Job position- Status: Open. Begin the hiring process. Application of hopefuls, cover letters of persuasion and resumes of distinction (or so you hope). The chance roulette of hiring a new team member has begun.
Now insert the best hiring invention since the electronic application- LinkedIn. LinkedIn is the best tool to sort through and learn more about each candidate. It’s a helpful resource when used efficiently. But what is considered “efficient”? Here are the best ways to utilize LinkedIn for more than just the facts.
Past Job Descriptions
Past job descriptions are the crème de la crème of using LinkedIn for the hiring process. These job descriptions are a direct reflection of your candidate. They provide the basic information of company, role, responsibilities and time frame of a person’s career. Each of these basic aspects are important to learn a little about the type of industry and work environment your candidate is used to. She could have worked exclusively for nonprofits or in the retail industry, this information is essential to compare and contrast with your culture and industry.
Not only do job descriptions give the facts, they also showcase the writing and reflection skills of the individual. Did he write in full sentences and use proper grammar? Do past job descriptions include result orientated numbers? These are the types of information LinkedIn can share to ensure your new hire works on a grander scale. The ability to reflect on a situation is ideal in any industry. Reflection allows an individual or a company to review what they have done, what they could have done better and how they can improve. These are essential to establishing a mindset of innovation for the future and continuous improvement at your company.
Fluidity of Information
It’s all about the smooth, easy to follow fluidity of the candidate’s LinkedIn. Does the order of information make sense? Was each section easy to read? Was it clear of spelling errors? Did the individual pay attention to every detail? Just like a resume, a LinkedIn profile needs to be a step by step road map of the individual. Having a sloppy and hard to follow LinkedIn profile is a red flag. Think of it this way, this person will be a brand ambassador of your company. Will their LinkedIn presence reflect positively or negatively upon your brand?
Published posts is a nifty addition to LinkedIn profiles everywhere. Users can post a collection of work and writing. If your candidate has published posts, you can learn infinitely more about their work style. Especially, if you are looking for a content writer, published posts is a great place to start. Be on the lookout for eye catching topics, intriguing introductions and informative content.
Mutual connections are a solid way to learn a little extra about a candidate. What connections do you share? Are there any common links? Perhaps you know their previous boss or share a similar network. These are the small details that may aid in making a final hiring decision.
You never know what you may learn about someone on LinkedIn. During the chance roulette of the hiring process, let LinkedIn help you make more informed decisions by choosing candidates that align with your company’s culture and mission.