Should Hiring Managers Be Active on LinkedIn? Here's Why It Matters

Curious about how to use LinkedIn more effectively as a hiring manager? Let's connect and discuss strategies to boost your presence and attract top talent. Book a virtual coffee chat with me here?

Welcome back to "LinkedIn Playbook for Leaders "! With the start of fall comes another new hiring season, and many of you may be wondering: Do hiring managers need to be active on LinkedIn? Spoiler alert—the answer is YES, and here’s why.

Great Leaders Win Great Talent

HR can only do so much to win top Talent. And especially when trying to recruit younger talent, your LinkedIn presence — or lack of it — can dramatically affect your recruiting success. Today’s candidates, particularly Gen Z, are increasingly concerned about who they’ll be working for—not just the company, but the individual leaders. They are filtering out the egomaniacs and "meh" managers, and looking for superhero leaders they can trust and learn from.

It’s not about you. It’s about how you lead.

Ironically, the best managers—the ones we want to work for—often don't value sharing what they do on LinkedIn. Many of the hiring managers I mentor have told me they feel like posting is bragging, self-centered, or assume it would be dull for others to read. But here's the truth: if you want to attract great talent, you need to step out of that mindset and get active on LinkedIn. Show your leadership superpowers and how you empower your team.

According to a poll I conducted, 88% of young job seekers are turned off by hiring managers who don't maintain an active LinkedIn profile. They see it as a red flag, signaling a disconnect with modern professional standards.?

Here’s how being active on LinkedIn helps you hire better:

• Attract Top Talent ????

Gen Z and Millennials heavily rely on LinkedIn for job searches. They value authenticity and digital presence. By maintaining an active LinkedIn profile, you show that you’re engaged, modern, and in tune with today's professional landscape.? Skip it and you risk making a first impression as a dull, old-fashioned, disengaged manager.

• Build a Strong Employer Brand ???

Candidates often research hiring managers to gauge whether the company aligns with their personal values. An active profile that shares insights, company culture, and industry trends helps build a strong employer brand. As one of my younger contacts shared, "How am I supposed to identify with a job at a company if the person promoting that job doesn't even think it's relevant to integrate this company's culture and values into their LinkedIn profile?" What would she find on your profile?

• Engage with Potential Candidates ????

By actively participating in discussions, responding to inquiries, and sharing valuable content, you foster meaningful connections that can lead to successful hires. This proactive approach sets you apart and makes your company a top choice.

• Win Active Learners ??????

In my experience, people shifting jobs are looking for a better leader to learn from. With more visibility on LinkedIn, you make your expertise and passion for your field visible to the people who want to learn from you.?

How to Get Started: The 4 Basics for Hiring Managers

You may have many reasons why LinkedIn has not been your priority up until now. However, with a minimum of time, you can cover the basics and greatly improve your presence and ability to attract the right talent for your team. Here’s what matters:

1?? Update Your Profile

Make sure your LinkedIn profile is up to date. At the very least, ensure you have a current profile picture that’s recognizable and a background image that reflects your role or company. (More here)

2?? Start Posting

Begin sharing content about how you lead, how your team learns, and how you make an impact with clients. Start with once a week, and block time on your calendar to do it. ?More here on my strategy for selecting what to post about.?

3?? Show yourself

Share pictures of yourself in work settings (forget vanity, go for authentic). These images help potential candidates get to know you in advance of the interview. Being seen as approachable and relatable can be a valuable differentiator when it comes time for a candidate to choose between offers. Giving a talk? Ask a colleague to take pics, and then share those!

4?? Comment often!

When was the last time you commented on your company, client, or team posts? When a new candidate checks a hiring manager's profile, they scroll down to the "Activity" area, and click on "Comments." It’s a very transparent example of how you communicate with the people you work with. Regular, thoughtful engagement here can significantly enhance your appeal to potential candidates – and be great for your team's motivation.

?? Do you agree that a Hiring Manager must be seen on LinkedIn? Do you actively shape your LinkedIn presence to attract the best talent for your challenges? Share your thoughts in the comments!

?? Set an intention for September!

LinkedIn has become the tool a hiring manager can't do without today. Use it as your personal stage where you can show candidates how you lead and what they can expect from you. This is your chance to show your best side, the Superhero in every purpose-driven leader. Doing nothing is a risky option. An inactive LinkedIn profile could be costing you top talent. Don’t let this be the reason you miss out on connecting with the next generation of professionals.

I'll sign off for this week with these words from one of my favorite hiring managers ...

??? I'm choosing to stand up, to become a part of something bigger. I really do believe that together, we can accomplish anything. – Phil Coulson, Agents of S.H.I.E.L.D.

Curious about how to use LinkedIn more effectively as a hiring manager? Let's connect and discuss strategies to boost your presence and attract top talent. Book a virtual coffee chat with me here?