LinkedIn is a powerful tool for sourcing candidates. With over 500 million users, it’s no wonder why so many recruiters turn to LinkedIn when looking for new talent. In this guide, we will discuss how to use LinkedIn to find the best candidates for your organization. We’ll cover everything from creating a profile that will attract candidates to using search filters to find the right people. So whether you’re just starting out or you’ve been sourcing candidates on LinkedIn for years, this guide has something for everyone!
The first step to sourcing candidates is to create an appealing profile on LinkedIn. That does not only consist of filling out your job history, education history, and skills, but it also includes adding a professional LinkedIn profile image and increasing your profile connections.
First, let’s start with the basics. When creating your profile, fill out as much of your job and education history as possible. The more information you share about yourself, the easier it will be for potential candidates to find you on LinkedIn.
Additionally, make sure to add a professional profile picture so that other LinkedIn users have an idea of what you look like and can put a face to your name. Statistics show that LinkedIn members with a profile image receive far more engagement: 21 times more profile views and nine times more connection requests.
Once your profile is completed, connect with others on LinkedIn by sending connection requests. Not only will this help you increase your network, but it can also help attract candidates who may not have found your profile.
Another important aspect of sourcing candidates on LinkedIn is building a personal brand. This involves staying active on the site, participating in industry discussions, and following thought leaders within your niche. The more your name is associated with certain keywords – whether that be through you answering questions or sharing articles related to your field – the easier it will be for candidates to find you on LinkedIn.
The average number of connections per LinkedIn profile is around 500-999. Chances are, your employees will have different LinkedIn connections than you. That means if you have 10 employees and all of them share a job opening on their profile, there is a potential that 10,000 candidates see that job opening. This is why it is important to encourage your employees to network and share job openings with their connections.
Joining and participating in relevant groups on LinkedIn is another great way to find candidates. Each group has its own discussion board, which allows you to share job openings with all members of the group. For example, if you are filling a job opening for a Marketing Manager, you may want to join groups like “Marketing Professionals on LinkedIn” or “SEO Experts”.
Boolean searching is another great way to source candidates on LinkedIn. To do this, type keywords into the search bar that are relevant to your niche and the job opening you want to fill. For example, if you are looking for a CFO position in Atlanta, Georgia, you may use the following keywords: “CFO” location:Atlanta.
Another great way to find and connect with potential candidates is by messaging your connections. When you message a connection, they will receive an email notification that they have received a request from you. If the person you are messaging already knows who you are, they may be more willing to look at your job opening than if it were sent cold via InMail.