Maximising LinkedIn Jobs: A Recruiter's Guide with A2H Solutions

As a Silver LinkedIn Talent Channel Partner, we understand how to set-up and best utilise LinkedIn’s powerful recruitment tool to reach new audiences and attract more applications for your vacancies. LinkedIn provides access to 690+ million members, so whether you’re looking for senior team leaders or your next junior superstar, LinkedIn can help.???

Our Step-by-Step guide to recruiting with LinkedIn

1. Setting Up a Job Post

Begin by accessing the "Jobs" tab on the LinkedIn homepage. To post a job:

• Click "Post a free job" or choose a more customised option based on your hiring needs.
• Add essential details, including job title, location, employment type, and description.
• The description should be clear, emphasising responsibilities, qualifications, and company culture. We recommend highlighting growth opportunities and unique benefits to capture candidates’ attention.

Pro Tip: Integrate detailed job specs with a focus on how candidates can align with company values, which makes posts more engaging.

2. Leveraging Job Post Enhancements

To attract the right candidates, you can enhance your post through targeted options:

• Promote the job: This paid feature boosts visibility, pushing the listing to relevant candidate feeds.
• LinkedIn Recommended Matches: Use LinkedIn's AI to suggest potential candidates based on the skills and experience in their profiles.

A2H Solutions benefits from LinkedIn’s Silver Talent Channel Partnership, gaining access to advanced insights and candidate targeting tools, ensuring that job posts reach the right audience effectively.

3. Using the Job Dashboard

The job dashboard centralises all job posts and application statuses. As a recruiter, you can:

• Monitor real-time data on job views and applications.
• Filter candidates based on predefined criteria such as location, skills, and experience.
• Save candidates for future consideration or message them directly through LinkedIn.

By keeping a close eye on the analytics provided, you can ensure that job posts are optimised, tweaking listings to improve application quality when needed.

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4. Active Sourcing with LinkedIn’s Search and Filters

While passive candidates may apply through job listings, LinkedIn’s search filters allow for active sourcing. With the search bar:

• Enter keywords or titles related to the role you’re hiring for.
• Use filters like location, experience level, and education to narrow down candidates.
• Actively use these advanced filters to find niche talent, it especially helps for roles that require specific qualifications or experience levels. The ability to quickly spot candidates who match job criteria speeds up the recruitment process significantly.

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5. Utilising 'Easy Apply'

The "Easy Apply" feature simplifies the process for candidates by allowing them to apply with just their LinkedIn profile, reducing the friction of long applications.

This feature is particularly useful for high-volume roles where you want to attract many candidates quickly.

Use "Easy Apply" for positions where diverse applications are encouraged, as it lowers barriers to entry for candidates.

Pro Tip: Encourage candidates to update their profiles by pointing out how an optimised profile helps them stand out in recruiter searches.

6. Managing Applications Effectively

As applications come in, LinkedIn provides a streamlined interface for reviewing and responding to candidates:

• Use LinkedIn’s "Rating" and "Tagging" systems to mark candidates based on criteria (e.g., Highly Qualified, Needs Review).
• Automated messages can be sent to candidates acknowledging receipt of their application, keeping them engaged during the hiring process.
• Timely follow-ups are highly valuable, which enhance the candidate experience and contribute to the company's reputation as a top employer.

7. Communication and Engagement Tools

LinkedIn enables seamless communication with candidates, either through the job post messaging function or InMail:

• InMail allows recruiters to reach out to passive candidates who haven’t applied but may be a great fit for the role.
• Personalised messages, mentioning specific skills or experiences that caught your eye, increase the likelihood of a positive response.
• Businesses can find value in nurturing relationships with potential candidates even if they aren’t a fit for the current role - this helps build a talent pipeline for future hiring needs.

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8. Building a Talent Pipeline with LinkedIn Talent Solutions

Beyond filling immediate vacancies, LinkedIn helps recruiters build long-term talent pipelines:

The "Talent Pipeline" feature tracks candidates you’ve engaged with, whether they’ve applied to jobs or were sourced manually.

You can create talent pools for different roles or industries and revisit them when similar positions open up in the future.

Timing is key in recruitment, so maintaining connections with past candidates is vitally important.

9. Using LinkedIn Insights for Strategy

As a Silver Talent Channel Partner, A2H Solutions benefits from deeper insights into hiring trends, including:

• Competitive benchmarking for job posts.
• Real-time data on in-demand skills and candidate preferences.
• Audience demographics to tailor job descriptions and outreach.

These insights allow recruiters to refine job posts, ensuring they resonate with the right talent pools. Additionally, knowing what other employers are offering helps A2H Solutions remain competitive in attracting top-tier talent.

The Jobs function on LinkedIn is a powerful tool in a recruiter’s arsenal, and when combined with the advanced features available to Silver Talent Channel Partners like A2H Solutions, it becomes a game-changer. From posting jobs to managing applications and building pipelines, LinkedIn provides everything recruiters need to connect with high-quality candidates.

To find out more about recruiting through LinkedIn, contact James Rodricks at [email protected]

Coming up next - How to set-up your Recruiter Page on LinkedIn