Attracting the right talent and ensuring the success of every recruitment can be a real challenge for the managers of small and medium-sized businesses. In addition to the costs involved, the process can be time-consuming, especially in the absence of a dedicated HR department. Exploring new recruitment strategies is essential.
You’re probably familiar with LinkedIn for finding future customers. But did you know that it also represents a strategic lever for your recruitment? With 29 million French users in 2024, it’s an impressive pool of potential candidates! So, how do you recruit on LinkedIn in 2024? Find out in this article.
LinkedIn, the essential tool for recruiting in 2024
Recruiting is sometimes a management bête noire. Of course, growing your teams is essential to accelerating your company’s growth. But it’s also a real challenge. How can you optimize recruitment costs? How can you set up an efficient recruitment process without a dedicated HR department? How can you be sure you’re making the right choice for your future employee? These are legitimate questions for managers of small and medium-sized businesses.
However, the job market is changing rapidly, and with it, companies’ recruitment strategies. Today, professional social networks such as LinkedIn are establishing themselves as a new way of recruiting effectively. Here are a few figures to convince you:
- Every week, 49 million people worldwide search for a job on the social network. A golden opportunity to give your job offer greater visibility, in addition to traditional job boards such as Indeed or Glassdoor.
- In France, 81% of members are said to be on the lookout for the job opportunity of their dreams. Recruiting on LinkedIn means reaching not only people who are actively looking for a job, but also other potential talents. All that’s left is to convince them to join your teams.
- Worldwide, 6 people are hired via LinkedIn every minute: if other companies find their best candidates on the professional network, why shouldn’t you?
In fact, LinkedIn doesn’t just broadcast job offers: you can alsodirectly identify profiles relevant to your search. Members share their professional experience, qualifications and even their interests. This helps you target the best candidates. What’s more, the “social” aspect of the platform facilitates informal exchanges for a less intimidating first contact.
How to recruit on LinkedIn in 2024: our 5 tips for VSEs and SMEs
To recruit successfully, it’s essential to build a good strategy upstream. And recruiting on LinkedIn is no exception to the rule. Start by defining your needs: what specific skills are you looking for? What level of education and experience do you consider essential for success in this role? Take the time to determine the job title, its missions and your requirements. This will enable you to launch your recruitment on LinkedIn with a solid foundation and maximize your chances of finding the ideal candidate.
1. Work on your employer brand
In 2024, candidates are increasingly sensitive to corporate culture. In fact, according to LinkedIn, a candidate who is well informed about a company is 1.8 times more likely to apply there. A well-established employer brand therefore becomes a real asset in attracting talent who share your values. To achieve this, make your company page active and engaging. In addition to an attractive presentation, regularly share news, blog articles and job offers to reinforce your credibility and visibility.
Likewise, don’t underestimate your personal profile as a powerful lever. Thanks to LinkedIn’s algorithm, publishing on a regular basis enables you to expand your contacts and build a community aligned with your values. All elements that will make talented people want to join your teams.
Read also:
- Managing corporate social networks: a new key role for the office manager
- Delegating the writing of web content: a mission for an office manager
2. Create an attractive job ad to recruit on LinkedIn
To attract the best profiles, it’s up to you to make your job ad attractive. Write a clear, engaging job description. Include enough details to give candidates an idea of what the position entails: location, exact job title, type of contract… In addition to making candidates want to apply, this information is also keyworded to optimize the visibility of your offer in searches.
Note that LinkedIn allows you to post a single job ad free of charge for 30 days. If you want to post more, you’ll need to opt for a paid plan. We’ll come back to this point later in the article.
3. Develop a networking strategy
Take advantage of your personal network to increase the visibility of your job offers. For example, you can ask your contacts to share them. Or encourage your employees to share them on their own profiles to reach an even wider audience.
Also consider joining LinkedIn groups related to your industry. By relaying your offer to these groups, you’ll be in direct contact with qualified talent interested in your field.
4. How to recruit on LinkedIn with the advanced search function?
As you can see, LinkedIn is a valuable pool of potential candidates. The problem? Some of them don’t see your offer or aren’t actively looking for a job. This is where LinkedIn becomes particularly interesting: you can search for the best profiles yourself. Thanks to the advanced search function, all you have to do is enter specific keywords such as “Responsable commercial Lyon” or “Chef de projet digital Rennes” to spot the first interesting candidates.
Then refine your results with filters (location, school, industry) and by varying your search terms. You can also use the application’s Boolean operators for optimum precision:
- AND to combine elements (example: “project manager” AND “digital”)
- OR to broaden search (example: “recruitment officer” OR “recruitment manager”)
- NOT to exclude a term (example: “commercial NOT junior”)
- “” for an exact expression (example: “senior product manager”).
With these tools, you can target precisely the talent you need.
5. LinkedIn Recruiter: the premium sourcing tool for recruiting on LinkedIn
LinkedIn offers two premium tools to optimize your recruiting: LinkedIn Recruiter and LinkedIn Recruiter Lite. Their advantages? Here they are:
- more filters for better targeting of your candidates ;
- daily suggestions for new profiles;
- an unlimited number of job offers;
- the ability to contact identified talent directly.
While both of these tools offer particularly interesting features, they represent a substantial monthly budget. Before investing in one of these subscriptions, make sure your needs justify it. For small organizations that recruit on an occasional basis, the free version of LinkedIn is often sufficient to find relevant candidates at no extra cost.
Last step: contact your ideal candidates
Once you’ve targeted your profiles, it’s time to take action and contact them! To do this, send a personalized connection request, briefly presenting your company and the position on offer. With a premium account (Sales Navigator or Recruiter), you can also use InMail to make direct contact, even with candidates outside your network.
To optimize your recruitment strategy, make sure you designate a single point of contact for potential candidates. Whether HR, recruitment or management, a single point of contact will enable you to maintain fluid communication and avoid confusion. Once you’ve made initial contact, all that’s left to do is set up an initial interview by telephone or videoconference to initiate your recruitment process.
The office manager, a valuable recruiting asset on LinkedIn
Does LinkedIn seem too complex? Not enough time to get to grips with the application? Delegate HR tasks such as sourcing to an office manager! Here’s what they can do for you:
- Writing and distributing job offers: he creates and publishes your job offers on LinkedIn. He makes sure they are clear and detailed enough to attract the attention of future candidates.
- Sourcing and pre-selecting candidates: the office manager searches and pre-selects relevant profiles using advanced filters. He analyzes CVs, checks candidates’ skills and selects those who best match your needs.
- Making contact and following up applications: managing connection requests and sending personalized messages. They can also take care of follow-ups and scheduling interviews.
- Managing and updating your LinkedIn profile: he regularly publishes relevant content on your Company page and profile to reinforce the appeal of your employer brand.
Working with an office manager saves you time and optimizes your recruitment.
How to recruit on LinkedIn in 2024: in brief
Visibility, networking, sourcing candidates… Recruiting on LinkedIn has become an essential lever for finding the best talent. Whether you run a start-up or an SME, LinkedIn is a strategic opportunity not to be missed. All the more so as you can perfectly delegate part of the process to an office manager.
At CHO Digital, our office managers are here to optimize your recruitment and lighten your workload. Contact us for a quote or to find out more about our services.
