3 Ways to Effectively Use LinkedIn Recruiter

Online recruitment and job seeking have become the standard in today’s technologically advanced world. This is evidenced most clearly by the rise of LinkedIn, which today has over 560 million members. LinkedIn is the world’s largest social networking platform for professionals; this consolidation of professionals within every industry offers employers a great place to source qualified candidates.

With millions of users to search through, the LinkedIn Recruiter tool is essential for employers that are serious about using this popular platform to find qualified candidates. This innovative tool is designed for employers to streamline and organize their recruitment efforts for better results. In an effort to help employers optimally use it, let’s examine 3 ways to effectively use LinkedIn Recruiter.

1. LinkedIn Recruiter Search Tools: Filters, Tags, Saved Searches:

The search function is one of the main methods for recruiters to source qualified candidates. With millions of members on the platform, recruiters can use LinkedIn Recruiter’s search tools to narrow down the results. The main search tools are tags and filters, such as: geographical area, experience, industry expertise, past company, company size, seniority level, and more.

Recruiters can also save searches and organize the results; new candidates within the saved search criteria will then automatically appear. These organized results can then be messaged with pre-formatted (or custom) bulk messages with the InMail messaging tool, saved within projects, sent to team members, and referred back to anytime.

Tags, as well as search terms and filters, are important tools when it comes to finding qualified candidates that may be overlooked by other employers. One of the challenges with using LinkedIn to source candidates is everyone else is doing the same, which is why using tags and search tools creatively is so important.

The way terms are searched for and how is key for quality results, as well as how search results are examined and used. An article found on LinkedIn called: “7 Next-Level Sourcing Tips From the Master, Glen Cathey”, written on December 5th, 2017 by Maxwell Huppert, explains more:

Effective searches begin with asking the right questions. When searching for a specific term, like a skill or title, Glen always asks himself, ‘Would all qualified people mention it?’

If the answer is no, then you need to modify your search to be more inclusive. If the answer is yes, his next question is, ‘How many different ways would they mention it?’

For example, if you’re looking for a developer who has experience with Hadoop, you have to consider that they might not all use the title ‘developer’ – and they may not mention ‘Hadoop’ anywhere in their profiles, either. If you just searched for those terms, Glen cautions, you’ll exclude lots of qualified candidates.

Instead, use the Boolean OR operator to expand your results. Unlike the AND operator, the OR operator broadens your search because it only requires that one of multiple terms be included in each profile.

This is an important tip for recruiters to find qualified candidates who don’t have the specific terms being searched for (or in the tags) on their profiles. In practical application, this type of search looks like this:

(‘Software engineer’ OR developer OR programmer) AND (Hadoop OR HDFS…

Other notable tips from this article include:

      1. Don’t judge candidates based on their LinkedIn profiles alone
      2. Don’t just look at the top 5-10% of search results – try starting from the bottom instead

As this article shows, there are many strategies and tips employers can learn and use when it comes to utilizing the search tools effectively with LinkedIn Recruiter. Considering there are both passive and active candidates on LinkedIn using different profile strategies, recruiters that are proficient with these search tools will save time and effectively find qualified candidates other recruiters overlooked.

2. Organize and Manage Candidates and Workflows:

LinkedIn Recruiter makes sourcing candidates easier for employers; it includes well-designed tools for optimally organizing and managing candidates and workflows. Saving search results and messaging candidates with pre-formatted (or custom) recruitment messages are only part of how LinkedIn Recruiter helps organize and manage candidates and workflows.

Recruiters also have source and status tools available. Like with CRM software, users can change the status of a candidate according to their position in the recruitment pipeline. These can be custom or standard status updates such as:

    • not yet contacted
    • contacted
    • hired
    • ready to interview
    • do not contact

All of the candidates and details of a saved search can be found in the project tab within LinkedIn Recruiter. The project overview will explain how many candidates are involved, the status of all prospects, project details, files, links, and time frames. These projects can be shared with team members and used as the main interface for recruitment efforts.

Another tool to help recruiters organize their candidates is the source tool, which allows users to input where each candidate was found. Whether candidates are found on LinkedIn or outside of it, recruiters can input the source of their origin to better manage and organize their efforts.

3. Gain Insights with Analytics for Strategic Development:

From the reports tab within LinkedIn Recruiter, employers can gain insight into their recruitment efforts with detailed analytics. Detailed reports with graphs and charts will give recruiters the information they need to strategically understand:

    • Recruiter Usage
    • Pipeline Analytics
    • Job Analytics
    • InMail Analytics

For instance, with pipeline analytics, recruiters can see what prospect sources are bringing the best results, as well as the health and status of the pipeline overall (how many haven’t been contacted yet, are under review, have been contacted, etc.). Additionally, detailed InMail analytics show recruiters the response rates, accepts, declines, etc., for each InMail messaging campaign sent.

Analytics will help recruiters understand what efforts are producing the best results; these insights can then be used to strategically develop optimal recruitment campaigns. From seeing how many views a post or job listing received to how well prospects responded to a saved search InMail bulk message, detailed analytics will help recruiters optimize their efforts and be more effective.

Conclusion

With over 560 million members worldwide, LinkedIn is an essential platform for employers to use in their recruitment efforts. This popular professional networking platform offers employers a well-designed tool called LinkedIn Recruiter, which streamlines and optimizes their efforts to find qualified candidates.

Search, organizational, and analytical tools within LinkedIn Recruiter will enhance an employer’s ability to find, vet, and manage qualified prospects. Used in addition to other recruitment efforts, LinkedIn Recruiter will help employers consistently find the talent they need.