Recruiters often utilize LinkedIn to search for potential job candidates. With LinkedIn’s large professional network and detailed profile information, it offers recruiters an effective platform to identify and connect with qualified candidates. However, some job seekers wonder if recruiters use LinkedIn’s “private mode” viewing option when searching profiles. In private mode, the viewer’s identity and profile details are hidden from the person whose profile they are viewing. This allows for anonymous viewing without the viewed person being notified or able to see who viewed their profile.
Do Recruiters Use Private Mode?
The short answer is yes, many recruiters do use LinkedIn’s private mode viewing option. Here are some key reasons why:
Maintain candidate anonymity
Using private mode allows recruiters to remain anonymous while searching profiles of people who are not currently active job seekers. This prevents revealing the company name or recruiter’s identity to candidates who are happily employed elsewhere. Recruiters want to avoid any unnecessary disruption or awkwardness caused by a current employer finding out their employee is being viewed by recruiters.
Avoid profile stalkers
Unfortunately, some overeager or desperate job seekers may excessively try connecting with recruiters who have viewed their profile. By hiding their identity, recruiters can avoid being bombarded with connection requests or messages from these types of applicants.
Prevent signaling interest
A recruiter viewing someone’s profile does not necessarily mean they want to hire that person. Often recruiters are just researching potential candidates in case an appropriate opening arises in the future. Using private mode prevents implying interest or opportunity where none currently exists.
Conduct unbiased research
Viewing profiles privately allows recruiters to conduct more unbiased research on candidates without preconceived perceptions. If the viewer’s identity is hidden, the candidate does not know they are being evaluated and will not alter their normal profile viewing behavior. This allows the recruiter to observe a more natural snapshot of how the candidate portrays themselves.
When Do Recruiters Avoid Private Mode?
While recruiters commonly use private browsing, there are also situations where they want to intentionally display their identity to candidates:
Passive candidates
When reaching out to “passive” candidates who are not actively job searching, some recruiters will purposefully display their name and company. Doing so immediately signals opportunity and legimitate interest from a real employer, which helps grab the passive candidate’s attention.
Established connections
Once mutual interest is established, a recruiter no longer needs to be anonymous. Making an overt appearance to an interested candidate reinforces the relationship and opportunity.
Personalized outreach
When recruiters initially message a candidate, revealing their identity personalizes the communication and verifies they are a real person. The transparency establishes trust and credibility.
Networking contacts
For candidates recruiters want to build an ongoing network with, but do not have an immediate opening for, transparent viewing helps foster the relationship. By seeing the recruiter’s identity, the candidate knows they are on the radar for future roles.
How Do You Know a Recruiter Viewed Your Profile?
LinkedIn shows you the names of members who have visited your profile over the past 90 days. However, it does not indicate whether someone viewed your profile anonymously in private mode. As a job seeker, here are some signals a recruiter may have covertly viewed your profile:
You receive an InMail
If a recruiter views your profile anonymously but then sends an InMail message, that indicates they had likely viewed your profile in private mode first before reaching out.
Increase in profile views
A sudden spike in profile views could signify a recruiter reviewed your profile anonymously before sharing it with colleagues who each subsequently view your profile. The initial anonymous viewing by the recruiter sparked subsequent viewing from others.
Visit spike with no named views
Your profile analytics may show a surge in visits over a short period, but with none of the visitors revealing their identities. This suggests a recruiter viewed your profile multiple times in private mode before determining whether to proceed further.
New connection request
Some recruiters will use private viewing to research candidates, then send a connection request before ever indicating they viewed your profile. This allows them to establish a relationship before disclosing their prior interest.
Pros of Private Mode for Recruiters
While privacy concerns may make some job seekers uneasy, there are benefits to recruiters using LinkedIn’s private mode:
– View candidate profiles discreetly without disrupting current employment
– Avoid attracting unwanted attention from overly eager applicants
– Prevent misleading candidates about recruiter’s level of interest
– Allow unbiased research without influencing candidate behavior
– Identify prospective candidates even without current job openings
Cons of Private Mode for Recruiters
Some potential drawbacks exist with recruiters relying too heavily on private browsing:
– Candidates may feel spied on if they find out a recruiter secretly viewed their profile
– Passive candidates miss signals indicating opportunities if recruiters stay anonymous
– Recruiters lose out on forging networking relationships without transparency
– Candidate may distrust recruiter who connects after covertly viewing profile repeatedly
– Too much anonymity could enable discrimination in candidate selection
Best Practices for Recruiters
Here are some best practices for recruiters using private mode ethically and effectively:
– Do not overuse private mode once legitimate interest is established with a candidate. Transparency helps build trust and rapport.
– Avoid viewing any private personal information on candidate profiles beyond what is professionally relevant. Do not be intrusive.
– Use private mode only for initial research to be respectful, not to hide ulterior motives.
– Make first contact in a personalized, transparent way identifying yourself and your intent clearly.
– Remember that private mode does not make your employer brand completely anonymous. Candidates may uncover who viewed their profile.
– Introduce yourself transparently if a candidate asks if you viewed their profile anonymously. Do not hide your prior interest.
Best Practices for Candidates
As a candidate aware that recruiters may view your profile privately, here are some tips:
– Google any profile visitors you do not recognize. Look for clues that they may be recruiters.
– If a suspicious visitor looks at your profile repeatedly, consider reaching out to introduce yourself.
– Avoid sharing anything highly confidential that could compromise your current position.
– View your profile analytics to spot any unusual spikes in anonymous profile viewing.
– If contacted by a recruiter, tactfully ask whether they previously viewed your profile.
– Do not confront recruiters about anonymous viewing. Assume positive intent and focus on the opportunity.
Key Takeaways
– Recruiters commonly use LinkedIn’s private mode to discreetly search and vet potential candidates.
– Main reasons for private browsing include maintaining candidate anonymity, avoiding profile stalkers, preventing misleading signals of interest, and enabling unbiased research.
– Recruiters tend to avoid private mode when contacting passive candidates about opportunities, connecting with established contacts, personalizing outreach, and networking transparently.
– Look for increases in anonymous profile views and unrecognized visitors to detect possible private mode viewing by recruiters.
– Private mode has benefits but should not be overused or abused. Transparency and ethics are still vital.
Conclusion
LinkedIn’s viewing privacy settings allow recruiters to research candidates discreetly. While some job seekers may feel uneasy about anonymous viewing of their profiles, recruiters using private browsing appropriately can positively widen their search and vetting funnel without disrupting candidates’ current employment. However, building trust and rapport requires a transition to transparent communication at the right stage. Both recruiters and candidates should follow best practices to gain advantage from LinkedIn’s viewing privacy tools while still maintaining an ethical, candidate-focused approach.