LinkedIn has become one of the most important platforms for recruiters to find and connect with qualified candidates. With over 740 million members worldwide, LinkedIn provides access to the largest professional network on the internet. Recruiters leverage LinkedIn to search profiles, post jobs, connect with passive candidates, and grow their own professional brands.
According to a 2019 report by LinkedIn, over 70% of professionals are open to new job opportunities. This means recruiters have a huge talent pool to tap into. However, with so many profiles on LinkedIn, recruiters need strategies to identify and connect with the best candidates for open roles.
In this comprehensive guide, we’ll explore the various ways recruiters effectively use LinkedIn to find qualified candidates.
Using LinkedIn Recruiter to Source Candidates
LinkedIn Recruiter is LinkedIn’s recruiting software specifically designed for corporate recruiters and staffing agencies. Recruiter provides powerful searching, filtering, and outreach tools to help recruiters proactively identify and engage candidates on LinkedIn.
Here are some of the key ways recruiters use LinkedIn Recruiter:
Advanced Boolean Search
LinkedIn Recruiter allows recruiters to conduct advanced Boolean searches across member profiles. Recruiters can use precise keywords, filters, location parameters and more to pinpoint the most relevant candidates.
For example, a recruiter hiring for a “Senior Python Developer” role in Austin, Texas could search:
“Senior” AND “Python” AND “Developer” AND “Austin”
This would return profiles of senior level Python developers based in Austin.
Filtering by Skills, Job Titles and Other Criteria
Recruiter offers extensive filtering options to drill down candidate searches. Recruiters can filter by:
– Hard skills and expertise areas
– Job titles and seniority
– Companies worked at
– Schools attended
– Groups and associations
– Languages spoken
– Location
– Willingness to relocate
– Years of experience
– And more
These filters allow recruiters to narrow large candidate pools down to the most qualified people to contact.
Searching Outside Your Network
Unlike LinkedIn’s basic search, Recruiter allows you to search the entire LinkedIn membership outside of your own connections. This opens up far more potential candidates.
You can save thesepassive candidates to project folders and talent pools for future opportunities.
InMail Integration
Recruiter seamlessly integrates with LinkedIn’s InMail messaging system. With a couple clicks, recruiters can send InMail messages to connect with relevant candidates identified through searches.
Project Folders for Candidate Management
In Recruiter, you can create project folders to organize candidates according to open requirements. Move promising profiles from general searches into specific project folders.
This allows you to segment candidates and keep your projects organized.
Talent Pool Creation
Recruiter enables recruiters to build and cultivate targeted talent pools for future hiring needs. By adding relevant passive candidates to talent pools, you can nurture relationships over time.
When a requirement arises, you already have a list of qualified, interested candidates to reach out to about the role.
Searching LinkedIn Profiles and Groups
Recruiters can utilize LinkedIn’s basic profile search to identify candidates even without a Recruiter license.
While not as robust as Recruiter, LinkedIn’s standard search can still help surface potential candidates based on keywords, locations, companies, job titles and other criteria.
Recruiters can search both outside their own network and within their LinkedIn connections.
Another approach is to search within specific LinkedIn Groups related to the position. For example, searching within the Project Management Group or Healthcare Professionals Group can surface targeted candidates.
Group searches allow you to tap into niche professional communities on LinkedIn.
Leveraging Your LinkedIn Network and Connections
One of the most valuable elements of LinkedIn for recruiters is the professional network you already have. Your 1st degree LinkedIn connections should not be overlooked in your search for candidates.
Here are some ways to leverage your own network:
Search Within Your Connections
Use LinkedIn’s search filters to browse for candidates just within your own network of connections. You may be able to surface a great referral candidate you already know.
View Connections of Connections
Your 2nd and 3rd degree connections on LinkedIn are visible and accessible to you. Look through their connections to uncover qualified candidates outside your immediate network.
Join Industry or Alumni Groups
Become an active member of relevant professional groups and alumni groups on LinkedIn. This allows you to view the full membership directory and connect with interested candidates.
Endorse Connections for Relevant Skills
Proactively endorse your connections for skills that align with open roles. This raises their visibility when others search those skill terms.
Share Open Job Postings
Leverage your network by sharing open job postings with your connections. The best hires often come from internal referrals.
Optimizing Candidate Engagement on LinkedIn
Finding potential candidates on LinkedIn is only the first step. To convert those leads, recruiters need to engage candidates and nurture relationships over time.
Here are some best practices for engaging candidates on LinkedIn:
Personalize InMail Messages
When reaching out to prospective candidates, personalize your InMail messages. Reference details from their background to show you reviewed their profile. Avoid generic outreach.
Highlight Opportunity
Focus your messages on the attractive aspects of the role and opportunity. Share details that would entice the candidate to explore further.
Provide Quick Application Options
Give clear and easy next steps to connect further. Share links to apply through your ATS and set up quick screening calls. Remove friction from the process.
Follow Up Promptly
When candidates respond with interest, follow up promptly. Being slow to engage can cause you to lose great talent to other recruiters.
Nurture Passive Candidates
Not all candidates will be ready to apply today. Nurture relationships with passive candidates by connecting periodically over time. Stay top of mind for future roles.
Share Insights and Articles
Build relationships with candidates by sharing company articles, insights into culture and employee spotlights. Give them a taste of your employer brand.
Leveraging LinkedIn Ads to Boost Candidate Outreach
In addition to organic search on LinkedIn, recruiters can leverage LinkedIn’s self-service advertising platform to promote jobs and further engage candidates.
Here are some of the most effective ways to use LinkedIn ads for recruiting:
Targeted Job Ads
Create customized LinkedIn job ads that target specific candidate demographics, skill sets, locations and companies. Drive qualified traffic straight to your career site to apply.
Sponsored InMail
Send targeted sponsored InMail messages to surface as the first message candidates see. Increase open rates by making your InMails stand out in their inbox.
Targeting by Resume Data
Upload resumes or job descriptions to have LinkedIn scan and match the right candidates based on real skills and experience data.
Retargeting Recent Applicants
Create customized audiences to re-target recent applicants or site visitors with follow-up ads when they’re most engaged.
Company Follower Targeting
Engage people who already follow your company page and are most likely to be interested candidates.
Audience Expansion
Start with a small target audience like recent applicants, and expand outwards to find similar candidates that fit the criteria.
Maintaining Compliance on LinkedIn Outreach
While LinkedIn provides many opportunities to connect with candidates, it’s crucial recruiters follow best practices and maintain compliance. Discrimination lawsuits and regulatory issues can arise if outreach is not handled appropriately.
Here are some key tips:
Avoid Exclusionary Language
Never include any discriminatory preferences around age, gender, race etc. in searches or messages. Focus strictly on skills and qualifications.
Respect Privacy Settings
Do not attempt to contact candidates who have indicated they are not open to outreach. Honor their privacy and preferences.
Transparently Identify Yourself
Always send messages from a company account that identifies you as a recruiter right upfront. Avoid vague messages.
Provide Equal Opportunities
Give every interested and qualified candidate an equal shot at opportunities regardless of demographic factors. Evaluate solely on skills fit.
Never Share Candidate Data
Respect candidate privacy. Never share or distribute their personal data or profiles without explicit consent.
Uphold Company EEO Policies
Ensure your sourcing and outreach efforts align with and uphold your company’s equal opportunity employment policies.
Conclusion
LinkedIn has become the #1 channel for corporate recruiting and candidate engagement. With its unparalleled reach, recruiter tools, and targeting capabilities, LinkedIn enables hiring professionals to find qualified candidates efficiently and effectively.
By tapping into search functions, leveraging connections, using compelling messaging and aligning efforts with company EEO policies, recruiters can build fruitful talent pipelines on LinkedIn.
Some key takeaways include:
– Use powerful search and filtering with LinkedIn Recruiter to pinpoint the best matches.
– Leverage your professional network and groups for warmer candidate leads.
– Personalize InMail outreach and highlight opportunity to engage candidates.
– Use LinkedIn ads to promote roles and target active and passive candidates.
– Maintain compliance by avoiding exclusionary language and upholding EEOC policies
With the right strategy, any recruiter can leverage the vast reach of LinkedIn to build strong talent pipelines and make winning hires.