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In this blog on LinkedIn recruiting, you’ll learn:
- Tips and tricks to make the most of your time
- The different tools that you can use
- How to recruit passive candidates
3 Reasons why you should read this blog?
Before we go any further, we want to tell you 3 reasons why you should read this blog and how it can benefit you.
1. We’ve been recruiting for over a decade now
We’ve been recruiting tech talent for more than ten years now. When we started our company, we didn’t have a sizeable brand presence. But, we had open positions to fill. So, we relied on word-of-mouth and passive hiring to fill them. Over the years, these strategies have yielded good results.
2. Learnings from our experience
However, there was a downside to both strategies – they were not scalable. So, we had to alter our approach and nurture talent over a period of time before they were ready to jump on board. We used LinkedIn to build warm relationships with aspiring candidates and recruited them when there was a suitable challenge awaiting them.
Because people need challenges to drive them. Not all of them will be willing to move unless they have an opportunity to them that goes beyond salaries and perks.
3. Recruiting is becoming more and more unconventional
Along the way, we also learned that not all candidates are active on LinkedIn. Some of them hadn’t updated their profiles in years. But, these candidates were contributing to GitHub or participating actively in hackathons. That is why we began researching more about them in unconventional places like GitHub and Stack Overflow and reached out to them via LinkedIn. Some of these candidates took several weeks to respond. But, it was worth the wait because they were the best in the business.
Today, many of these employees are with us and continue to delight our customers. So, here’s our experience and the learnings we have acquired so that you can derive the maximum from your LinkedIn recruitment strategy.
Let us dive into it.
Human Resource professionals dread LinkedIn.
Because they get nightmares of spending their entire lifetime chasing candidates on LinkedIn. They wake up in the middle of the night fearing rejection messages from candidates just as they’re on the verge of filling a position.
But, the fact is, they need to use LinkedIn smartly to get the best results. And, it can be the friendliest platform for recruiters, provided they know how to use it.
Let us now look into different tips and tricks you can use on a platform that has more than 260 million monthly active users.
How to search for profiles on LinkedIn smartly without spending long hours
In this section, we will focus on a few tricks to spot profiles on LinkedIn using X-ray searches and a few specialist tools.
Sourcing on LinkedIn using X-ray
Searching for profiles on LinkedIn isn’t really difficult if you follow the X-ray trick. It is a technique of sourcing candidate profiles that most recruiters swear by.
Before we get there, let us understand what is an X-ray search?
An X-ray search is a technique to find details from different websites using a combination of inputs such as locations, keywords, phrases, and skillsets. Recruiters use search engines like Bing or Google to get data that they’d spend hours doing it manually.
90% of recruiters would have taken up a different job if it were not for the X-ray search strings. Okay, we’re kidding!
How does an X-ray search work?
Here is how you use an X-ray search on Google to gather candidate details from LinkedIn.
For example, if you use the search string [site:linkedin.com/in (“gmail.com” OR “yahoo.com” OR “hotmail.com” OR “icloud.com”) San Francisco “Java”], then technically, you’re looking for:
- Candidate profiles in LinkedIn
- Candidates who have email ids on Gmail, Yahoo, Hotmail, or iCloud
- Candidates in San Francisco
- Experts in Java programming
By including your search across four email providers, you’re increasing your chances of netting emails ids of candidates from their profiles.
We used the above search string on the Chrome browser and here is what we got. All candidates were from San Francisco with experience in Java programming.
Isn’t that cool? Now, you could expand your search to get profiles with specific expertise such as ‘Java SE 8.’ This way, you exclude all generic ‘Java’ profiles from your search results.
How do you search for candidates in LinkedIn groups using an X-ray?
LinkedIn groups host members who share mutual interests on a particular topic such as Machine Learning, Natural Language Processing, etc. The biggest benefit of hunting for candidate profiles in LinkedIn groups is that your probability of finding the ideal candidates are quite high. Why?
Because, there are chances that a candidate might not indicate his/her expertise in Machine Learning, but he/she might be a part of a LinkedIn group that exchanges ideas on it.
So, that brings us to the question of why can’t we search for group members directly on the LinkedIn platform?
Well, you could do that as well. However, there are a few limitations such as:
- You’ll need to request for becoming a group member to view profiles within it (which might take several days or weeks)
- You cannot be a member of more than 30 LinkedIn groups
- Some groups have more than 100k members, which is too much for anyone to search
- LinkedIn group members have different skills and scouting for what you want could be akin to looking for a needle in a haystack
So, why not try your luck on Google? Here’s a sample search string: [site:linkedin.com/in OR site:linkedin.com/pub -pub.dir “Python Developers Community (moderated)” Bay Area]
We looked for members of a rather large, moderated LinkedIn group called ‘Python Developers Community’ in the Bay Area, and here is what we found. All results were from the above community. However, note that the search output will consist only of those Linkedin group members whose profiles include the publicly available information about the group.
How do you search for candidates who’re open to working?
By default, LinkedIn lets candidates inform recruiters that they’re open to work. However, not all candidates are aware of this feature.
So, here is the search string that you could use: site:linkedin.com/in OR site:linkedin.com/ pub -pub.dir Location: Israel JAVA (“looking for new opportunities” OR “open for new opportunities” OR “looking for a job” OR “available for hiring” OR “hireable”).
In the above search string, we’re looking for Java developers in Israel who’re actively looking for new opportunities. Our search results give us exactly what we’re looking for.
How do you search for candidates with recommendations on LinkedIn?
Recommendations are a powerful tool on LinkedIn. They speak volumes about a candidate’s expertise especially if it is from his/her managers.
So, how do you look for several candidates who have recommendations at one go? Here is the search string for it: [site:linkedin.com/in recommendations (“recommended”) “Bay Area” (DevOps)].
We tested the above search string for recommendations received by candidates who’re DevOps experts in the Bay Area. Here is the screengrab of our search results – notice the text in blue highlights for DevOps engineers with recommendations.
Recruiting on LinkedIn using native tricks
Let us now see a few native tricks that you can readily use while looking for candidate profiles on LinkedIn.
Recruiting on LinkedIn groups
Sometimes, you’ll come across LinkedIn groups that host a ton of members across different industries and skills. So, to figure out suitable candidates within a LinkedIn group, you will need to request the group administrator for access to it.
You can find the LinkedIn groups at the bottom of your profile page. To know if you’re part of a LinkedIn group, click on ‘See All’ at the bottom of your profile page under the ‘Interests’ tab.
Then, click on Groups to see your group memberships.
Now, click a group and look for the ‘See all’ button on the right side of your screen to view all members in a group.
Now, beside each member, you will see a ‘message’ option, that you can use to directly reach out to them.
Recruiting on LinkedIn using tools
In this section, we will look at different tools that you can use to recruit efficiently on LinkedIn. The first on our list is SignalHire.
The SignalHire Chrome extension (also available in Firefox stores) enables you to find emails and phone numbers on LinkedIn in bulk.
So, instead of opening each profile on LinkedIn and running your email/phone number finder manually to get contact information, use the SignalHire extension to find it for up to 100 profiles.
Download the extension from the Chrome Web Store.
Log in to the extension using either your LinkedIn account or through your company email id.
SignalHire has an easy navigation panel to help you move around the LinkedIn platform. Use the X-ray search function to query specific terms with OR, AND, and NOT in capital letters. You can even group terms with (), and use quotes (” “) to search for exact terms when narrowing results.
We searched for content marketers in New York and found 515 profiles matching our criteria. SignalHire even allows you to add a contact to a recruitment list or a recruitment project you’re working on. It tells you the skills a person has so you can make the best choice. A blue box on the top of a profile lets you know if you’ve already viewed a profile.
For a browser extension, SignalHire surely packs a lot of punch! It has a free plan for those of you looking to test it. Pricing starts at $79 a month for its Lead Generation, PhoneBox, and Recruiter Pro plans.
The SeekOut Sourcing Assistant enables you to enhance, enrich, organize, and export candidate profiles. SeekOut’s Chrome extension is used by more than 5,000 users.
The SeekOut app aggregates information on millions of candidates across the globe including their top skills, GitHub contributions, research papers, patents, and more.
You will need to upload job descriptions and search for candidates that match the key skills you’re looking for.
If you’re a fan of Boolean searches, you will love SeekOut’s search patterns.
And its Chrome extension is super-useful in getting contact information about a candidate. We tried Microsoft CMO Chris Capossela’s profile and we got loads of information from the SeekOut extension.
How to enrich candidate data on LinkedIn without breaking a sweat?
When you have candidate profiles in your hands, it is highly likely that you don’t have all the information you need. This section will feature tools that help you dig more information about them so that you can make your outreach more meaningful.
The first tool that we’ll explore is AmazingHiring
AmazingHiring’s Chrome extension gets you pretty accurate information about a candidate’s email id, links to their social media profiles, GitHub presence, etc.
We checked AmazingHiring for a LinkedIn profile and we weren’t disappointed with the amount of contact information in our hands (refer screenshot below).
Its AI-based algorithms analyze candidates’ skills and help in improving a recruiter’s search results in the pre-screening stage.
It even acts as a handy shortlisting tool. So, for example, if a C-suite executive does not list all their skills, its seniority filter helps you discover them.
When a C-level person doesn’t provide their full (or significant part) of the work experience, AmazingHiring may consider them as under-experienced and exclude them from the search results.
And, if you’re looking for candidates who have not updated their information for a while on LinkedIn, AmazingHiring has an option for that as well.
From what we noticed about AmazingHiring, it is a useful tool to hire technical talents such as software engineers, QA engineers, data scientists, and UX/UI designers. Its pricing starts from $4800 per user per year.
Improver.io is a no-fuss tool to find someone’s verified email address and mobile number (if they’re available on LinkedIn). Download the Chrome extension and sign up on their website before you begin using it.
When we ran our search on LinkedIn for a leading sales coach, we found his email id and mobile number.
At first, it provided us with 10 free credits, with each credit for a candidate’s contact information. Its pricing plans started at $20 per month for information on 50 candidates, which goes up to $100 a month for 500 candidates.
The third tool on our list is Swordfish.ai. Its native app helps recruiters search for candidates using keywords/phrases and its Chrome extension fetches enriched social profile information.
We tried using the Swordfish Chrome extension on a LinkedIn profile and here is what we found. While we couldn’t find contact information (since we were short of free credits), we found it quite handy.
And, when we searched for candidate profiles matching keywords in the Swordfish app, we found a list of candidates along with their contact details. You can even upload a CSV file with LinkedIn URLs, names, etc. and get all the contact information (such as mobile number and email) in a few clicks.
For small businesses, Swordfish pricing starts at $39 a month for 50 credits and scales up to $99 a month for 150 credits. Its enterprise plans start at $79 a month for unlimited credits.
Yet another comprehensive tool on our list is the Phantombuster. It allows you to do a ton of things on LinkedIn – scrape emails ids, send automatic connection requests, lead generation, data from LinkedIn, extract likes, auto-comment on posts.
Their dedicated page on LinkedIn allows you to automate actions on the LinkedIn platform completely. At last count, they had 29 different ‘Phantoms,‘ or APIs for different growth hacks on LinkedIn.
Besides, Phantombuster works in a separate browser and keeps your work clutter-free (similar to Dux-Soup for LinkedIn that we described above).
We tried its LinkedIn Profile Scraper to see how it’d help recruiters and we weren’t disappointed. We had to connect to LinkedIn in a separate browser for the APIs to work.
Moreover, before you begin working with this tool, you will need the profile URLs of your target candidates. Store this data on a Google spreadsheet, copy its URL, and paste it in the spreadsheet URL field (refer image below).
You’ll need to tinker with the settings panel to make sure you’re launching it manually/repeatedly and to receive notifications. Once you’ve done this, you’re all set to launch your campaign.
When you’ve set up the campaign, click on ‘Launch’ to run it. We tested it using the LinkedIn URLs of five prominent sales and marketing leaders on LinkedIn.
And, here are the results that we got in a CSV format.
Phantombuster is an insanely useful tool for recruiters fishing in LinkedIn. Its pricing starts at $30 a month for 1-hour slots a day. Its plans range from $70 a month to $900 a month to suit different company needs.
How to reach out to candidates efficiently on LinkedIn
Now that we have enriched candidate information in our hands, it is time to reach out to them. Let us look at a few efficient tools that can help you do it smartly.
The InTouch Chrome extension lets you automate invitations to 2nd and 3rd+ connections and follow-up as well.
Log in with your email id to create an account for yourself in the InTouch Tool.
You can begin using InTouch by creating campaigns.
In the next step, you can create a campaign for an ideal role that you’re looking to fill. Enter your campaign name, then personalize your outreach for better outcomes, and search profiles that match your criteria.
You can either send the message to the people that LinkedIn gives you or upload a CSV file with contact details. Moreover, InTouch also allows you to track campaign performance metrics so you can optimize your outreach.
Here is a video of sending invitational and follow-up messages with personalization techniques such as first name, last name, company, etc. and delayed sending.
The InTouch tool has a free plan that allows you to try it for 7 days and connect with 5 people and send 15 messages a day. The different price slabs are $19/$29/$49 for incremental features.
2. Dux-Soup for LinkedIn Automation
One of the most comprehensive tools in our list, Dux-Soup enables you to rapidly scan up to 1,000 profiles, and export the results to a CSV file. Besides, it keeps a tab on profiles you visit and allows you to make tags/notes directly on the profile pages.
It also includes the ability to auto-visit profiles, auto-invite, filter out influencers or LinkedIn premium members, skip previously-visited profiles, and download profile-related data.
Log in with your Gmail credentials to use the Dux-Soup Chrome extension.
Dux-Soup lets you choose what you’d like to do within its Chrome extensions and then finetune your choices in a separate tab. As a result, your search appears in a different tab, other than the one you’re using for LinkedIn. This keeps your work uncluttered.
For example, in the below screengrab, you’ll notice how we chose X-Ray search and it directed us to a different tab to refine our selection criteria.
Besides, Dux-Soup offers a plethora of features for $15 a month (Professional plan), which later goes up to $55 a month (Turbo plan). You can manage your drip campaigns, monitor campaign performance, and integrate with your CRMs with this handy tool.
Octopus is a LinkedIn auto-connect tool that lets you to automatically connect, send messages, endorse skills of contacts, visit candidate profiles, and build campaigns.
When you’ve signed up, you can choose what you’d like to do with the Chrome extension, i.e., connect with candidates, message them, visit their profile, or endorse them. You can choose how you engage with candidates, i.e., either from the LinkedIn search or from the My Network page on LinkedIn.
Whatever you use – LinkedIn Recruiter or Sales Navigator or the plain vanilla LinkedIn, you can filter a list of candidates and send them to your CRM to launch campaigns.
Once these candidates are in your CRM, you can choose to send them connection requests, drip campaigns, follow-ups, etc.
However, remember not to send more than 100 connection requests a day to keep your account alive as LinkedIn has stringent laws to prevent spamming.
It even gives you a clean dashboard that tells you how your campaigns are performing.
Here is a basic tutorial to get started with Octopus CRM.
Octopus pricing starts at $7 per month for the Starter plan and goes up to $25 per month for the Unlimited plan.
4. Recruiter Nerd
Recruiter Nerd is a lead generation tool for recruiters that enables them to connect, message, visit, manage their network.
First up, Recruiter Nerd allows you to tag candidates on their profile page and make notes about them.
It opens up as a separate extension at the bottom left of your LinkedIn page and allows you to send mass messages to first and second-level connections. But, before you get to this step, make sure you are searching for profiles on LinkedIn with a set of selection criteria, such as skills, roles, location, etc.
You can even customize your invitations to your second and third-degree connections.
Recruiter Nerd costs $15 for the starter kit and goes up to $540 for a 5-year plan.
5. u! LinkedIn Targeting Helper
The u! LinkedIn Targeting Helper extension allows you to add multiple LinkedIn users with a personalized message.
This tool has a connection of 250 people in 30 days and a 1-month trial period. It is quite minimalistic and does not have any of the other comprehensive features that we found in the above tools.
7 LinkedIn tricks nobody ever told you existed
Okay, we’ve explored quite a few tools in this blog. Now, it is time for us to turn our focus to a few native tricks on LinkedIn that can save you a lot of time. Here we go!
Trick #1: Sort your feed by most recent/top posts
Every time you log onto LinkedIn, do you see the same posts over and over again? Well, there is a way to fix it.
On your home page, just below the “Start a post” section, on the top-right of your feed, look for the “Sort by:” option. Click on it to switch between the most recent posts or the top-performing posts.
Trick #2: Export your connections in a CSV file
Ever wondered how on earth are you going to know who’s your LinkedIn connection at one glance? LinkedIn has a way for it too.
On the LinkedIn home page, on the top menubar, you’ll notice your profile picture, below which you’ll have the words “Me.” Click on it and go to “Settings and Privacy.”
Then, click on “Data privacy,” and on “How LinkedIn uses your data.” Now, notice that LinkedIn offers you the choice to download data files. Click on “Connections” to get a CSV copy of all your connections. You could even download your articles, imported contacts, messages, and other profile attributes on LinkedIn.
Trick #3: Save your LinkedIn searches
You don’t have to rack your brains every time for that one profile which is missing from your LinkedIn searches. Here’s how you can save your searches.
Search for any skill or job profile on LinkedIn and on the right side of your screen, notice the option to save your search.
Now, click on “Create search alert” to save your search alert preferences.
Trick #4: Share a profile
Want to quickly share a candidate profile with a fellow recruiter? Use LinkedIn’s “Share Profile via Message” feature. When you find that a candidate’s profile has a great match to your needs, click on “More…” right below the headline image, next to “Message.”
Click on “Share Profile via Message” to open a message window and later choose who you’d like to send the profile.
Trick #5: Save a profile to PDF
LinkedIn allows you to download a profile in PDF. The steps are the same as above. When you click on “More…” on a candidate’s profile, you will notice the second option to “Save to PDF.” Use this option to get a copy of the LinkedIn profile in PDF. You can even do this for people who are not your connections.
Trick #6: Save a post for later reference
When you’d like to engage with a candidate’s post, but you don’t have the time for it, use the “Save for later” option to refer back to it. Click on the ellipsis on any post and then select “Save.” To view all your saved posts, click on “View all” at the bottom left of your screen.
Trick #7: Use video and audio via mobile
LinkedIn has a few native tricks up its sleeve on the mobile app which you don’t get to see on a desktop browser.
Imagine you’d like to use a video or an audio message to reach out to your candidates. Click on a new message option and select a connection. Then, notice the option to record and send a video/audio message to him/her. These buttons are present on either side of the “Write a message…” window.
5 little-known ways to passively recruit on LinkedIn
Let’s admit it – a lot of people are passive on LinkedIn, i.e., they aren’t looking for jobs. They’re pretty happy at what they’re doing and don’t want to take any risks.
That is why recruiters must be a little innovative to shake the candidate out of his/her reverie. Take a look at the below Instagram video where a kid is trying to woo Roger Federer’s attention to ask for his headband. It sums up what we’re trying to say.
This is where it becomes crucial for recruiters to put their skills to use. Recruiting passive candidates on LinkedIn needs patience, and here’re a few ways you can succeed with it.
1. Make it about them instead of you
A lot of recruiters forget that recruiting is all about the candidates and less about themselves. Instead, of looking to fill open job positions, they should focus on what candidates can gain from the opportunity.
So, talk about the challenges and learning they’d have in the new role than talking about how great your company is. Here is a sample letter you could use.
I noticed you’re an expert in DevOps and you’re probably enjoying your present role. But, do you feel challenged enough? What if you could work with leading technology experts to find newer ways of implementing DevOps for fast-growing startups in Silicon Valley? What if you could have the freedom to decide the best approach for a client project instead of somebody breathing down your neck?
Let me know if it excites you and I’ll arrange for a chat with our leaders. They’d be happy to know your thoughts.
Notice the number of times we used ‘you’ in the above letter? It is about selling an opportunity than trying a lame trick.
2. Use video
More than 500 million hours of videos are watched every day. It is proven beyond doubt that video marketing is most effective. Yet, how many of us use a video to interact with candidates?
Using a video to interact with passive candidates makes it easier for them to relate to you. They have a face to put a name and it is no longer from a big brand to an individual. It becomes one-to-one. It need not be too long, the ideal video length is 30 seconds to one minute.
What does it result in? Higher open and response rates, which eludes recruiters all the time.
Pro tip: Don’t use standard company logos for your outreach to individual candidates. Make a new one, it hardly takes a few minutes. Plus, it gives you ample opportunities to personalize it. And, don’t forget to get a short script ready before you shoot a video.
3. Make it personal
Never forget this – always personalize your emails. Research about candidates, learn more about them from their networks, communities, and social presence. This gives you a maximum chance of eliciting a response. Here’s a sample email you could use.
Congratulations on winning the Young Software Engineer of the Year award for early dementia diagnosis! I think this award is just the first of many that you’re likely to win (seriously, no flattering!)
I want to ask you – what would you give to work on such life-saving projects as a full-time employee? At ABC Medical Software Inc., we work with leading healthcare companies and researchers to create software that can detect such diseases early. I feel you’ll be in great company with our experts who’re continuously testing the boundaries of medical technologies.
If you’re excited, let’s chat about it. I’m available next week if you wish.
All the best,
P.S. I’m a Celtics fan too and I’m rooting for them to lift the NBA title this year after a 12-year hiatus. We’ve waited far too long for this!
Use LinkedIn to reach out to candidates after you’ve gathered data from all sources and not as the first point of outreach (unless you can discover a lot about them on LinkedIn).
Pro tip: If you’re connected with candidates via LinkedIn, and if they’re posting regularly on LinkedIn make sure you’re engaging with them. Small gestures like these go a long way in building genuine relationships with candidates.
4. Stand out with a great subject line
Your target candidates are probably receiving tons of emails from a lot of people. Plus, InMail subject lines allow you to use only 200 characters. So, how do you grab their attention? Use an awesome subject line that makes them read your email.
From our experience of writing to several candidates over the last twelve years, here’re a few subject lines that have given us the best results.
i. Curious about what lies ahead, Anna?
It evokes curiosity and intrigue. All of us want to know what’s in store for us. It goes without saying that your email must be as convincing as your subject line, else readers will feel shortchanged.
ii. Derek, you’ll not be disappointed. Promise!
When you promise them things that they did not expect, you’re giving them something without them asking for it.
iii. Hi John, I shot this video for you, let me know what you think
If you have a personalized video to share with your candidates, use them in the subject line. This way, they know that you have something for them waiting in the message. More importantly, you’ve already given them something even before you begin a conversation with them.
iv. Adam, here’s an offer you’ll hate to pass on
This subject line tells them that they have an exciting offer inside the email, one which they wouldn’t want to miss. It’s like a goodie box they didn’t ask for.
v. Thank you!
The ‘Thank you’ works wonders as an icebreaker. Remember we’re writing to candidates who aren’t actively searching for a job? And since they don’t know you, they’ll be surprised to see a ‘thank you’ note in their inbox. So, use this to begin a conversation with potential candidates before you engage them more.
If you noticed, almost all subject lines were short, had the candidate first names in them, and were intriguing. That is the whole point of a recruiter’s email subject line – make it worthy of their time.
Here’s our detailed blog on writing persuasive emails to elicit response rates from candidates.
5. Look for gaps
A passive candidate isn’t likely to respond to job ads. That is because they’re comfortable at their existing jobs. So, how do you convince them to about potential opportunities they’re missing out on?
The key to doing it is researching a candidate’s LinkedIn profile thoroughly. Look for areas that they might not have explored. For example, a startup worker may not have the experience of working at large companies and vice-versa.
Sell them the opportunity here. A startup offers flexibility, freedom, and probably stock options. But, a large company provides you the opportunity to work with big clients, better perks/salary, etc. Identify what a candidate may not have in his/her résumé and would be willing to trade his/her existing job for a new role.
6. Use a flexible questionnaire
If you’re looking to unpeel the real personality of the potential candidates, use a questionnaire. But don’t use the same questions for everyone. A lot of candidates know what to expect from you, and so they’ll give all the right answers to get past the first screening.
Instead, a flexible questionnaire that uses the respondents answers to probe further can help you decontruct a canidate’s personality. Here is an example:
Recruiter (asking a standard question): So, why did you leave your earlier job?
Candidate: I was not happy just being a UI/UX Designer for two years.
Recruiter: Okay, what did you dislike about being a UI/UX designer? Do you have any particular role in mind?
Candidate: Yes, I want to explore product management. I want to analyze customer feedback and play a big role in the development of a product. I’ve seen so many product managers do a great job at it and I feel I have the skills to get there. I have been reading about it a lot lately.
Recruiter: Okay, so, what kind of product manager roles are you looking for?
Candidate: I’m particularly interested in developing products in the AI space for the healthcare industry. The reason I’m choosing it is that…
Notice how the interviewer is trying to understand a candidate’s disappointments and aspirations based on the latter’s responses? This helps your interviews be more contextual than one-sided yes/no responses.
6 reasons why your LinkedIn recruiting strategy isn’t going anywhere
Despite your best efforts, chances are that your LinkedIn strategy isn’t working. You’re probably trying harder than ever but you don’t have much to show for your efforts. Here’re 6 possible reasons for it.
Let us look into each one of them.
1. Not using a CRM to track candidates
Without using a CRM to track candidates, you’ll be all at sea. You need a CRM (such as Octopus CRM that we discussed above) to know what is the next step for a candidate. For example, do you send another reminder to him/her or do you send the job description? All of these can be smartly tackled with a CRM.
2. Not following up with candidates enough
That leads us to the next mistake. If a candidate responds to your email, don’t forget to get back to them immediately. Even if it is a ‘no’ from your end, make sure you convey it to them so they can also move on. A delayed response results in poor employee experience.
3. Not testing messages and subject lines
Any recruiting strategy needs you to continuously test what is working and what isn’t. If you aren’t making notes of your best-performing subject lines and email messages, you are missing out on getting faster results. So, as you start writing emails and subject lines, make sure you are tweaking them and saying what your audience likes to hear.
4. Being vague about next steps
We cannot harp on this enough – sell the next step, not the vacancy. Unless you explicitly inform candidates what the next step is, what you expect them to do, or what you’ll get back to them with, don’t expect them to miraculously figure it out themselves.
5. Asking for a meeting straightaway
Yes, you’re too eager to close a position that is vacant for nearly two months. But, that’s little reason to ask candidates to jump on an interview call especially if they’re passive candidates. Take your time to explain the role, your company, and its culture before asking for their time. Like they say, “Always give before you take.”
6. Sending job descriptions instead of engaging
We’ve said this before and we’ll say it again, don’t send 1200-word job descriptions in your emails. Nobody reads them anymore. Send a succinct job description or point them to a URL only when you know candidates are ready for it or if they ask for it.
Wrapping up: LinkedIn Recruiting
Let us now recap what we’ve learned in this blog.
- Use X-ray searches to source LinkedIn candidate profiles directly from Google.
- SignalHire and SeekOut are two effective tools to search candidate profiles on LinkedIn.
- The best tools to enrich candidate information are AmazingHiring, Improver.io, Swordfish.ai, and Phantombuster.
- Use tools like InTouch, Dux-Soup, Octopus, Recruiter Nerd, and u! LinkedIn Targeting Helper to reach out to candidates.
- While recruiting candidates passively, remember to make it about them, not you. Use and stand out with great subject lines while sending emails.
- Organize your LinkedIn searches with CRMs and follow up with candidates regularly. Be clear in what you expect candidates to do next.
Recruiting on LinkedIn needs oodles of patience. It takes time and effort to build a good relationship with candidates. But, with the right tools and strategy in place, you’ll find yourself responding to a lot of emails from candidates and a thriving candidate pipeline.