The toolkit of any modern recruiter must include the LinkedIn social platform. The network connects hundreds of millions of professionals in all industries.

LinkedIn can become an independent tool for finding perfect candidates or an efficient additional recruiting tool. In any case, there are certain ways you may make the platform more beneficial for your business in terms of recruitment. Check out the article to find out more.

Keyword search to find perfect candidates

Seeking potential talents is easier when you have a keyword list. The best way to find talents is to ensure the job description matches the resumes of potential candidates.

Highlight such parts of resumes and job descriptions as a skill set and education. Research and even pick out some good resumes of the candidates you most likely hire for the job. Explore the mentioned sections and create a list of relevant keywords.

Keywords are helpful for both creating an accurate job description and searching for candidates.

AI and automation

Today technology allows bringing recruitment to a new level. Integrating AI and automation tools can help in recruitment processes significantly.

One of the useful tactics is to import applicants’ contacts to one tracking system and monitor their statuses. To do so you can use Linked Helper. Linked Helper is universal software for LinkedIn to search candidates. The app allows downloading the profiles of potentially interesting specialists and importing them into the built-in CRM.

Imported profiles can further be sorted, grouped, and tagged. If you have to return to a specific candidate, you can use the tagging system to easily find the needed contact or check their status.

The software also provides access to a professional dashboard where recruiters can analyze the results of their activity. All in all, Linked Helper assists you starting at the sourcing stage and throughout the recruitment process. Wherein, the software mimics human behavior and all actions look like they were made by you manually.

Adding a technology force won’t hurt the process. On the contrary, with additional help and automatization, you will be recruiting top performers.

Engaging with passive candidates

LinkedIn is attractive to recruiters because it allows them to create a database of top professionals who are not currently looking for a job. Through the social platform, you can engage with so-called passive candidates and track their status.

To start, join relevant groups, that are related to your industry. Network with potential candidates and professionals who will be ideal for filling positions in your company. Get to know them, tell them about your workplace and let them know you’ll be glad to hear from them.

Employee referrals

Who would you invite to an interview — a candidate recommended by an actual employee at your company or someone whose resume you found on an online job board? Most likely, that would be the first person, as you trust the recommendation of your colleague.

Play around with this tactic. As a recruiter, you can ask the employees of your company to share job ads on their LinkedIn profiles, so their network would see the open positions. When a potential applicant sees the opening shared by a trusted friend, the chances of him applying are higher.

To boost the interests, offer some monetary incentive to employees to bring the right candidate.

Advanced LinkedIn search

Another thing that turns LinkedIn into an effective tool for recruiting is its advanced search functionality. The perfect filtering system allows you to customize your search and get more accurate results with a few clicks.

Assume that you are looking for a QA engineer. The job title can be used in different parts of resumes. Maybe the person occupied this position in the past or has some skills in this area. However, you are searching for actual QA engineers. So you can specify the “current position only” check box and get exact search results.

Explore the filters of LinkedIn search and always get the perfect matches.

Perfect outreach message

Finding candidates is only the beginning of the process. It is important to engage them successfully. The first outreach message defines the tone of the conversation. Recruiters face a big challenge. They have to make an appealing company introduction, and interest the candidate, so he wants to learn more.

You can prepare several templates for different groups of specialists and adjust them by adding a personal touch. For this, learn the resume of a particular candidate and highlights some of his skills or achievement that made you contact him.

Keep track of the response rate and analyze the results. Depending on this data, you may find valuable tips on improving the outreach message.

To sum up

In a highly competitive market where companies constantly search for professionals, you must be armed. Using LinkedIn to find talents will improve your recruitment efforts and will bring better results.

Use social media platforms to promote your HR brand, filter out and adjust the searches and hire the perfect candidates.

HR Future Staff Writer