How to Hire the Best Network Marketing Team Using LinkedIn
LinkedIn is the world’s largest professional networking platform. With 740+M active members, it is a great place to build a network marketing talent pipeline, making it an encompassing industry-standard recruiting tool for talent acquisition.
40 million people use LinkedIn to search for jobs every week, and LinkedIn claims to hire 3 candidates every minute. Therefore, it is a trusted platform to build an elite network marketing team comprising budding employees.
LinkedIn has the edge over other platforms in vetting applicants and building a high-performing team because of its vast user community. In this article, we will walk you through the best recruiting practices of LinkedIn for effective hiring.
What are we going to discuss?
Let us understand the intricacies of LinkedIn Recruiter and LinkedIn Talent Hub to help you choose what is best for you based on your requirements and business structure.
LinkedIn Recruiter is an outbound recruiting approach to finding the right people by using advanced search filters with the required skills, titles, location, etc.
It helps you slash time in finding the right pool of candidates by using the right keywords and search filters with Booleans.
Suppose you have come across a profile with all of it you are looking for in a potential employee to hire for your network marketing team but do not have their contact information. In that case, or otherwise, LinkedIn allows you to connect to the candidates using personalized InMails.
LinkedIn InMail is a premium feature that allows you to reach out to the applicants you are not connected with by sending them messages on LinkedIn. Multiple LinkedIn InMail plans provide you with a specific number of credits.
You can also choose to bulk messaging or use saved templates to reach out to numerous candidates in a shorter time.
LinkedIn Recruiter helps you prioritize the candidates who are more likely to respond based on their job status, engagement with the brand, preferred job profile, location, etc. This saves you a lot of time.
After that, track and manage the candidates’ pipeline with a LinkedIn analytics tool to track the performance of the recruiting campaign.
LinkedIn recruiter is suitable for recruiters filling a position for a startup or a smaller company. It allows you to connect to the candidates directly in addition to the feature of saving searches & sending profiles with other team members to have a second opinion.
LinkedIn Recruiter subscription costs $825/month and $8,999 for a year. The package includes premium features, including premium search filters, 150 InMail messages/month, etc.
You can also opt for Recruiter Lite, which costs $119.99/ month and $2,399/year – This is comparatively more affordable than LinkedIn Recruiter.
Learn the difference between Recruiter and Recruiter Lite.
An Applicant Tracking System (ATS) lets you source, manage, and hire all recruitment needs in one platform.
It offers a more streamlined approach to recruiting by integrating LinkedIn Recruiter with all the needed hiring tools in a single workflow.
With Talent Hub, you experience impeccable recruiting experience. You can sort the top candidates from the pool of applicants who applied for the opening and share their profiles with the hiring team to make the best hiring decision.
LinkedIn Talent Hub is the right option if you have a decent or a comparatively larger company. In addition, you will save big on time with LinkedIn Talent Hub since the potential candidates come to you, given the company is well-established and renowned.
Note: To learn about the pricing details of LinkedIn Talent Hub, you need to contact LinkedIn directly.
Is it essential to optimize Company’s LinkedIn page?
Definitely, if you want to make the most out of LinkedIn – you must revamp your LinkedIn profile for better reach, authority, and better hiring.
Create a killer LinkedIn profile with the help of the below-mentioned hacks:
The profile image and banner is the calling card for your company’s LinkedIn page. To make the first impression right, you must wisely choose your profile and background image.
The best practice is to include the company’s logo as the profile image, and the background image must represent the company.
Many tools, such as Canva, Adobe, etc., help you design a stunning LinkedIn banner image that meets the sizing requirements.
The About section is one of the most powerful sections on LinkedIn. It is worth the time to draft a compelling story about the company in 2k characters or less.
The information you put out in the ‘About’ section must be outlined around the keywords relevant for the company to improve visibility and simple enough that anyone can use it.
The summary must be the company’s brand voice and depict long-term goals and visions.
Customize the URL to spruce up your LinkedIn profile by removing the random letters and numbers.
Note: One can change the URL once in 30 days.
Apart from all this, post valuable content on your LinkedIn page regularly and stay up-to-date with the LinkedIn algorithms to be one of the first to make a move & grab the emerging opportunity.
Draft and share the job posts for job openings on network marketing with the responsibilities & requirements and other required details you think are relevant to job seekers for attracting suitable candidates to fill in the position.
Tap into your network to attract quality referrals, slashing costs, and time. For example, if your company hires very often, you can opt for LinkedIn paid programs including Recruiter, Recruiter Lite, Talent Solutions Hub – as discussed above.
Use the right keywords to find the right set of candidates for building a strong and efficient network marketing team. For example, one can use keywords relating to job title, skills, location, etc.
You can also refine your search results by using advanced search filters available in the LinkedIn Recruiter program package to yield the desired and better results.
You can use LinkedIn Groups to recruit candidates. Drill down on the groups with reference to industry, channel, position, etc.
Or, you can create a group of your own to build more brand awareness for enticing the members to become prospective employees and clients.
You can use InMail to proactively reach out to candidates for transforming the recruiting experience. According to LinkedIn, the average response rate to LinkedIn InMail is 85%, i.e., much higher than the traditional email response rate.
Draft personalized LinkedIn Inmail to reach out to potential candidates for higher engagement.
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