LinkedIn Recruiting Glaring Mistakes, Says Study

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  • MICHAL JONCA, Travel Leader at Solisci, and the Community Manager at PhotoAiD

Recruiters can make excellent use of LinkedIn, but only if they employ it correctly. According to the Passport Photo Online LinkedIn Recruiting study, most recruiters are committing frequent blunders that might doom their recruiting efforts before they even begin. Let’s take a look at some of the greatest LinkedIn hiring mistakes made by employers.

Candidate Outreach and Communication

79% of professionals feel positive or very positive about employers reaching out to them on LinkedIn. Most of them (64%) are fine with two or three follow-ups.

Simultaneously, 62% have a negative or very negative attitude to employers who ghost them (i.e., by not responding to their applications or questions). 

That is critical, as 63% of respondents said they would avoid applying for jobs from firms that have previously ghosted them. Therefore, if you want to maintain a good reputation for attracting top talent, make sure you respond promptly to all job applications and inquiries.

5 reasons why candidates ignore recruiters’ messages

Ok, so what about the situation when you’re attentive but not hearing back from candidates? Check if you’re making any of these common mistakes:

  • messages are too generic (according to 58% of professionals),
  • the job opportunity doesn’t fit the candidate’s experience and/or skills (57%),
  • the company has a poor LinkedIn presence (55%),
  • the recruiter overuses corporate jargon and buzzwords (52%),
  • grammatical mistakes in outreach message (51%).

Job Description

One of the most frequent sins employers commit when recruiting via LinkedIn is an uninteresting job ad. Because your job posting is the first thing that candidates see, it must be attention-grabbing and indicate what to anticipate from the position. Keeping your job ad brief and concise with a clear emphasis on the role’s most essential features is a good idea.

For the majority of surveyed professionals, the key elements of any job ad are:

  • Title (69%);
  • Location (62%);
  • A job summary — simply an overview of the firm’s operations and responsibilities.(61%),
  • The type of employment — if it’s remote, on-site, or hybrid (58%),
  • Benefits (58%),
  • Key duties (54%) and,
  • Experiences and required skills (53%).

Salary transparency

A vast majority of professionals (95%) want to see the salary information in the job ad. What’s more, even 69% are likely or very likely to skip job ads on LinkedIn without a salary range. Surprisingly, only 12% of job ads include wage information.

Spiced-up job titles

64% of job seekers feel positive or very positive about employers using terms like “rockstar”, “superstar”, or “Jedi” in their job postings.

Ageist and sexist language

Using ageist or sexist language in your ad is a big mistake. This might put off potential applicants, especially if they don’t think they match the “type” you’re searching for. Using phrases like “digital native” or “tech-savvy,” for example, may be viewed as ageist since they exclude older people.

Why is it important to avoid exclusive language? With gender-coded or ageist language, 69 percent of respondents said they are likely to skip job advertising on LinkedIn. So be cautious when utilizing words!

Candidate Expectations in the Application Process

Another area where recruiters frequently fail is in the application procedure. 64%of professionals find it inconvenient to have to complete an application after submitting a resume on LinkedIn.

The majority of applicants abandon a job application halfway through due to the length or complexity, according to SHRM. In this case, it’s critical to reduce the time it takes applicants to apply and keep it below 15 minutes.

Job applicants are also unenthusiastic about interview duties. 14% find it extremely annoying, 34% – quite annoying, and 15% — slightly annoying. 

To ease the sting, you may offer financial compensation for completed interview activities, especially those that take a long time.

The Takeaway

The most important thing to remember when recruiting via LinkedIn is to be clear, concise, and include a salary range in your job postings. You should also invest time in building a strong company profile and ensuring a positive candidate experience throughout the application process. If you can do these things, you’ll be well on your way to attracting top talent through LinkedIn! (✓)

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Author’s bio:

Michal Jonca is passionate about travel and food experiences who visited 40+ countries on four continents. He is a Travel Leader at the largest adventurous travel company Solisci and the Community Manager at PhotoAiD

After spending a couple of months in Thailand, he currently enjoys a new workation adventure in Georgia and Armenia. You can follow his Instagram profile @opowiescipodrozne

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