When hiring managers want to attract great candidates, they craft compelling job listings, enlist recruiters to help them source talent, and tout their companies’ cultures and perks. What most of them don’t do is spruce up their LinkedIn profiles — and that oversight may cause them to lose talent. Candidates evaluate potential jobs using a number of factors, and one of them is their potential growth trajectories. If they land a senior manager position, what will their path be to director and senior director? What are their responsibilities? What types of teams will they be managing? How quickly might they move through the ranks? One of the places they’ll often look to find those answers is the hiring manager’s LinkedIn profile.
The Importance of the Hiring Manager’s LinkedIn ProfileHaving your personal page built out gives candidates a sense of where you’ve worked before and what you’ve accomplished with the company. If you have a robust employment history with plenty of experience and achievements listed, prospective hires will feel they can learn from you and are more likely to apply for the position. However, many hiring managers neglect to update their LinkedIn profiles, especially if they’ve been with the same company for several years. They may not see a point unless they’re actively searching for new opportunities themselves. But LinkedIn isn’t just for when you’re looking for jobs; it needs to be updated when you’re looking for candidates, too.
“LinkedIn isn’t just for when you’re looking for jobs; it needs to be updated when you’re looking for candidates, too.”We use LinkedIn data to sell candidates on potential employers all the time. If we can show them the person they’re interviewing with has been with the company for X number of years and done three different rotations, it’s much easier for them to start envisioning what their own careers might look like there. Here’s how to create a LinkedIn presence that helps sell your company to top talent:
Create or Update Your LinkedIn ProfileIf you’re trying to fill a position and you don’t have a LinkedIn profile, creating one should be your first step. If you already have a profile but haven’t updated it in years, it’s time to give it an overhaul. When a candidate sees an outdated profile, they may be uncertain whether they’re even looking at the right person’s page. Don’t miss out on an easy win by letting your profile languish. A good rule of thumb is to update your LinkedIn profile on a regular basis. This doesn’t have to be a major undertaking. Any time your role changes or you achieve a new milestone, add it to your profile. Did you help close a major deal for your company or spearhead an important initiative? Consider including those achievements. Regular updates keep your profile fresh, and they give candidates insights into what they can expect for themselves if they work with you.
Fill In Your Job DetailsDon’t just list your job titles. Provide a description of what you did and the results you achieved for the company. Highlighting your strengths and results further entices candidates because they’ll be confident they can learn from you, and growth opportunities are critically important to top talent. Make sure your title and location are current as well because that makes it easier for candidates to find you (and shows you’re paying attention to your profile). You may also want to Google yourself and ensure that the information that comes up in searches is consistent with your LinkedIn profile. If you’re not comfortable touting your accomplishments or don’t see a point in updating your profile because you plan to retire with your company, remember that this isn’t about you. By building out your profile, you’re helping your team get in front of great candidates.
Don’t Skip SectionsOnce you’ve filled in your employment history, make sure to add education information, any volunteer groups you’re part of, and even links and portfolio clips that further highlight your profile.
“By building out your LinkedIn presence, you position yourself to draw the right people into your organization.”Details such as where you went to school or where you volunteer might resonate with candidates and make them feel more comfortable going into the interview. They may feel a sense of camaraderie over a shared alma mater or a mutual interest in a particular non-profit. Candidates may even reach out directly if they see enough common ground, so don’t skimp on the personal details.
Ask for RecommendationsCandidates value current and former employees’ opinions, so make sure to request recommendations from your team members and peers. A few testimonials saying, “Hey, this is the best boss I ever worked for” or “Great manager” can tip the scales in your company’s favor. Again, if asking for recommendations feels uncomfortable or unnecessary, remember that you’re not doing it for personal gain. Providing candidates with the information they want boosts your chances of hiring a great person for your team. That’s really what this is all about — attracting great candidates. A complete, current LinkedIn profile could save you time on recruiting, as candidates will pre-qualify themselves based on what they see on your page. By building out your LinkedIn presence, you position yourself to draw the right people into your organization.
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