobs that demand more specialized skills or executive work.
With the labor shortage, the days of job vacancy stretch. That could mean more work for the HR team and huge losses for various businesses. Fortunately, there’s the Internet—and LinkedIn.
Why Recruiters Should Look into LinkedIn
Like Facebook and Instagram, LinkedIn is a social networking platform, which means its main goal is connection. Unlike the other popular social media sites, this one focuses on building and fostering professional relationships, particularly between potential employees and companies.
As expected, the site is teeming with a lot of potential candidates. It currently has over 730 million members around the globe coming from diverse professional and demographic backgrounds.
Of this, 70 percent are passive talent or individuals not actively looking for work. However, over 85 percent of both active and passive users are open to job opportunities.
LinkedIn also scores well when it comes to referrals. Recruiters can tap into the professional connections of their potential candidates, expanding their pool by as much as 10 times quickly.
The referral is also the primary way workers find jobs on this website, and about 30 percent of employees may refer their friends to the position.
Most of all, LinkedIn allows users to create a comprehensive profile that covers certifications, education, and work experiences. Colleagues, former bosses, and other network members can also leave reviews to help recruiters gain more ideas about the individual’s qualifications.
How to Hire Employees through LinkedIn
Although LinkedIn is a great source for a talent pool, the recruitment process dictates the quality of candidates a company ends up hiring. But how can one integrate the social network into the internal recruitment system? Here are some tips:
1. Combine ATS and LinkedIn Talent Solutions
ATS stands for applicant tracking system and is presently one of the essential recruitment automation tools for businesses today. Users can screen applicants according to job descriptions or keywords and monitor at which part of the application process they’re in. It can also automate routine but critical aspects of recruitment, such as interviews.
Contrary to what other recruiters think, ATS is different from LinkedIn Talent Solutions, an internal social networking site. This one focuses on streamlining available candidates and provides tools for the first contact, like e-mail.
All the rest, including the first phone interview, already happens outside the website. Thus, both systems work differently but can be complementary, making it easier for recruiters to transition candidates from LinkedIn Talent Solutions to their ATS.
2. Harness Other LinkedIn Tools to Boost Professional Connections
LinkedIn comes with plenty of features to connect both employers and employees easily and quickly, and it’s time for recruiters to maximize them:
- Companies can create an official LinkedIn page or build a group. This way, candidates can develop a better idea about the business even before they apply. They may also initiate the application process if they feel these businesses align with their career goals. Moreover, groups help businesses engage with other LinkedIn users, allowing them to spot potential talent.
- Recruiters can reach out through LinkedIn Mail. According to the social networking site, using this tool provides a response rate that’s three times higher than regular email. Recruiters can also hear faster from users if they send a mail early morning on weekdays.
- Filter candidates according to keywords and openness to work. Actively looking candidates are more likely to be receptive to job offers than passive talent, and LinkedIn allows recruiters to see immediately those who are open to work.
3. Provide Constructive Feedback
Not everyone the recruiters encouraged to apply on LinkedIn will make it, and not all of those who are rejected will take it lightly. Some may leave a negative review about the business or not apply again, which can hurt the recruitment process.
One of the underrated steps in the hiring system is leaving constructive feedback. According to LinkedIn data, talents are four times more likely to consider the company again for future opportunities if they know the reason for the present rejection.
LinkedIn can be a critical tool for industries dealing with a labor shortage. Many talents may just be waiting for the right opportunity or connection.