LinkedIn Recruiter is a powerful tool for finding and engaging with potential candidates on LinkedIn. As a recruiter, you can use Recruiter to source talent, manage your pipeline, and communicate with candidates. One of the key features in Recruiter is the ability to add users and manage permissions.
Who can access LinkedIn Recruiter?
LinkedIn Recruiter is available through LinkedIn Talent Solutions. This means it can only be accessed by companies who have purchased a Recruiter license. Typically, access is granted to members of the recruiting or HR team at an organization.
When your company purchases a Recruiter license, the main administrator will create logins and assign permissions for users. So access is limited to employees at your company who have been given a login by the admin.
Adding users in LinkedIn Recruiter
As the Recruiter admin, you can add users by going to the Admin tab and selecting “Users” from the menu. Here you’ll see options to:
- Invite new users
- Manage existing users
- Adjust permissions for users
To invite a new user, enter their name and email address. An email invite will be sent allowing them to activate their Recruiter account. You can also resend invites if needed.
Assigning user roles and permissions
LinkedIn Recruiter has preset user roles that come with default permissions. When adding a new user, you simply select the appropriate role:
- Admin – Has full access and can edit admin settings, payment information, add users, etc.
- Recruiter – Can source candidates, manage the pipeline, communicate with prospects, and more.
- Recruiter Lite – More limited access to send InMails and manage prospects.
- Hiring Manager – Can mainly review and engage with prospects already in the pipeline.
The Admin can customize these preset permissions as needed for each user. For example, you may want one Recruiter to have access to billing details and another to not.
Best practices for managing Recruiter users
Here are some tips for effectively managing your LinkedIn Recruiter users:
- Keep the Admin team small – Too many admins can lead to confusion. Appoint 1-2 dedicated admins.
- Clarify roles and responsibilities – Ensure everyone understands their permissions and scope of usage.
- Review routinely – Check in quarterly or biannually to confirm users still need access.
- Revoke access immediately for resigned employees – Don’t let former employees retain access.
- Train thoroughly – Invest time in training recruiters how to fully leverage the tool.
Key settings for admins
As the LinkedIn Recruiter admin, you have access to additional settings that enable you to customize Recruiter for your organization. Here are some of the key ones to be aware of:
User Management
Under the Admin > Users tab, you can:
- Add, edit, and remove users
- Change user roles and associated permissions
- Reset passwords
- Manage two-factor authentication
Team Settings
Enable features like:
- TeamMerge to combine Recruiter teams
- Talent Pool collaboration for sharing prospects
- Custom prospect statuses
Premium Insights
Access talent pool analytics, InMail performance insights, and other metrics.
Account Settings
Set up:
- Billing details
- Recruiter seat allocation
- Contract length
- Admin rights like SSO
Email Domain Settings
Manage email domains to ensure InMails only come from company domains.
Getting the most value from your Recruiter users
To maximize the return on your Recruiter investment, focus on user adoption. Here are some tips to drive usage:
- Make Recruiter the required tool – Mandate its use for outbound recruiting.
- Set benchmarks – Define activity goals like # of prospects messaged per week.
- Highlight key features – Train users on advanced searches, custom alerts, talent pool building.
- Share success stories – Celebrate wins from big placements driven by Recruiter.
- Offer incentives – Consider tying bonuses or perks to Recruiter activity.
Troubleshooting common Recruiter user issues
While Recruiter is intuitive software, users may encounter problems. Here are solutions for some common issues:
“I can’t log in to Recruiter”
- Reset password or use “Forgot password” link
- Ensure using correct email tied to Recruiter license
- Double check license is still active
- Try different browser or incognito window
“I don’t see all pipeline prospects”
- Apply appropriate filters like “My prospects”
- Remove any filters that limit view
- Ensure user has permission to see all prospects
- Contact admin if issues persist
“None of my searches are returning prospects”
- Broaden search criteria if too narrow
- Verify searching correct locations
- Double check licenses and access to needed search functionality
- Contact support to troubleshoot search issues
“Candidates are not responding to my InMails”
- Check if messages are going to Spam folder
- Ensure InMail subject lines are compelling
- Personalize messages with candidate specifics
- Follow up via LinkedIn message if no InMail reply
Conclusion
Effectively managing users is critical to getting the most out of LinkedIn Recruiter. Take time to control permissions, provide training, and optimize your team’s use of the platform. Monitor activity levels and support users through challenges. With the right configuration and usage, your recruiting team can leverage Recruiter to drive outstanding talent acquisition results.
