LinkedIn has revolutionized the way we recruit and select. Recruiters around the world use the site to map the market and find ideal candidates for their jobs. In Brazil, there are already more than 50 million users and annual growth of 14%. The social network is used to disseminate content related to the corporate world and, mainly, by people looking for opportunities and companies and self-employed professionals looking for talent.
LinkedIn is a very fertile ground for recruiting, and it is common for mistakes and exaggerations to be made when approaching people. To help you achieve better results and achieve your goals, we've separated the 6 most common mistakes recruiters make on LinkedIn, so you can avoid them:
One word: frustration. For candidates mainly. Oftentimes, recruiters want to get ahead and start their approaches before knowing every detail of the position. For you to be assertive in your nominations, it is important to know the position in depth: compensation package, hiring regime, team structure, cultural profile, activities of the position, off-limit companies, and technical skills. This way you avoid frustrating candidates who might have been interested in the opportunity by approaching them early, and you avoid the extra work of communicating with these people about your misjudgment.
I don't mean that you should write an individual message for each candidate. If you are a recruiter, you have certainly already composed a message, which fits into different scenarios, and adapted it according to the need required by the vacancy. But always review your standardized messages and make sure they don't contain inconsistencies.
Different professionals, from different segments and seniorities, require different tones in the approach. It is necessary to realize that each vacancy requires a certain way of communicating. For higher-level positions, more serious and polite communication can be used, positions in humanities and creative areas can be more relaxed, and for tech positions, more direct and objective communication can bring better results. Getting the tone of the initial approach right will have a direct impact on the image candidates have of you.
It is common for companies to seek candidates with training in renowned institutions or who come from companies considered references in quality and performance. But often, these professionals already have above-average earnings and are completely satisfied in their companies, which makes it difficult to attract new opportunities. Knowing how to identify adherent profiles in the market that are in other companies, or with training in other institutions, will bring you a great advantage in the search for professionals.
This error is very common and can harm your performance. You never lose out when approaching qualified professionals. It may be that this person is just looking for new opportunities in the market and your proposal may be advantageous for them. If not, They can still contribute with a nomination for your vacancy. They may also want to talk to recruiters to probe the market, which is a great networking opportunity.
Just as you shouldn't be overly insistent with candidates who don't respond to your approaches, you shouldn't be overly insistent either. Often, candidates do not respond to their first approach simply because of a lack of attention, or because they receive too many connection invitations and get lost in the flow of messages. Always follow up after the first message to make sure the new contact sees the previous message.
If you want to know how 99Hunters can help with your recruiting challenges with a network of headhunters with a global reach, schedule a chat with one of our experts now.