If you’re in talent acquisition, LinkedIn is probably your bread and butter – or at least it should be. With over one billion members across 200 countries, LinkedIn has become the go-to platform for professional networking and recruitment.
Then, there’s LinkedIn Recruiter, one of LinkedIn’s premium offerings tailored to recruiters worldwide. It offers all the bells and whistles to source, engage, and manage job candidates.
While Recruiter’s advanced search filters, AI-driven automation, and detailed analytics are impressive, they’re not very helpful if you’re not using them effectively.
If you’re looking to land top talent and get the most out of your monthly investment, this guide is just what you need. It’ll walk you through all the bells and whistles, helping you cut through the noise and find your recruitment rhythm.
Understanding LinkedIn Recruiter and Recruiter Lite
It’s helpful to start right at the beginning – understanding what LinkedIn Recruiter offers and how it differs from Recruiter Lite.
LinkedIn Recruiter is the full-featured version designed for agencies and enterprise companies with more demanding recruitment needs. Recruiter Lite is the more stripped-down version with fewer advanced features. It’s suitable for individual recruiters or smaller teams who need basic functionalities at a lower cost.
Here’s how they compare:
Feature | LinkedIn Recruiter | Recruiter Lite |
Candidate access | Unlimited access to all LinkedIn members | Limited to 1st, 2nd, or 3rd-degree networks |
Advanced filters | 40+ | 20+ |
Monthly profile views | Unlimited | Limited |
Applicant sorting and filtering | Advanced | Basic |
Monthly InMail credits | 150 | 30 |
Bulk InMail sending | Yes | No |
AI-assisted messaging | Yes | No |
Team collaboration tools | Advanced | Basic |
ATS integration | Yes | No |
Analytics and reporting tools | Advanced | Basic |
Pricing | Contact their Sales Team for a quote. (Pricing varies according to the number of seats and company size) | Starts from $170 p/m |
With the technicalities out of the way, let’s look at the steps involved in optimizing LinkedIn Recruiter.
Step 1: Post your job listing on Recruiter
Before reeling in the big fish, you need to cast your net. Posting a job on LinkedIn is your first step.
How to post a job on LinkedIn Recruiter
- Navigate to the “Jobs” section at the top of the Recruiter homepage.
- Click on “Post a Job.”
- Fill out the job details, including the company, job title, and location.
- Next, enter a job description outlining the responsibilities, qualifications, and other key details.
- Select “Add skill” to include all the key skills required for the job.
- Choose the application method. “LinkedIn Easy Apply” allows you to receive applications via LinkedIn. Alternatively, you can redirect candidates to an external site to apply.
- Next is the “Add screening questions” page. Select the questions you want to include from a list of pre-populated options.
- Then click “Continue.”
- Indicate how you want to promote your listing (if at all) by selecting from the options provided.
- Click “Preview” to see how the job post will appear to candidates.
- When you are happy with the listing, click “Finish” to post it.
For a full tutorial, check out this instructional video on YouTube.
Where to post your job on LinkedIn
There are several avenues to maximize your job posting’s visibility:
- Your Company Page: Posting directly to your Company Page ensures your job listing is easily accessible to your followers.
- LinkedIn Groups: Post in relevant industry groups where potential candidates might be lurking.
- Your personal network: Share the job on your personal LinkedIn feed to tap into your connections.
- Promoted job post: You can also pay to promote your listing. Your vacancy will appear higher in job search results and will be sent to relevant job seekers as a targeted recommendation.
Fast fact: Promoted jobs receive up to 3 times more qualified applicants than free listings.
Step 2: Streamline candidate sourcing with Recruiter
Once your job is posted, it’s time to hunt for candidates. Here’s how Recruiter can help:
Narrow down searches with advanced filters
LinkedIn Recruiter’s advanced filters are your best friends when sourcing LinkedIn candidate profiles. With a wide range of filters at your disposal, you can narrow down candidates using criteria like job title, industry, and skills.
For instance, if you’re seeking a Senior Java Developer in New Jersey with 5–7 years of experience in the finance industry, you can set these parameters to filter out everyone who doesn’t meet your requirements.
However, LinkedIn Recruiter isn’t the only helpful tool on the block. Wiza also offers advanced filters, which are much easier to navigate than Recruiter’s. With Wiza, you can search and filter results using more than 30 relevant criteria. It also allows you to scrape data from up to 2500 LinkedIn profiles simultaneously and then bulk export this information in one click.
Use specialized techniques for more specific results
Understanding Boolean search operators can significantly improve your search results by combining keywords effectively. Using keywords with operators like “AND,” “OR,” and “NOT” will help produce more relevant results.
Boolean operators at a glance:
- AND: Includes results containing both terms.
- OR: Includes results containing either term.
- NOT: Excludes results containing the term.
For example, if you wanted to find a Developer proficient in either Java or Python but who isn’t in a junior position, your Boolean search would look something like this:
“Developer” AND (Java OR Python) NOT “Junior.”
Save time with LinkedIn’s AI-powered features
LinkedIn’s AI tools are like having a smart assistant who never sleeps. They continually learn from recruiters’ and LinkedIn members’ actions to understand your hiring needs.
If you’re a recruiter out there, the best time for you to be leveraging AI tools in recruiting was yesterday. The second best time is today.
Here are two of Recruiter’s most valuable AI capabilities:
Recommended Matches
The platform suggests candidates you might have missed through the “Recommended Matches” feature. It works by analyzing your hiring activities and job postings to make candidate suggestions based on their job-seeking behavior.
The best part is there is no learning curve for this feature. When you act on a potential candidate, it automatically updates and displays a tailored list of recommendations.
Fast fact: Candidates listed as a “Recommended Match” are 35% more likely to accept your outreach InMail than candidates you found through Recruiter alone.
“Spotlight” filters
Spotlights uses LinkedIn’s data to highlight candidates who:
- Have engaged with your company (e.g., followed your Company Page).
- Are open to new opportunities.
- Share connections with you or your team.
By focusing on these candidates, you can increase your response rates and reduce time-to-hire. In fact, leveraging Spotlights can double candidate response rates.
How to use Spotlights:
- Go to your candidate search results.
- Look for the “Spotlights” filter on the sidebar.
- Select the criteria that matter most for your hiring needs.
- Review the highlighted candidates who meet these criteria.
- Save your preferred Spotlights for future searches.
Step 3: Reach out to candidates using Recruiter
Once you’ve identified potential candidates, the next step is to make contact. Outreach can make or break your hiring process. Here’s how to make those messages count with Recruiter:
Send a connection request
A connection request is an invitation to connect with someone on LinkedIn. It allows you to introduce yourself and establish rapport before sending a message.
How to send a connection request:
- Head to the candidate’s profile.
- Click “Connect,” located near the top of their profile.
- Personalize your connection request by clicking “Add a note.”
- Write a brief, tailored message explaining why you’d like to connect.
- Click “Send” to complete the process.
Top tips for compelling connection requests:
- Be personal: Mention something specific about their experience or skills.
- Be concise: Messages can’t be longer than 300 characters, so cut straight to the chase.
- Provide value: Explain how connecting could be beneficial for them.
- Avoid generic messages: No one wants to hear, “Hi, let’s connect!”
Example of a good connection request message:
“Hi Noah, I came across your profile while looking for experienced Python developers. Your work on AI-powered recommendation systems at [Company Name] caught my eye. I’d love to connect and learn more about your experience in this space.”
Use LinkedIn Recruiter’s InMail
InMail is one of the platform’s primary communication channels and lets you message candidates on LinkedIn, much like sending an email. However, research shows that InMails have a 300% higher response rate than emails with the same content. The key is knowing how to use them to your full advantage.
These are the main guidelines to follow:
1. Identify responsive candidates
Leverage LinkedIn Recruiter’s advanced filters to zero in on candidates who are more likely to reply.
- Start with the “Open to Work” filter, highlighting professionals actively seeking opportunities. InMails to these candidates typically have a 35% better response rate.
- Next, focus on “Open Profile” individuals who allow messages from non-connections.
- Check for signs of recent activity. I can almost guarantee that candidates with high LinkedIn engagement rates are more open to new conversations.
2. Craft a stellar subject line
Think of it as your InMail’s pickup line – it should be distinctive, relevant, and intriguing (while still professional). Avoid generic phrases at all costs. A subject line like “Exciting Opportunity” will often go ignored. But “Your killer financial modeling skills are needed” will pique interest.
Subject lines aren’t about sounding clever. They’re about making people want to click. Focus on creating curiosity or showing value. And ask yourself: Would you open the email you just wrote?
3. Personalize your message
Nobody wants to receive another “Hope this finds you well, I have an exciting opportunity” message. The key to standing out in their crowded inboxes is personality and personalization. Use Recruiter’s “Candidate Insights” feature to dig into their recent activity, interests, and potential career moves.
Personalize your message by highlighting the following:
- Specific details from their profiles, like skills or qualifications.
- Mutual connections or LinkedIn Groups.
- Their recent achievements.
Something as simple as “I see you’re also a Liverpool supporter” can go a long way in building rapport.
4. Time your outreach well
Send messages during times when candidates are more likely to be active, so during typical working hours. Mid-week is preferable to Monday (when everyone’s inbox is exploding) or Friday (when weekend mode is kicking in).
Pro tip: Also time your follow-up messages strategically. Give candidates enough time to respond without feeling harassed, but not so long that you slide off their radar. Studies by Gem and further research by Crew found that waiting 6 days is the sweet spot.
5. Send InMails in bulk
For high-volume recruiting, leverage LinkedIn’s bulk messaging feature to send up to 25 InMails at once. You can create targeted lists of candidates and schedule your outreach campaigns to save you time.
However, you still need to personalize your InMails to avoid losing that personal touch. Use templates with dynamic placeholders like {FirstName} and {CurrentRole} to tailor messages for each recipient.
Step 4: Get organized with candidate pipelines
Think of a candidate pipeline like a recruitment assembly line that will ensure your processes are efficient, organized, and ready to churn out top candidates.
Let’s explore how to build candidate pipelines on LinkedIn Recruiter:
Setting up a project pipeline
The first step is to create a project for each job opening. This will help you monitor who’s active, archived, or still waiting for your charming outreach.
To set up a new project, follow these steps:
- Click on “Projects” in your LinkedIn Recruiter dashboard.
- Select “Create new.”
- In the pop-up window, assign a snazzy Project name that reflects the role.
- Hit “Create new project.”
Adding candidates to your pipeline
Once you’ve scoured LinkedIn and found winning candidate profiles, it’s time to add these gems to your project pipeline. Here’s how:
- For individual candidates: Click the “Save to pipeline” button next to their profile.
- To add multiple candidates: Select the checkboxes on the left of their names and click “Save to Pipeline” at the top of the search results. Bulk actions like these are invaluable for recruiters dealing with large candidate pools.
Managing and tracking your talent journey
With your candidates neatly added to your talent pipeline, it’s time to monitor and track their progress. Managing your talent pool can be broken down into the following subtasks:
Create search alerts
For those elusive candidates who aren’t “open to work” yet, you can set up search alerts to be notified when their status changes.
This is how:
- First, apply your desired filters.
- Then, ensure “Open to work” is checked in Spotlights.
- Save the search.
- Assign it to the relevant project.
Bonus tip: Double-check that you’ve enabled email alerts to avoid that FOMO feeling.
Add notes
Jot down “aha” details about candidates for future reference. These can be anything from relevant hobbies to niche tech skills. It’s a simple hack but can help you personalize InMail messages and prepare for interviews.
All you have to do is:
- Click the three dots next to a candidate’s profile.
- Then select “Add note.”
- Enter your concise memo and save.
You can also add notes in bulk by selecting multiple candidates before clicking “Add note.”
Tag candidates
Recruiter’s tags are another handy feature. Use them to label and categorize candidates for quick access.
To tag a candidate, simply:
- Click the three dots next to a profile.
- Select “Add tag.”
- Choose from a range of existing tags, like skills or experience.
- Then click “Update.”
You can also tag en masse by selecting several candidates before hitting “Add tag” in the toolbar.
Change candidate stages
As candidates progress through the recruitment process, update their status to reflect their journey from saved to (hopefully) hired. This visual flow keeps you on track and prevents candidates from falling through the cracks.
You simply need to:
- Locate the candidate in the “Pipeline” tab.
- Click “Change stage.”
- Select the appropriate status.
As you probably guessed, for batch updates, select multiple candidates first and then adjust their stage collectively.
What about your ATS and CRM software?
You may be wondering how LinkedIn Recruiter fits in with your existing recruitment systems. The service covers most hiring system integrations (including ATS and CRM) at no cost to you.
You can use Recruiter System Connect and CRM Connect to sync your LinkedIn account with your ATS and CRM systems, respectively.
Pro tip: If you’re using sourcing tools in addition to LinkedIn Recruiter, always check they integrate with your hiring software. For example, Wiza seamlessly integrates with all leading ATS and CRM platforms so that you can transfer your LinkedIn candidate data across without a hitch.
Step 5: Optimize your outreach campaigns with Recruiter
While the saying goes, “What gets measured gets managed,” in recruitment, it’s more like “What gets analyzed gets optimized.”
Here are step-by-step guidelines for navigating LinkedIn Recruiter’s analytics:
Access and familiarize yourself with the analytics dashboard
To access the dashboard, simply click on the “Analytics” tab on the top navigation bar.
Here, you’ll find sections like:
- Overview: A bird’s eye view of your recruitment activities, like job postings, searches, and outreach messages.
- Candidates: Details of candidate activity, including the number of searches and saves.
- Jobs: Key performance metrics of your job postings, like the number of views and applications.
- InMails: All your InMail data, including candidate acceptance and response rates.
Set up your preferences
Now, you need to customize your dashboard to suit your specific needs. This involves:
- Adjusting the date range to analyze specific time periods.
- Applying filters based on job titles, locations, or other criteria to focus on particular segments.
- Determining the specific metrics you want to track and the insights you’re looking for.
- Configuring the dashboard to display the most relevant data and visualizations for your needs.
- Enabling notifications for specific events or performance thresholds, such as low application rates or high time-to-fill.
Analyze key metrics
Focus on tracking essential metrics that can inform your recruitment strategies. These are the fundamental ones to monitor:
- Candidate source tracking: Identify which channels or methods are yielding the most qualified candidates.
- Candidate engagement: Track profile views, connection requests, and message response rates.
- Job posting performance: Evaluate views and application rates for job postings to see which postings are performing well or need adjustments.
- Response rates: Keep track of InMail response rates to measure the effectiveness of your messaging strategies.
Pro tip: Compare your recruitment metrics with industry standards and benchmarks. You’ll soon identify areas for improvement to keep you competitive in the talent market.
Take action
After gathering all these valuable insights, it’s time to take action. Here are a few strategies for boosting your metrics on LinkedIn Recruiter:
- Optimize job postings: Refine your job descriptions, targeting, and promotion strategies.
- Improve candidate search: Rethink your search queries and filters to increase the likelihood of finding qualified candidates.
- Enhance InMail outreach: Analyze InMail performance to optimize your messaging, targeting, and timing for better engagement.
- Streamline your workflow: Use candidate pipeline analysis to spot bottlenecks and streamline your hiring processes.
Remember: The process doesn’t end here. You must then re-evaluate your performance data and compare it to your original analytics. This comparison will indicate which changes were effective and which ones need further adjustment. (And so the process continues.)
Generate reports
Viewing and interpreting all this data may seem like a mammoth task. Fortunately, Recruiter generates reports with key figures and insights. The reports make identifying trends and spotting opportunities a lot simpler with tables and visuals.
Here’s how to create a report on Recruiter:
- Click on the “Reports” tab.
- Select the type of report you want to generate, such as “InMail Report” or “Pipeline Report.”
- Define the time frame and specific metrics you want to include.
- Click “Generate” to create the report.
Types of reports available on LinkedIn Recruiter
But, as they say, that’s not all! You can also generate and export custom reports tailored to your company’s unique needs and goals. For example, you can divide your reports by applicants, projects, or users.
Reap all the rewards Recruiter has to offer
Mastering LinkedIn Recruiter isn’t about using every feature. It’s about using the right ones effectively. Using advanced search techniques, setting up organized pipelines, and refining your outreach campaigns can turn a daunting process into a streamlined strategy.
But remember that optimizing these tools doesn’t mean transitioning into a recruiting robot. Rather, it will free up your time to be more human in your interactions. Yes, great recruiting involves finding the best candidates. However, it’s also about changing lives, one meaningful connection at a time.
Commonly asked questions
How much does LinkedIn Recruiter cost, and is it worth it?
Recruiter Lite starts at $170 per month, while the full Recruiter version reportedly costs upwards of $800 per month (depending on your hiring volume and number of recruiter seats).
Recruiter’s advanced features and unlimited searches can significantly reduce time-to-hire and improve candidate quality. This makes the investment worthwhile for organizations doing regular hiring. However, freelancers and small teams often don’t need all the added features. In these cases, Recruiter Lite will likely be better value for money.
How can I find candidates faster with LinkedIn Recruiter?
Here are some ways to accelerate your candidate sourcing:
- Use advanced search filters to narrow down prospects. Keep in mind that other sourcing tools can also help you, like Wiza’s 30+ advanced search filters.
- Apply Boolean search techniques for precise results.
- Set up search alerts to receive notifications about new candidates matching your criteria.
- Leverage LinkedIn’s AI Assistant to suggest relevant filters based on your job postings.
How can I use LinkedIn Recruiter to reach out to candidates?
Firstly, you can send personalized connection requests, inviting candidates outside your network to connect. Recruiter also allows you to send 150 InMails monthly to message potential candidates directly. Another approach is to access candidates’ contact info from their LinkedIn profiles. Tools like Wiza automate this process for instant and reliable results.
Does LinkedIn Recruiter have any automation tools?
Yes, LinkedIn Recruiter offers several tools to automate various tasks throughout the hiring process. Its AI-assisted search filters, Spotlights, and Recommended Matches all help with candidate sourcing. For outreach, Recruiter offers AI-powered messaging to personalize content and send emails in bulk.
