3 Ways to Get More Applicants from Your LinkedIn Profile

By Adam Stober


It’s 2014 and social recruiting is here to stay.  To help Bullhorn Reach recruiters stay ahead of their competition, we are sharing some tips and tricks that will help you collect more applicants from your profile in the face of a small change that LinkedIn recently rolled out.

In short, LinkedIn is no longer displaying personal Activity Feeds on individual profile pages.  Now that posting opportunities to your status on LinkedIn will only be viewable from the main Home page and not your personal LinkedIn profile, here are 3 ways that you can optimize your profile to get more applicants using LinkedIn:

  1. Show your LinkedIn updates more broadly on LinkedIn.   To learn more, click here.
  2. Put a link to your Bullhorn Reach recruiter profile in your LinkedIn profile summary, and also as your personal blog. This will connect the two resources and drive your connections to your open opportunities in Bullhorn Reach.
  3. Re-post, re-post, re-post.  Similar to Twitter, the more often you post to LinkedIn, the more times you show up on the status feed of your connections. The option in Bullhorn Reach to automatically re-post content is now even more important to get your job opportunities in front of your connections on LinkedIn.

Distributing your job openings to your social network is an important part of modern recruiting, and LinkedIn can be a vital resource in reaching your network.  Using Bullhorn Reach, you can be a resource to your network and help fill more open job orders at the same time.

Adam Stober is a product marketing manager at Bullhorn, with a special focus on Bullhorn Reach and Bullhorn Back Office.

Social Recruiting Myth #5: Facebook Is No Good for Recruitment

By Lisa Jones

Do you use Facebook for recruitment?  The majority of recruiters I meet negatively (and physically) react when I ask the question:

“Are you using Facebook to recruit?”

They cringe, frown, look at me like I am totally mad…  Why?

They tell me that they don’t want people to see their private space online (oh the irony of that statement).

I am stumped.  I have written recruiter privacy online before - Do Recruiters Have the Right to Privacy Online.  I just don’t get how people can spill their private lives online and still expect to have a split-personality and be professional online too (plus it seems like a lot of effort!)

So, in my experience the average recruiter is scared of using Facebook to recruit because they are worried about how this will impact upon their privacy, but does this mean that Facebook is no good for recruitment – I say a BIG NO to that!

Let’s get jiggy with some fact-stats for a moment:

  1. 1.1 billion people on Facebook – we can claim that they are all dog-grooming-cat-loving-not-looking-for-job-14-year-olds, but 1.1 billion is still almost 5 times the size of LinkedIn and double Twitter. (Most recruiters I know think that size matters!)

  2. Mark Z has been rumoured to say something like “recruitment excites him” and if you twin that with his other rumoured maniacal laugh, something exciting could be coming to a Facebook page near you (perhaps it already has, enter Graph Search stage right!)

  3. 29% of US people get on to Facebook whilst at work (Statista) – I am not convinced that 29% of the US population are community managers, so let’s assume that Facebook is just “something they do at work” as well as eat, drink, talk, breathe… (I hope this is not too subtle a point…)

  4. Recruiters have this misguided belief that LinkedIn is where the candidate is “at” – funny that only 8.8% of people in the same poll are on LinkedIn while the other 29% are on Facebook…

  5. 1 in 5 updates on Facebook last year were job-related, plus 1 in 5 Facebook contacts are work contacts (AllFacebook).

  6. Only 22% of recruiters use Facebook for recruiting (Bullhorn Reach) – but those that did placed more candidates through it that through Twitter.  16.7% is a pretty good figure and should not be sniffed at!

  7. Have you tried the Home app – it’s probably the single most disruptive app I have ever used – it totally takes over your phone (and thus your life!) – but think, some people love this and they are candidates too!  How can this be used by recruiters to get on radar and capitalise on Facebook?

  8. Deloitte said at a conference I was at recently that their Facebook page was one of the largest traffic drivers to their careers page (and they don’t put jobs on it – put that in your pipe and…)

  9. Have you even tried searching for talent using the new (ish) Graph Search feature – good lord – give it a go, it’s the sort of thing that makes me rub my knees with awe!

Carry on Dressing up as an Alien, Criticising your Job, but Use it to Source too!

Even at the end of this blog (and the countless others that you may have written off about Facebook in recruitment), consider using getting down with Facebook and “blending.”

So what if you are crazy enough to assume that you have privacy online and thus your own Facebook profile is your space that you can do what you will.  Yes carry on publishing pictures of yourself that you wouldn’t have in your living room, criticising your boss, spouting views which may lose clients – carry on doing that – your call!

But still consider using Facebook to find people, find out their loves and hates, find out stuff that helps you talk to them. Then get off of Facebook and take the conversation somewhere where they won’t see you in your bikini or dressed as a bee – in other words, blend your approach – use what works to get you through the process.

This is how I think

  1. Using a blended approach to sourcing and marketing is just common sense.  Stop looking for the silver bullet which will find that purple squirrel.  It doesn’t exist – it never did before social media, and no one has built it yet.

  2. Not using Facebook as you are worried about how you look online is stupid – take care of your online persona, it’ll bite you if you’re not careful – social proof is becoming a really dominant force.

  3. Check out Facebook and continue to check it out – it’s massive, here to stay and pretty damn powerful.

  4. Get to grips with the fact that there is more tech than ever before.  It is now being built to disrupt your day and that of your candidates and clients.  Capitalise on that!

  5. Candidates and clients are REALLY savvy and keyboards/mobile devices have created a heightened sense of speed and confidence.  Recruiters need to be faster, cleverer, and better communicators.  (Note to the cynics: communicating online effectively is REALLY hard so give people who can do it some credit!)

And as a final point… did you even know Facebook can this…?

What do you think?  Do you use Facebook to recruit?  If not, why not?  If so, what works for you?

About the Author:
Lisa Jones is a Director at Barclay Jones, a Consultancy working with recruiters advising them on the most effective use of recruitment technology and social media to improve their business processes, recruitment and bottom line.  

Social Recruitment Myth #4: If People Follow You on Twitter, You Should Follow Back

By Lisa Jones

I ran a webinar for the lovely Bullhorn Reach team (thanks Vinda!) – topic: Social Recruiting; Debunking 7 Myths and Misconceptions (you can watch it here… but not yet, read this first!)

I promised to follow up with some blogs.  Here are the previous in the series Everyone Is a Candidate, Social Recruiting is Free and Easy and A Great LinkedIn Network is 500+.

The next myth (4): If People Follow You on Twitter, You Should Follow Back

I see a lot of blogs about this, specifically about the supposed “merits” of following people who follow you back.  For what it’s worth here is my opinion, in bullets:

  1. You can’t follow (genuinely) thousands of people so don’t even try.
  2. It’s insincere to even claim you do.
  3. Yes, you can use Lists (see the lovely Undercover Recruiter blog on Twitter lists on this for some tips), this could help you hear through the noise of a massive Twitter network, but that still means you’re ignoring the vast majority of the people you claim to be following (see point 2).
  4. When someone follows me I feel good, but when I check them out (and I do every time) and see the massive lists of people that they follow (and then that they don’t engage with them) I get antsy.  I check their feed and see what they are talking about and to whom, and I often find that those who follow the most people just simply can’t keep up (or worse, and I am really snobby about this, seem to have someone else managing their feed).
  5. If someone doesn’t tweet in 30 days, I assume that they’ve moved on (won the lottery and are too busy sipping cocktails) and stop following them (thanks SocialBro for helping with this one).
  6. If someone doesn’t follow me back, I really don’t mind.  I only want people following me that are interested in what I have to say – I hope the people who follow me feel the same way (karma).
  7. I sometimes find that dog-groomers from San Diego follow me one day (and because I don’t follow back) unfollow me the next – fine by me.
  8. By being strategic about who I follow it means I have time for the people and content I care about.  I always say thanks when someone retweets/mentions me (it’s a manners thing), and try to engage as often as I can across all networks.
  9. I get that some businesses may want to follow their followers (to help engage and improve communications, but…)

TechCrunch recently wrote a good article about this too, and pointed to Twitter’s recent move to “ban” auto-follow systems.

Yes, of course I know people who follows LOTS of people on Twitter and seem to be able to do a good job (#respect), but the majority of tweeters out there who follow everyone who follows them back just don’t do Twitter justice in my opinion.

I sound like a Twitter snob – but these are my reasons for being on Twitter:
  • Networking
  • Marketing my approach
  • Having a little fun
  • Expanding my brain

With the above objectives, it’s clear to me who I should follow and why.
What are your reasons for being on Twitter?  And do you have a “following” strategy which supports this?  How do you keep up with the people you follow?

About the Author:

Lisa Jones is a Director at Barclay Jones, a Consultancy working with recruiters advising them on the most effective use of recruitment technology and social media to improve their business processes, recruitment and bottom line.