Many still believe job ads and a tidy careers page will attract the right people. In reality, they fall short, because candidates now read your signals on LinkedIn. What works is evidence-led governance across profiles and roles. Do that, and employer branding translates into faster hiring and stronger teams.
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What this means for leaders navigating growth, change or transformation in their organisation.
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.
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:
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:
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.
Curious how this applies in your market? We’re speaking with leaders across industries every week. Let’s talk.