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5 Steps towards becoming a LinkedIn Recruiter pro

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    5 Steps towards becoming a LinkedIn Recruiter pro


    As a recruitment industry professional, you’ll know only too well that time, talent and candidates can be hard to come by. But, by investing in the largest professional social network, LinkedIn, the worries that may have plagued you in your recruiting efforts can become a very distant memory. All you have to do is ensure you utilise it effectively…

    1. Investment breeds innovation. LinkedIn Recruiter is only one of the features of LinkedIn – and although not compulsory – when you invest in your recruiting efforts, LinkedIn Premium opens up a wealth of opportunities including a more organised profile, a recognised premium badge and a deeper look into the network for decision makers, experts and sales. This information is critical as it speeds up the recruiting process and drives better efficiency.

    2. Conduct powerful searches. LinkedIn Recruiter allows you to search for a specific type of candidate using robust filters. Those seeking the perfect candidate, whether passive or active, are then able to zone in. For example, if a healthcare recruiter is looking for a nurse, searching for one may turn into a major headache as there approximately 560 nurse labels – anything from ‘chief nursing officer’ to ‘occupational health nurse practitioner’ – and no algorithm which could quickly and accurately identify specific skills. With LinkedIn Recruiter, this issue is eliminated.

    3. Monitor candidates. InMail gives recruiters the ability to contact anybody that catches their interest. However, even if you don’t decide to send an InMail, you can (and should) still watch and receive updates on potential passive and active candidates. Add potential talent to hiring “projects” and see who else in your company is tracking that person. There’s even a new beta feature that allows you to find people within a company who can provide feedback on a potential candidate, all before you even get in touch with the potential candidate.

    4. Manage your talent pipeline. Recruiters need to build, track and manage potential talent with folders, reminders and smart to do lists. Additionally, you should synchronize team activities with shared projects, searches, profiles, and applicant notes. LinkedIn Recruiter provides a seamless workflow to manage your talent and be more successful in your candidate search.

    5. Realise the potential. Talent is hard to come by and it’s even harder when each candidate looks and sounds the same. Going forward, LinkedIn Recruiter will likely add more features such as sourcing internal candidates, receiving and tracking employee referrals, and a more fully developed applicant tracking system. Failure to invest in the software now will result in you falling behind the times, the technology and most importantly, the recruiting game.

    Don’t underestimate the power of LinkedIn Recruiter. The truth is, LinkedIn has considerable potential – especially when time, effort and investment is explored. However, whilst LinkedIn Recruiter opens up a whole new world for recruiters, it is just one piece of the puzzle when it comes to preparing your agency for growth. Although social media is gaining momentum in a fast-paced industry, if you’re a recruitment business owner who wants to take advantage of the changing economic climate, you shouldn’t just be focusing on ways to source candidates – this alone won’t transform your business.

    Lower your overheads, invest in back office solutions and streamline your entire recruitment process. Take advantage of increased credit and improved cash flow, find out more about 100% funding and the rebate schemes available – there’s a world of solutions out there and they’re ready for the taking – contact Simplicity to find out more.