LinkedIn is an excellent platform that allows candidates and recruiters to find each other. It has become one of the largest social networking sites on the web, with millions of users worldwide. If you have been using LinkedIn for a while as a recruiter or candidate, you likely have come across the term ‘actively recruiting.’ But what does this mean, and how can it impact your recruitment efforts?
Well, you’re in the right place for answers. Here, we’ll break down the specifics of what the “actively recruiting” tag means on LinkedIn and how you can make the most of it to scout top talent.
What is the Meaning of ‘Actively Recruiting’ on LinkedIn?
Actively recruiting on LinkedIn means that companies are currently in the process of accepting and reviewing job applications for positions they have posted on the platform. These job postings are tagged with “Actively recruiting” to indicate that the companies are actively seeking qualified candidates and are actively processing applications for these positions.
The opposite of active recruiting is passive recruiting, where recruiters are open to candidates approaching but aren’t necessarily looking for applicants for a specific job.
Both frequently occur on LinkedIn, with many companies and recruiters considering the platform a hotspot for seeking new talent.
How Do You Find Active Recruiters on LinkedIn?
If you are an aspiring candidate, you shouldn’t have to do much. An active recruiter’s entire purpose is to actively pursue new candidates for various roles within a company.
All you need to do is make your presence known on LinkedIn by updating your profile and using the relevant tags in your description. Also, be sure to set your account to “Finding a New Job” under the “Open to” tab on your profile. From there, the recruiters should be able to find you.
How Do You Recruit Active Candidates on LinkedIn?
The process is slightly more complicated if you are the recruiter looking to hire active candidates on LinkedIn. We have broken it down into five simple steps!
1. Create Your LinkedIn Company Page
You can create your own company page by using the ‘Work’ drop-down menu at the top right of your page, just beside your avatar. This page will operate as your digital profile, giving job-seekers a direct view into who you are as a business and what you could potentially offer them.
Try to avoid recycled, corporate jargon in your description. Candidates appreciate honesty when it comes to brand representation, so tell your real story!
2. Create Your Job Advertisement
Once your company page is up and running, it’s time to create your unique job listingThis job description gives candidates the information they need to decide whether the job is right for them.
The job post should include a list of expected responsibilities, the required skills, the desired experience and qualifications, and the salary range. LinkedIn has a tool specifically for this purpose to streamline the process.
3. Monitor Your Posting
LinkedIn also lets you keep a close eye on how successfully a job listing is capturing candidates’ attention. You can see how many people have visited it and receive email notifications whenever an application is submitted.
4. Maintain a Visible Presence
Setting up your company page is just the first step of a LinkedIn presence—you also need to remain active. LinkedIn is fundamentally a form of social networking for professionals. Potential candidates want to see some movement on your page as a networking tool.
Applicants may be drawn to your available position but won’t follow through if your profile appears stagnant. Keep your page active with regular updates!
5. Don’t Rule Out Passive Candidates
Passive candidates are not currently looking for a job. While they won’t be your primary target demographic, with the right presence and job posting, you could persuade talented candidates to ‘jump ship.’ Just because a candidate isn’t actively seeking a new job right now doesn’t mean they won’t be eventually. Keep a keen eye on the market to avoid missed opportunities.
Conclusion
Sourcing the right talent can be arduous, but there are ways to make it easier. Setting a job listing to “actively recruiting” is just one of them.
At ScoutLogic, we specialize in ensuring companies make the right choice with their candidates every time. If you have any questions regarding how we can help, don’t hesitate to get in touch!
David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.
David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.
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