Having carried out our “How to Recruit for Free” Linkedin workshop to well over 200 local businesses...
...we’re able to say with conviction that the majority (almost all in fact) of Hiring Managers have not thought about how their own Linkedin profile (and what it does/doesn’t say) can have an impact on how the candidate/s perceive the opportunity.
The HR and In-house Recruitment functions in particular are in tune with why this is important.
On the other hand, Line Manager’s, the people that HR are working tirelessly on behalf of, don’t seem as "bought in".
It is critical in the digital age to ensure that you, as a Line Manager with a current recruitment need, update your Linkedin profile. Now.
Because almost every candidate, before meeting you for first interview, will check you out on-line.
They want to see a potential boss who is passionate about the company, who “sells” the employer brand and culture of the organisation more than they sell themselves.
Businesses are spending a lot of time, effort and money improving their employer brand. A Line Manager who won’t invest time in his/her Linkedin profile will undermine this. Recruiting great talent is a team game and the rules of engagement have changed.
The interview process is now a 2-way communication. The interviewee is making a decision about selecting you in the same way as you are deciding on whether or not to select them. Your Linkedin profile can (and should) give you a head start by answering the following questions:
- what made you (the Line Manager) decide to join the business.
- what does your team do, and why that is important to the business as a whole.
- what you look for in potential hires.
- where you and the company are heading - a vision for the future.
For specific tips on how to improve your Linkedin Profile as a Hiring Manager please click on the button below: