LinkedIn is one of the most active hubs for professional networking, also for hiring qualified candidates. Here, we’ll explore the best practices for posting jobs on LinkedIn.
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How to start your LinkedIn job post
Start by crafting a free job posting on LinkedIn, but keep in mind that you are allowed one free job posting at a time.
To post your free job, navigate to the Admin tools in the upper right corner of your business LinkedIn Admin page. Choose “Post a free job” from the menu. This will take you to the LinkedIn Talent Solutions page, where you can fill in the form to start your job posting.
Besides the ability to post for free, another benefit of posting a job on LinkedIn is that you don’t need to start your post from scratch. Instead, you can use one of the LinkedIn job description templates available. The templates are tailored to specific industries and roles, so they can be a great place to start thinking about the qualities that you’re looking for in the ideal candidate. You can add or take out (ir)relevant information as you wish, but keep in mind some key components of what to absolutely include in your job post.
What to include in a LinkedIn job post
At minimum, the job posting will include a description of duties and responsibilities as well as the required and preferred qualifications. You might briefly introduce the company and include information about benefits, perks, and compensation in order to incentivize applicants and convey how your company is unique.
Tips for crafting your LinkedIn job post
LinkedIn has done its own research on how job seekers interact with job posts on its platform. Here are the key takeaways from that research:
Keep it brief. You’ll get more applicants’ attention if the job description is around 150 words or less.
Striking the right tone is important. The language in your job description should be friendly and approachable. However, beware of coming across as too informal, as this could look unprofessional and attract fewer applicants. Additionally, avoid using words that are perceived as masculine traits in the culture in which you’re posting the ad, such as “strong” or “assertive.” This may turn off well-qualified female applicants.
Job seekers are most interested in what the day-to-day on the job would look like, what the qualifications are, and how much they’ll be paid for their work. So allocate your 150 words to these three components.
Describe what success looks like for the role. An applicant likes to know what exactly is expected of them if they are chosen for the role. If you have room in your job ad, consider adding a description of measurable performance metrics that the successful candidate should expect to target within a set timeframe.
After you’ve typed and formatted your job ad, post it to LinkedIn. However, the process doesn’t stop there. You can continue to manage your job posting’s visibility and the applications that you receive.
Getting your job ad seen on LinkedIn
To ensure that more applicants see your job ad, the first tip is to post on Monday. Most job seekers are browsing job ads earlier in the week rather than later.
After posting your job ad, LinkedIn will start notifying potentially qualified applicants about your job via email and in-app notifications. For an extra fee, you can promote your posting. LinkedIn will put your ad in front of the most qualified candidates via push notification. Plus, your ad will appear at or near the top of candidates’ search results.
If you choose to promote your post, LinkedIn allows you to set your own daily or overall budget in its pay-per-click model. If you want more control over the cost and duration of your job post promotion, you may want to opt for setting a daily budget. This works well if your company knows how much it is willing to spend each day and how long it wants the ad to run.
Alternatively, if your company knows how much it wants to spend but doesn’t necessarily care how long the job ad is posted, setting a total budget may be the better option. LinkedIn will pause the post when you’ve reached your budgeted amount, whether it takes 10 days or 30 days. A good rule of thumb to follow, however, is to keep your post live for at least five days. This will ensure that you receive applications from enough qualified applicants.
Regardless of which payment approach you choose within LinkedIn’s promotion option, the more money your company can invest in the job ad, the better response you can expect.
Managing candidate applications on LinkedIn
Whether your job post is free or promoted, your post will be searchable and will appear in job alerts. As described above, you’ll get a more targeted pool of applicants if you upgrade your job ad to a promoted post, which can make the recruiting process more efficient.
When job seekers start submitting applications, LinkedIn will collect them all in one place to help you stay organized in the hiring process. You can easily sort and filter the applications and even rate applicants as a “good fit.” The rating feature will help LinkedIn learn more about what kind of candidates you’re looking for and will start recommending your job to similar candidates. LinkedIn also integrates with whatever applicant tracking or recruiting software your company uses, so that you can continue to track the hiring process directly from the software that your HR team uses every day.
Using LinkedIn for recruiting
With 740 million members, LinkedIn is the place to tap into talent in your industry. You are ultimately in control of the job posting from start to finish, however, LinkedIn’s templates, resources, and paid options make your hiring process even more effective and efficient. To manage applicants from social media, walk-ins, and job boards, consider implementing an applicant tracking software to stay organized.
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