LinkedIn has built quite a reputation in the business community as the place to be for professional networking. This forum offers enormous potential for you to connect and share ideas with other individuals in similar industries/specialties.
As an employer, it also provides an opportunity for you to build your brand presence among a sizeable pool of potential job candidates. In the struggle to attract top talent, you need to make the most of your company’s LinkedIn profile.
Promoting Participation
One way to achieve this is by ensuring your employees present a polished, united front as members of your LinkedIn group. You can accomplish this during the onboarding process if you approach it the right way. This involves making it easy for the employee to participate.
You should also present joining LinkedIn as an opportunity to become part of the team. For example, you can encourage new hires to browse the profiles of other employees at your company to find individuals with similar educational backgrounds or interests.
Step By Step
Set up LinkedIn profiles for new hires in advance of their first day of work. Populate basic fields such as name, company email address, and position. Also, add them to your company group so your logo will be displayed on their profile.
Keep the information private by clicking on the “edit my profile” link, then on the “Customize Your URL” button. Select the None/off option below the Public Profile heading. Then, the profile won’t be findable on the web until you have the new employee’s permission to publish it.
During the onboarding process, offer employees the opportunity to make their company LinkedIn profile public. Include tips or a template on how to get the most out of this professional networking tool by highlighting their skills and expertise. Provide a copy of their ID badge photo for use on the profile if they wish to display an image of themselves.
Integrating This Process
You can actually requisition the creation of a new hire’s LinkedIn profile using the Staff Service Request function in our suite of products. That way, you could assign responsibility for completing this task to HR or IT and ensure that it gets done.
Set up the new employee’s LinkedIn account using the same password as the one automatically issued to him/her for filling out new hire documents. Then, simply add a page in your onboarding system that allows the employee to accept or reject the opportunity to activate the LinkedIn account (along with step by step instructions on how to do so). That way, the employee has all the information necessary to log in and make changes to the profile immediately.
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