Posting a job on LinkedIn greatly simplifies the hiring process. LinkedIn is the best tool for connecting directly with candidates by giving you access to its vast number of users. It also saves you time and stress by shortcutting the recruitment process and automatically disqualifying candidates.
In this article, we will show you exactly how to post a job on LinkedIn and some of the challenges you may face. Additionally, we’ll go over some of the other job posting tools that may be better suited for your needs.
Step-By-Step Guide to Post a Job on LinkedIn
Step 1: Select Jobs Tab
The first step to posting a job on LinkedIn is to navigate to www.linkedin.com. You will then select the Jobs tab towards the top of the page. Later in the process, you can decide whether to post the job for free or to pay an adjustable daily fee for premium features.
Step 2: Select Post a free job
From the Jobs page, select Post a free job in the upper right corner. You will then be rerouted to the LinkedIn Talent Solutions page.
Step 3: Enter Basic Job Information
You will need to enter the job title, company name, job location, and employment type before getting started. The job title can be whatever you choose. If your company has a LinkedIn page, it will appear when you type it into the company name search. Make sure to select your company with the proper logo.
For job location, begin typing in the name of the city or metropolitan area the job will be located in. You can then select the proper match from LinkedIn’s suggestions. There is an option to select This job is remote if the job can be done from home.
For employment type, you can choose full-time, part-time, contract, temporary, volunteer, or internship. Click Get started for free when finished.
Step 4: Add Job Details
On the Job Details page, enter a detailed breakdown of duties in the job description tab. This is where you want to be as detailed as possible. The more detailed you are, the better chance you will have the most suitable candidates applying for the job.
Include information like daily activities, special projects, and weekly goals. Bullets are great for this section because they break this down in an easy-to-read format. This is where you will also list the benefits of working with your company. Things like 401(k), bonuses, and time-off should be included.
Next, enter skills in the Add skills section. You can add up to ten skills. Make sure to add as many as you can think of. The more skills added, the higher chance your post will attract high-quality candidates.
Select Preview to see what your post will look like for job seekers. When ready to move on, select Continue.
Step 5: Fill Out Applicant Options
Next, you’ll need to decide how your applicants will complete your application. You must select whether to receive applicants via email or if they should be redirected to an external website.
Select External Website if you want the remaining application process moved to your company website instead of on LinkedIn. You will then need to enter in your email address or website URL depending on which option you chose.
If you decide to receive applicants via email, LinkedIn will handle the screening process for you. You can enter in these screening questions below. LinkedIn created some templated questions and recommends you choose at least three.
If you need to fill the position quickly, select the Urgent Hiring Need question. This will ask applicants if they can start immediately with the ideal answer being “Yes”. There is a filter you can add that will remove applicants if they don’t have proper qualifications. If you’re open to someone without all the ideal qualifications, leave this box unchecked.
If the position requires driving a vehicle, you can add a “Yes” or “No” driver’s license question. There’s no need to include this for non-driving positions.
For positions located in diverse cities, jobs that require bilingual employees, or in countries where the applicant will not be speaking the native language, add a language screen. Type in the relevant language, and applicants will be asked their proficiency level. Answer options will be “None,” “Conversational,” “Professional,” or “Native or bilingual.”
Many industries like financial services, real estate, and law require licenses and certifications. If this is relevant to your opening, include a certifications question and enter the desired licenses. Other questions include legal authorization to work in the country and current or future visa sponsorship.
One of the most common and important pre-built screening questions is Work Experience. This will be selected by most LinkedIn job posters. The question asks, “How many years of ____ experience do you have?”
To fill in the blank, select from one of LinkedIn’s list of options including anything from accounting and auditing to supply chain management. You will then need to select the ideal minimum number of years as your candidate’s answer. If the Must-have qualification box is checked, applicants below the minimum year number are screened out.
There is also an Industry Experience screen similar to this question. It asks applicants how many years of industry experience they have. Applicants below this number can also be screened out or included for further evaluation.
Another common screening question selected is Education. This will simply ask applicants to reply “Yes” or “No” to your selected education level preference.
The education levels you can choose from are High School Diploma, Associate’s Degree, Bachelor’s Degree, Master’s Degree, Master of Business Administration, Doctor of Philosophy, Doctor of Medicine, or Doctor of Law. If your desired education level isn’t listed, you can create a custom question to include it in your screening.
If your position requires knowledge of specific tools or technology like Microsoft Excel, Google Docs, or conference phones, there is a screen for this. If selected, the applicant will be asked how many years of experience he or she has with the chosen technology. This can be helpful in finding candidates you won’t need to train on every required tool.
There is a pre-built question that ensures applicants are comfortable commuting to the location. You can add questions screening with a background check and drug test as well. If the pre-built questions do not cover everything you need, LinkedIn lets you create custom questions.
Custom questions allow you to type up to 200 characters about a specific screening question. This is great for questions like, “Will you be able to bring your own laptop?”, “Can you work two Saturdays per year?”, and “Will you be able to start on July 1st?”. These can be set up as yes/no or numeric answers.
To make the interview process easier on you, LinkedIn has an optional auto-rejection feature. For applicants who do not fit all your “must-have” checked criteria, you can draft an email that will be sent to rejected candidates automatically. The email will be sent three days after their application, and it can save you heaps of time.
Select Preview if you’d like to see it before posting. Once you’re ready to post the job, select Post job for free. This will activate your free job post.
Step 6: Select Free or Promoted
The final step of posting a job on LinkedIn is to select the Free or Promoted version. By the time you reach this step, a free version of the job post is already live. The Free version simply means your post shows up in the search results. However, LinkedIn estimates that you will only receive a small number of applicants per month with the free version.
If you are serious about finding top-notch candidates or need the role filled quickly, consider LinkedIn Promoted. While this version costs an adjustable daily fee, LinkedIn estimates a much larger number of candidates will see your post and apply.
This option is shown at the top of the search results and is placed near the top of job recommendations. It will send you smart alerts for qualified candidates. These let you know when a candidate LinkedIn believes is a good match has applied to your job. It will also send alerts to qualified candidates once your job posting has been promoted.
A Promoted job posting requires a minimum of $6 per day. LinkedIn recommends spending $25 or more per day for optimal results. The amount paid determines the frequency of targeted ads and LinkedIn promotions your job post will receive. The higher your daily budget, the faster you will reach suitable candidates. Select Edit to choose the daily budget that works for you.
Once you’ve made your decision, click either Select free or Promote job. If you choose the free version, this is the final step. If you decide to promote your posting, there is one more.
Step 7: Enter Payment Information (Optional)
If you decide to promote your post, you’ll be redirected to a checkout page. Here, you will enter in your payment details and confirm your daily budget. Select Promote job to complete the process.
3 Top Benefits of Posting a Job on LinkedIn
More than 740 million people in over 200 countries use LinkedIn. Almost everyone looking for a professional role will have a profile and will use LinkedIn as part of their search.
This means by posting a job on LinkedIn, a company has direct access to the top candidates available. This reduces the hassle of jumping to different platforms because there’s an excellent chance the right candidate uses LinkedIn.
Shortcut the Search Process
If a company has the budget, it can use LinkedIn’s Promoted feature to find candidates more quickly. Companies that are in a rush can save time by ramping up their daily Promoted budget.
This will greatly increase the advertisement and promotion of a posting and alert candidates who may be a fit. By simply paying more, managers can streamline the hiring process so they have a solid list of candidates in just a couple of weeks.
Automatically Disqualify Candidates
LinkedIn’s optional screening process is an enormous time-saver during the hiring process. Instead of spending all day reading hundreds of job applications, this feature can be used.
A few tactical screening questions will filter out candidates who don’t qualify so hiring managers have fewer applications to go through. Hiring managers can save even more time by typing up a rejection email that’s automatically sent to disqualified candidates.
3 Biggest Challenges With Posting a Job on LinkedIn & How To Troubleshoot Them
Posting a job on LinkedIn is stress-free for the most part. However, custom question limitations, spam applications, and a lackluster free version are some of its challenges.
Custom Question Limitations
While the screening questions are valuable time-savers, the custom question option is limited. First, it only lets a job poster type 200 characters. Second, answers are limited to “yes”, “no”, or a numeric value. These cause problems when hiring managers need to ask longer questions that have complex answers.
To solve this problem, select External Website in the receiving applicants section. This will reroute people who apply for the job to the company’s website. From there, a hiring manager is free to ask any questions he or she chooses and allows more thought-out answers.
LinkedIn is used by practically everyone. This is a blessing and a curse. One of the challenges of posting a job on LinkedIn is the amount of spam or non-qualified applicants that reach out. Hiring managers can pay more to give their posting more visibility, but this does not increase the resistance to non-qualified candidates.
If a hiring manager chooses to have applicants apply on the company’s website, it is now his or her job to disqualify all the added applicants. LinkedIn screening questions definitely help, but applicants can still stretch the truth on their answers. To ensure as much screening as possible, make sure to check the boxes next to Must-have qualification on as many screens as needed.
Lackluster Free Version
LinkedIn persistently advertises that hiring managers can post jobs for free. The challenge with this is the free version is not very effective. For example, LinkedIn estimated only two people per month would apply to our test job posting using the free version.
Two per month is extremely low and unacceptable for most hiring managers. To fix this problem, hiring managers must upgrade to Promoted and budget at least $6 every day. This will ensure a higher application rate for their posting.
Other Options For How to Post a Job on LinkedIn
LinkedIn is an excellent job posting site, especially for connecting directly with candidates. However, that doesn’t mean it’s the best fit for your hiring needs. There are several other job posting sites that might be a better fit for you.
Indeed gives hiring managers immediate access to a large and diverse pool of applicants. It can also be more straightforward to post a job there than on LinkedIn. If you’re looking exclusively for remote workers, this is best handled by FlexJobs, which specializes in remote and flexible hiring.
Glassdoor does a better job of conveying company stories and values. It should be used if your primary goal is to build brand awareness. And if you are a startup company, AngelList is the best hiring tool for you. It specializes in helping new companies, and it gives you direct access to candidates looking for roles in the startup community.
For more information on other job posting tools, check out our comprehensive list here.
- Indeed – Best for Candidate Reach
- FlexJobs – Best for Remote Job Posting
- Glassdoor – Best for Building Brand Awareness
- AngelList – Best for Startup Job Posting
- LinkedIn – Best for Connecting Directly With Candidates