LinkedIn is an excellent tool for recruiters. It allows you to find people looking for work, but it’s also a place where you can post your open position and wait for the right person to apply.
However, there are some mistakes that many people make when using this site, which can lead to them not getting as much out of it as they could be. In this article, we’ll take a look at those mistakes and how to correct them.
Inaccuracies in Job Description
Employers can often make mistakes when writing a job description and include unnecessary information, unclear details about the job, and other errors. When this happens, they might miss out on getting suitable applicants and waste time weeding through people who aren’t qualified for the job.
Solution: It’s best to write a very accurate and precise description of what the job entails, what qualifications are needed and how people will be evaluated. The more the description is tailored to your ideal candidate, the better your results from LinkedIn.
Overlooking Recruitment From Within
People tend to go outside and look for the best candidate when they need a new one, but this might not be the most efficient way of filling an opening.
If you look at your current employees, you’re likely to find that there are people in the company who would be perfect for your job opening. They already know the company, and they might be looking for something new.
Solution: If you’ve never given any thought to recruitment within the company, then you might want to start doing so. Not only will it save you time and money by not having to go out and look for candidates, but it’ll also make your employees feel more involved in the business and give them a new and exciting challenge they can get excited about.
Lack of a Human Eye and Judgment for the Candidate’s Evaluation
If you’re looking for new employees on LinkedIn but aren’t taking the time to read through the applicant’s applications and CVs carefully, then you might not be getting as much out of this site as you could.
When candidates apply for your jobs, they’ll often write their statement explaining why they would be a perfect fit for your company. This is an excellent opportunity for you to find out more about them and see if they have the right personality, skills, and interests to work in your company.
Solution: Take your time with this process and give it as much attention as you would during an actual interview. Don’t just go through applications quickly and pick people who look good on paper, but take the time to read what they say and get a feel for who they are.
It’s possible to amplify your recruiting process by using automation software. Such tools make your outreach operations seamless.
Lack of Sound Onboarding of Recruits
If you’re not taking the time to properly onboard new hires, then they might feel confused and uncertain about what they’re supposed to be doing. It can lead to a feeling of dissatisfaction that means they don’t stay in their jobs for very long, which will mean you’ll have to go through the recruiting process all over again.
Solution: Get them involved, make them feel like an essential part of the company, and teach them everything they need to know. They’ll be happier during their time with your company and will grow to be better employees.
Having Overexpectations from New Recruits
When you bring in recruits, you’ll be excited to see what they can do, and you might have high expectations for them. This is great when it comes to getting the most out of your team, but if you set these expectations too high, they might not meet them and will feel unhappy.
Solution: Don’t go into this with any preconceived notions about what they’ll be able to do, but allow them to show you what they can do. When people fail, it’s usually because of a lack of support.
If you want to use LinkedIn as a platform to boost your recruitment plans, then you’re on the right path. However, you’ll only harness the best out of it when you avoid the common mistakes revolving around the interviewing.
It may include a lack of an accurate job description and a human eye to evaluate the candidates. Using automation tools for LinkedIn can help.
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