Thus, if you don’t know how to post a job on LinkedIn — and, equally as important, get said jobs in front of your ideal candidate profile (ICP), not just any job seekers — now’s the time to learn al about using LinkedIn Recruiter and taking full advantage of all the social network has to offer.

Why practically all employers create a company page and post jobs for free on LinkedIn

LinkedIn is an especially powerful tool for today’s employers. With its vast network of profiles for professionals worldwide, it offers companies an easy and direct way to engage with millions of potential candidates. Even businesses with modest daily budgets for posting LinkedIn jobs can benefit from the site’s free job post functionality. Well, up to a certain point, that is.

Using LinkedIn for free means dealing with limitations. Free job postings only stay live for 21 days. Meanwhile, free users can only post a finite number of listings within any given 30-day period.

• The good news is you can post free jobs on LinkedIn as long as you’d like.

Doing so simply requires a dedicated LinkedIn company page, which will house your open roles and serve as a central location for your employer brand. Your job postings will also appear in search, and candidates will be able to find them before deciding to submit an application or not.

How to publish promoted job posts to LinkedIn (and as many times as you want in 30 days)

Posting your job to LinkedIn is a simple process, but doesn’t allow you to cast the widest sourcing net possible. With an applicant tracking system (ATS) like JazzHR, though, your talent acquisition team is able to post promoted jobs to LinkedIn along with 20+ other job boards in just a few clicks.

To post a job to LinkedIn from JazzHR, for instance, all you need to do is simply toggle the “Free Job Syndication” button to “Yes” on the “Post” tab of your job — then boom, your click posted the Job.

Once you’ve posted your role, it’ll appear on all relevant job boards, including LinkedIn.

Leads who apply will then funnel back into JazzHR so your team can begin narrowing down your talent pool to find best-fit hires (i.e. those whose skills and experience align with job titles and job descriptions.)

• Now, if you want to pay for postings, you get all of these LinkedIn benefits and much more.

Notably, you can take advantage of more nuanced candidate filters, send 100+ InMail messages to prospects of interest monthly, collaborate with fellow hiring team members on LinkedIn, and access more granular data and insights associated with job seekers who click on postings and apply to them.

Deciding whether or not to invest recruiting budget (and time and resources) into posting paid listings to LinkedIn is different for every small business. Your best bet is to stick to publishing free jobs on the platform.

If, over time, you see a low quality and/or quantity of applicants applying for open positions, that may be a sign it’s time to allocate more ad dollars to the social network.

Learn how you can use the JazzHR-LinkedIn integration to further strengthen your SMB hiring efforts. Schedule a demo with our team today to learn all about our advanced ATS.

With that in mind, what questions should you ask a franchisor about hiring?

Questions to ask a franchisor about recruiting new hires

1) Are there any job description templates we can/should use for postings?

Your franchisor may have standardized description formats for common job roles, such as front-of-house staff or customer relations advisors. Or, download JazzHR’s 50+ free job description templates.

2) Have you done any research that means we should change our approach?

It’s worth checking to see if the head office has done any in-house market research around staffing that you could learn from. Some third-party research studies are behind costly pay walls, but the franchise could be willing to pay on your behalf if they feel the information has broader value.

3) Is there anyone in the company looking to transfer or for promotions?

In other words, is there a chance you can hire internally from another franchisee?

Look for opportunities to hire someone who is already experienced with similar systems and ways of working. That way, you benefit from a shorter hiring cycle.

4) What incentives would you implement to boost employee retention?

The cost of replacing an individual employee can range from one-half to two times the employee’s annual salary. Ask your franchisor if there are any benefits you can promote to candidates to help them feel like they will be valued employees.

5) Can you outline the ideal career development and progression model?

Is it possible for a desk clerk to become an area manager one day? You want to hire ambitious individuals who are looking to build a career. Make sure you have a good idea – in advance of running interviews – of how they might progress beyond the job they’re applying for. Trust us: They’re going to ask.

6) Are there any trusted recruitment agents you would like us to speak to?

Sometimes, it can feel like there are more recruitment agents and agencies than candidates.

If your franchisor has a list of recommended recruiters, you’ll save time sifting through the CVs sent by agents that don’t care about job fit.

7) Are there any specific recruiting tools you would suggest we try out?

Vendors are more likely to offer their best deals for a franchise-wide opportunity. By going through your franchisor, you could get the best price on digital recruiting technology and help out your fellow franchisees with a centralized hiring tool. They may already have technologies that they would recommend, but if not…

Remember: Your franchisor is their to help

One in seven businesses in the U.S. is a franchise, with around 300 new brands franchising each year. We can guarantee that these organizations are battling for talented employees and that they have their franchisor’s backing. So, ask for support when you’re recruiting.

After all, a strong hiring process is the foundation of a successful franchise.

Power your franchisee hiring efforts with our applicant tracking system. Speak with our team today to learn how our recruiting platform can help you add more headcount with greater ease and efficiency.