Getting ahead with LinkedIn head-hunting
With over 135 million users worldwide, and just over 2 million of those users based in Australia, it’s hard to deny that LinkedIn is making its mark in the social media landscape. In fact, more than one professional per second signs up to LinkedIn.
But are companies using LinkedIn to its full advantage? How can companies benefit from accessing the large numbers of potential employees contactable through the LinkedIn network?
Employment Office Managing Director Tudor Marsden-Huggins says LinkedIn is a powerful tool that, coupled with the right recruitment marketing solution, can save companies thousands on expensive head-hunting campaigns.
“Most businesses default to listing jobs on job seeker websites, however LinkedIn opens up a talent pool of professionals in the market who may not be looking for jobs, but are open to a discussion,” he said.
At present, the lion’s share of LinkedIn’s profit comes from recruiters who purchase access to user details as a means of recruitment and headhunting.
“Professional recruiters have recognised the potential and are already head-hunting through LinkedIn. There’s no reason why management from hiring companies can’t do the same thing,” Marsden-Huggins said.
With an average of 54% of people having an active LinkedIn profile and 83% of these professionals open to potential job offers, using social media avenues like LinkedIn for recruitment is quickly becoming a must for all businesses.
Marsden Huggins says LinkedIn has changed the game for head-hunters, and they are being forced to adapt to a new environment where DIY head-hunting is not only an option for companies, it’s the future.
“LinkedIn is one of the best innovations since the rolodex, but just like a rolodex, it is only as good as the relationships with the contacts in it and the skill of the person driving those relationships,” he said.
Employment Office’s Top Tips for using LinkedIn for DIY Headhunting:
- Searching for candidates always starts with the LinkedIn Advanced People Search – Cast the net widely and experiment using territory, industry, company names and keywords.
- Contact your potential candidates – If you aren’t connected directly, you may choose to ask for a ‘warm introduction’ from a mutual connection.
- Try increasing indirect connections to target candidates – Connect with people in the same industry or geographic location to help provide new introductions to top candidates.
- Join LinkedIn Groups and get involved in online networking.
For more information on how Employment Office can help with LinkedIn head-hunting and recruitment, please fill out the form below or call 1300 366 573
