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Our Perspective

What this means for leaders navigating growth, change or transformation in their organisation.

The New Front Door

LinkedIn is no longer a noticeboard; it’s the foyer where candidates decide whether to walk in. The strongest organisations treat it as a living proof-point of their culture, leadership and progress. That matters because candidates aren’t just comparing roles; they’re comparing signals of credibility, clarity and momentum. LinkedIn’s Talent Trends report notes that six in ten potential hires look at LinkedIn before deciding to apply, so what shows up there changes who applies, how quickly they move, and how confident they feel about your process.

Signals Over Slogans

People don’t trust declarations; they trust evidence in context. The litmus test is simple: can a qualified person see the work, the team’s habits, and how decisions get made? If not, they’ll default to safer brands or keep looking.

Strong signals look like:

• Role impact explained through outcomes, not adjectives
• Leaders posting decisions, priorities and what they’re learning
• Employee voices describing how work actually gets done
• A public, plain-English “how we hire” with stages and expectations

Govern The Touchpoints

Most brands don’t lack content; they lack governance. Without owners, standards and a rhythm, LinkedIn activity drifts into noise. Treat your company page, leaders’ profiles, live roles and employee stories as a connected system that shows the same values expressed through different lenses. In our experience with growth-stage organisations, LinkedIn works when someone owns the signal, not just the post.

Create simple guardrails:

• Name owners for each touchpoint with clear responsibilities
• Set publishing standards: voice, topics, evidence and tone
• Establish a weekly cadence tied to hiring priorities
• Provide guidance on disclosure, confidentiality and respectful debate

Link Work To Value

The hardest part isn’t writing better job ads; it’s clarifying the employer narrative that ties strategy to the reality of the work. Candidates want to see the throughline: customer value your organisation is building, the role’s contribution to that value, and the development they can expect over the first 6–12 months. Pair that with a transparent process—who they’ll meet, what’s assessed and when—and you turn ambiguity into momentum.

When this narrative is tight, three things follow. Candidates self-select with more accuracy. Screening moves faster because context has been pre-shared. And teams make choices with more confidence, which shows up later as stronger onboarding, better collaboration and a higher return on investment from each hire. The quiet advantage is cumulative: a reputation for clarity compounds across networks and referrals, creating a talent pipeline that moves on trust rather than persuasion.

Sources:

1. Prioritising Employer Branding to Reduce Time-to-Hire
2. Proof-Led Employer Value Propositions that Drive Candidate Engagement
3. AI in Branding: Where Clarity Drives Measurable ROI