LinkedIn Recruiting: A Complete Guide for Beginners
If you’re doing any recruiting, you’re probably using LinkedIn. But are you using it well? Most recruiters aren’t. They send generic messages, search poorly, and wonder why they can’t find good candidates.
The reality: LinkedIn is the most powerful recruiting tool available. But like any tool, you need to know how to use it. This guide shows you how.
“LinkedIn has changed recruiting forever. The recruiters who master it find better candidates faster. The ones who don’t get left behind.” - Dr. John Sullivan, HR thought leader
Why LinkedIn Matters for Recruiting
The numbers:
- Over 900 million professionals on LinkedIn
- 90% of recruiters use LinkedIn regularly
- 87% of recruiters say LinkedIn is the most effective tool for finding passive candidates
- Most professionals check LinkedIn at least weekly
The opportunity: If you’re not using LinkedIn well, you’re missing out on the largest pool of professional talent in the world.
Real example: You need a senior data scientist. You post a job on your website and get 5 applications. Meanwhile, there are 50,000 data scientists on LinkedIn. If you know how to find and message them, you have access to all of them.
LinkedIn Recruiter vs. Regular LinkedIn
Regular LinkedIn (Free or Premium):
- You can search and view profiles
- You can send connection requests
- You can send InMail messages (limited)
- Good for: Small companies, occasional hiring
LinkedIn Recruiter (Paid):
- Advanced search with Boolean operators
- Unlimited InMail messages
- See who viewed your profile
- Save searches and candidates
- Good for: Companies that hire regularly, agencies
Which do you need? If you’re hiring more than a few people per year, LinkedIn Recruiter is worth it. The advanced search and unlimited InMail alone make it valuable.
How to Search for Candidates on LinkedIn
Most recruiters search wrong. They type “software engineer” and get millions of results. Here’s how to do it right.
Use Advanced Search
Don’t do this: Type “marketing manager” in the search bar.
Do this: Click “All Filters” and use:
- Keywords: “marketing manager”
- Location: Your target city
- Current Company: Companies similar to yours
- Experience Level: Senior, Director, etc.
- Industry: Your industry
Real example: You need a marketing manager in San Francisco who’s worked at startups. Search filters:
- Keywords: “marketing manager”
- Location: San Francisco Bay Area
- Company: (select similar startups)
- Experience: Mid-Senior level
Result: 50 relevant candidates instead of 50,000 irrelevant ones.
Use Boolean Search
LinkedIn supports Boolean search. Combine it with filters for even better results.
Example: "marketing manager" AND (startup OR "early stage") AND "Facebook ads"
This finds marketing managers who’ve worked at startups and know Facebook ads.
Save Your Searches
What happens: You build a great search, find good candidates, then lose the search.
Fix: Save your searches. LinkedIn Recruiter lets you save searches and get alerts when new candidates match.
How to Write Messages That Get Responses
Most LinkedIn messages get ignored. Here’s how to write ones that get responses.
What Makes a Good Message
Good messages are:
- Specific: Show you did research
- Personal: Mention something about them
- Clear: Explain why you’re reaching out
- Brief: Get to the point quickly
- Value-focused: Show what’s in it for them
Bad message: “Hi, I saw your profile and thought you’d be great for a role at our company. Interested?”
Why it’s bad: Generic, no research, all about you, no value proposition.
Good message: “Hi [Name], I saw you built [specific thing] at [company]. We’re working on something similar at [your company] - we’re [specific thing]. I’d love to chat about what you’re working on and see if there’s a fit. Are you open to a quick conversation?”
Why it’s good: Specific, shows research, focuses on them, clear value proposition.
Message Templates That Work
Template 1: For Passive Candidates
Hi [Name],
I saw you [specific achievement/project] at [company]. That's really impressive - especially [specific detail].
We're [your company] and we're [what you do]. We're looking for someone with [specific skill/experience] to [specific role/responsibility].
I know you're probably not looking, but I thought this might be interesting given your background. Would you be open to a quick 15-minute chat?
Best,
[Your name]Template 2: For Active Candidates
Hi [Name],
I saw your profile and noticed you have experience with [specific skill] at [company]. That's exactly what we're looking for.
We're [your company] and we're hiring a [role]. The role involves [key responsibilities] and offers [key benefits].
Would you be interested in learning more? I'd love to schedule a quick call this week.
Best,
[Your name]When to Send Messages
Best times:
- Tuesday-Thursday: People are more responsive mid-week
- 8-10 AM or 5-7 PM: Before/after work hours
- Avoid: Monday mornings, Friday afternoons, weekends
Real example: You send a message on Monday at 9 AM. They’re swamped with Monday morning emails. Your message gets buried. Send it Tuesday at 8 AM instead - better chance they see it.
Building Your LinkedIn Network
Your network is your recruiting superpower. Here’s how to build it.
Connect Strategically
Don’t: Send connection requests to everyone.
Do: Connect with:
- People in your industry
- Potential candidates (even if you’re not hiring now)
- Other recruiters
- Hiring managers
- Industry thought leaders
Real example: You’re recruiting for tech roles. Connect with:
- Software engineers at companies you might recruit from
- Other tech recruiters (they might refer candidates)
- Engineering managers (they might need to hire)
- Tech industry leaders (they have large networks)
Engage Before You Need Them
What happens: You only reach out when you need to hire. By then, they don’t know who you are.
Fix: Engage regularly:
- Comment on their posts
- Share relevant content
- Congratulate them on achievements
- Build relationships over time
Real example: You connect with a great engineer. You don’t need to hire now, but you:
- Comment on their posts about tech
- Share articles they might find interesting
- Congratulate them when they get promoted
Six months later, you need to hire. You reach out, and they remember you because you’ve been engaging. They’re more likely to respond.
LinkedIn Profile Optimization for Recruiters
Your LinkedIn profile matters. Candidates check it before responding to your messages.
What to Include
Headline: Make it clear you’re a recruiter and what you recruit for.
Example: “Technical Recruiter | Helping startups build amazing engineering teams”
Summary: Explain who you help and how.
Example: “I help fast-growing startups find and hire top engineering talent. I specialize in full-stack developers, DevOps engineers, and technical leads. If you’re building something cool, let’s chat.”
Experience: Show your recruiting experience and results.
Skills: Include recruiting-related skills and tools you use.
Make It Personal
What happens: Your profile looks like every other recruiter’s profile. Boring.
Fix: Add personality:
- Share what you’re passionate about
- Include personal interests
- Show your personality in your summary
Real example: Instead of “Experienced recruiter,” say “I love connecting amazing people with amazing opportunities. When I’m not recruiting, I’m hiking, reading sci-fi, or trying new coffee shops.”
Common LinkedIn Recruiting Mistakes
Mistake 1: Generic Messages
What happens: You send the same message to everyone. They ignore it.
Fix: Personalize every message. Mention something specific about them.
Mistake 2: Not Following Up
What happens: You send one message. They don’t respond. You give up.
Fix: Follow up 2-3 times over 2-3 weeks. Many people need multiple touchpoints.
Mistake 3: Being Too Salesy
What happens: Your message sounds like a sales pitch. They ignore it.
Fix: Focus on them, not the job. Show genuine interest in their work.
Mistake 4: Ignoring Your Profile
What happens: Candidates check your profile before responding. It’s empty or boring.
Fix: Optimize your profile. Make it clear who you are and what you do.
Mistake 5: Not Using Advanced Search
What happens: You search for “engineer” and get millions of results.
Fix: Use filters and Boolean search to get specific, relevant results.
Measuring Your LinkedIn Recruiting Success
Track these metrics:
Response rate: What % of messages get responses?
- Good: 10-15%
- Great: 15-20%
Connection acceptance rate: What % of connection requests get accepted?
- Good: 30-40%
- Great: 40-50%
Message-to-interview rate: How many messages lead to interviews?
- Good: 5-10%
- Great: 10-15%
Time to response: How long does it take candidates to respond?
- Good: 2-3 days
- Great: 1-2 days
The Bottom Line
LinkedIn is the most powerful recruiting tool available, but only if you use it well.
Master the basics:
- Learn advanced search
- Write personalized messages
- Build your network strategically
- Optimize your profile
Be patient:
- Building relationships takes time
- Not everyone will respond
- Follow up consistently
Measure and improve:
- Track what works
- Test different approaches
- Learn from your results
“LinkedIn recruiting isn’t about sending more messages - it’s about sending better messages to the right people at the right time.” - Anonymous Top Recruiter
Next Steps
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Optimize your profile: Make sure it’s complete and compelling.
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Learn advanced search: Master filters and Boolean search.
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Write better messages: Personalize every message you send.
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Build your network: Connect strategically and engage regularly.
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Track your metrics: Measure what works and improve.
Resources
- LinkedIn Recruiter: Premium tool for professional recruiters
- LinkedIn Learning: Courses on using LinkedIn for recruiting
- Boolean Search Guide: Master advanced search techniques
- Message Templates: Proven templates that get responses
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Jeff Hammitt
Recruiting Expert
Jeff Hammitt is a recruiting expert with years of experience in talent acquisition and building high-performing teams.