Even though LinkedIn provides employers with a large amount of benefits for employers, it still should not be seen as a one size fits all shop for recruiting. Instead, LinkedIn should be seen as just one more prized asset to add to a company’s preexisting recruitment strategies.

So, to help companies use LinkedIn effectively in their candidate search process here are the final five tips compiled by executive search firms.

Avoid Spamming in Collected Mailing Lists

Through one of two simple methods, either manually or via a downloadable program, companies can build mailing lists from the exported information of their LinkedIn connections. These then can be used to send out job descriptions regarding open positions. Unfortunately, these emails will often be regarded as spam by these connections, as exciting as this ability may be to some. That is not to say that this is not still a valuable and effective recruiting technique, only that it should be used sparingly as to avoid annoying and alienating contacts.

Building a Network One Step at a Time

Perhaps the most exciting and valuable tool available to recruiters through LinkedIn is the ability to search through and view the second and third tier connections of their networks. However, despite how closely connected these individuals may be, it is always important that they not be contacted directly. Instead, once a valuable contact has been identified, the employer should instead attempt to gain an introduction through their intermediary connections rather than approaching the individual as a complete stranger.

Building Connections
Companies should always be developing and growing their networks, as was mentioned in the first half of this article. The employer should always take the initiative to connect with that individual on LinkedIn right away whenever a connection is made with a candidate through some alternate means used in the executive search process, along this same line of thought. Even if that candidate does not work out, the company will still have gained a new line and valuable line of networking opportunities through them, having made this connection.

Gaining Visibility

The company will first need to make sure that they have built a strong and visible presence on LinkedIn in order for a company’s social media networking and recruiting efforts to be successful.This would mean in the best possible scenario that quality candidates would find and contact you but it is still important for your company to looks its best and appear professional when individuals begin looking into the company.

Follow Up

Finally, to check the company’s presence on the internet, the company should regular conduct a search regarding its job postings and webpages in order to gauge the results of how accessible they are. However, this should be done by using a broad spectrum of search parameters than those that were specifically chosen and tied into the material, as conducting a search based on such terms will only lead to false representation of the company’s visibility in search engines. Conducting such searches can allow the company helps them further develop their LinkedIn material to be more effective in the future and to see its errors and learn from them.

ABOUT THE WRITER

Maurice Gilbert founded Conselium in 2001 and serves as the Managing Partner. Conselium is an Executive Search Firm that offers a more personalized executive search solution for companies in search of Compliance, Regulatory Counsel and Audit professionals. For more information please email Maurice at [email protected] or visit the website at http://www.conselium.com

   Send article as PDF