Interview and choose the best hire - LinkedIn Tutorial

- [Instructor] When you talk to the right people, you hire the right people. LinkedIn has simple tools to help you hone in on who you want to interview. These tools will help you filter and prioritize your potential candidates. To see some of these tools, I'm going to click back on Jobs at the top of the screen, so that we can get back in to that job that we've already started creating. I'll click Manage Job Posts on the left-hand side. Here's a draft post. It's a senior copywriting job that I've already started to create. I'm going to go back into that job. So I'll click the three dots and choose Manage Job. The first way that we can filter and prioritize candidates is by adding screening questions. LinkedIn recommends that you add at least four screening questions. And to get started, you can click the plus sign. You can add your own screening questions here. For example, certifications, work authorizations, GPAs, background checks. You can even add your own custom questions. For anybody who doesn't meet all of the must have qualifications, you can auto-rate them as not a fit. In fact, you can also have it automatically send them a rejection email, and you can change your own text in here. The auto-rate, not a fit, brings me to my next tool, which is called Candidate Ratings. As candidates apply, you can prioritize them with a simple, good fit, maybe, or not a good fit marker. This way, you can quickly browse through them, and then put them in a list to go through in more detail later. So you can just look at all of the good fits. You can send them to your colleagues to go over, and it just makes it easy to find the people who are the best fit for this job. Now, I can't show you this because it's on the candidate side, but I am going to tell you about it. Finally, the candidates can take a skill assessment. They can do this before or after applying. In fact, if you're looking for particular skills, candidates will get nudged to take a skill assessment, right on the LinkedIn platform. If you go into their LinkedIn profile all the way down at the bottom of their profile, you can see their skills. Any skills that have a blue check mark beside them means they passed that assessment. So this is a great way for you to figure out who really has those skills. Once they pass the screening questions, you've prioritized them with candidate ratings as a good fit, and they've passed your skill assessments. It's time for the interview. And again, you run a small business. You may not have any idea what to ask them, but again, you can use LinkedIn tools to help you. LinkedIn provides interviewing guides with sample questions by role to help you assess the best candidates. To view these, point of browser to business.linkedin.com/talent-solutions /resource/interviewing-talent/interview-guides. It's going to take you to these interview guides, and they're listed by role. There's so much work that's already been done for you. Let's scroll down, and here's my copywriter role. I can see these interview questions. When it's time to interview, I can see some sample hard skill questions, behavioral questions, and soft skills questions. In fact, I can even be told what to look out for and listen for. It's even telling us why we're asking these questions. Here's some sample questions, why it matters, and what to listen for in the candidate's answer. There's behavioral questions. And finally, there are some soft skills questions. After you've interviewed, you can make your hire. You can use LinkedIn messaging to extend an offer. And then it's just a matter of closing this job post. You can even send your automatic rejections to candidates who weren't selected as we saw. This is a great way to make sure that they're getting a timely response, which is fair to them. And all of this without leaving the platform.