You better not run out of LinkedIn campaign ideas when you’re tasked with hiring truckloads of people for a job in your company. These days, the average workforce has become more discriminating about work choices and especially the perks that go with them. Dental benefits, pension plans, and free meals are just some of the popular extras that an increasing number of employees are starting to consider as the norm.

While job hunting is still as challenging as ever for those who don’t have a job, recruiters are finding it harder and harder to retain the fresh crop of star performers that they have managed to lure into the trap. And that’s why LinkedIn campaign ideas have better be substantial and extremely attractive–or else. It kind of goes on both directions, the status of recruitment, these days.

It better be a win-win scenario or it won’t last that long. Talented employees have full access to both human as well as online recruiting machines. These job hunters are what make it so easy to switch occupations for those with the right skill set, experience and personality. And that’s why the average HR needs to be creative with its hiring strategy. No one wants to end up with new-hires who are like discount puppies in the pet store.

Of course, company image still counts for a lot when it comes to finding a career instead of a job. Big companies with flashy as well as extremely memorable logos work like a hypnotic wand to lure perk-hungry job seekers. But when the HR of these firms aren’t creative enough, it’s only a matter of time before one excellent employee jumps ship followed by another and so on, like the domino principle.

Because of this real-life scenario, a wise enterprise will be well-advised to hire only the best HR manager that money and perks can buy. The resume or curriculum vitae of this manager must be top notch. It doesn’t need to be very long. Just two pages will do with going beyond working more like a limitation.

While one’s resume is often the one that gets your foot in the door, bear in mind that the professional advertisement that you’re making must be backed up by facts. While it’s true that HR doesn’t always have the time to examine every CV with a fine-tooth comb, you should never take chances with making a claim that you cannot possibly prove or substantiate. You must also, as much as possible, try to close some suspicious gaps in your job experience.

After all, scrupulous recruiters have lots of tricks up their sleeves that help them spot a phony a mile away. So by all means, be sure to include at least the month along with the year when you specify the time you’ve spent with this or that corporation. Of course, there’s nothing wrong with even managing to mention the exact date when you entered and exited the position concerned. In most cases, however, the economy of space will force you to play a balancing act in regards to what to mention and what not in your own job magnet.