5 tips to boost your LinkedIn recruiting

Posted 18.06.18

Every recruiter knows the power of LinkedIn – the professional networking site where the skills and expertise of thousands of potential candidates are right in front of you, just waiting to be snapped up.

A recent study from CV-Library showed that most recruiters are using LinkedIn to find talent, with 6 in 10 stating they regularly use the site to source candidates.

Anthony Rose, Job Board and LinkedIn specialist, told Recruitment Grapevine: “I work with a number of recruitment companies who spend tens of thousands on job boards each month, however, with a bit of training, they can get more out of their LinkedIn pages”.

1) Just because they aren’t looking, Doesn’t mean they aren’t interested.

LinkedIn found that 70% of the global workforce is made up of passive talent who are not actively looking for a job, but 87 % of active and passive candidates are always open to new opportunities – so don’t be afraid to drop someone a message, even if they appear settled in their current role.

2) Referrals are key.

Researchers at LinkedIn also found that referrals lead the way in terms of how people discover new jobs. With 35% of employees referring a job to help their friends, and 32% referring a job to help their company. Use this to your advantage. It might be an idea to approach previous connections and candidates with similar skillsets to the one you’re currently looking for – chances are they know someone who fits the bill.

3) The good and the great.

Compared to average recruiters, the top recruiters are 60% more engaged with LinkedIn recruiting tools, meaning they are taking full advantage of the service. Its this familiarity with LinkedIn that is benefitting the top recruiters as you’re 21% more likely to get a response from a when you send an InMail to someone who shares a group with you – so get joining relevant industry groups today and get posting!

4) Send InMails (at the right time).

Findings suggest that direct messages sent on weekdays between the hours of 9–10AM are more likely to earn a reply – but messages sent on Saturdays are 16% less likely to get a response.

5) Feedback for all.

Talent is 4 times more likely to consider a company again for a future vacancy when they are offered constructive feedback after their interview. If someone has been unsuccessful this time, treat them well and they may be back again when future positions arise – so always remember to give feedback!


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