LinkedIn: How To Headhunt The Right Way

When the coronavirus hit, businesses and their employees were among those who were most severely hit. 25% of Americans share that they or someone in their household have been laid off as a result of the pandemic. Almost two years since the onset of this international health crisis, everyone is slowly starting to get back on their two feet, meaning that employers are seeking talent to fill new or vacant roles.

One of the ways that recruiters can find talent to join their teams is through one of the world’s most popular networking platforms: LinkedIn, which has been in operation for nearly two decades, has helped millions of people find jobs and create connections. The platform has amassed a total of 722 million users and is considered one of the most trusted social media platforms globally.

Three people are hired via LinkedIn every minute — how can you use this superpower platform to find the best people for your team? While millions of people do use LinkedIn to find potential hires, not every recruiter succeeds. For you to be able to successfully hire, you’re going to need to learn the tips and tricks to utilize it best.

Be as detailed as possible

man in blue and red plaid dress shirt using silver ipad

When using LinkedIn to find hires, of course one of the first things that you’d be inclined to use is the search feature. This is one of the easiest ways to find people that you want to connect with. However, it’s not always effective to just type something in and find the absolute perfect person for you. What you’re going to want to do is put in the detail and refine your search results: you can filter by location, education, previous companies, and other important factors as well. Refining search results helps narrow down your talent pool.

Aside from refining your search results, you should also make it easy for potential candidates to find you. Creating a job posting that includes all of the pertinent basic information will help job seekers to determine whether or not they should contact you. Here are some of the important details you won’t want to leave out:

  • Accurate job title
  • Promising introduction
  • Accurate listing of roles and expectations
  • Separate required skills and “good-to-have” skills
  • Include a salary range and benefits

Depending on what else you might need or other things you want people to know up front, it’s best to put a lot of consideration into your job description. 

Utilize your connections and company followers

two women looking at person across the table

Another option for recruiters is actually looking a little closer to home. If you’re connected with anyone who you think would be a good match, or know someone who knows someone, then this could also be a good way to find someone that fits the bill. You can also connect with people who are within your suggested contacts.

One more way that you can use LinkedIn to your benefit would be through the use of your company page. LinkedIn has the option to allow you to view your company page’s followers and even those who have just engaged with your posts — you can look for potential recruits within the pool of people who are already interested in your content. You could also post directly on your personal and business pages to announce that you’re hiring in order to catch the attention of jobseekers. LinkedIn often suggests posts on people’s feed, which will help them find content that’s relevant to them. A compelling post with a few reactions and shares can go a long way.

Put the pieces together

person holding folders

After you begin looking for people within your vicinity, you can also extend your reach farther. Look at the profiles of people who work at similar companies or in certain areas and view their connections. You can even see the people that they’ve previously worked with or professionally know to find out if any of their contacts are looking for new opportunities.

Universities also have large networks on LinkedIn. Along with previous work experience, people also list educational achievements, making it easier to connect with alumni who are also in their field or that they might possibly know. Since some universities are well-known for excelling in certain fields, you could look at candidates through university networks. You could also ask for referrals within these networks or from other close contacts. Doing a little bit of your own personal investigation can help you find the perfect fit.


Immerse yourself

two men and four women meeting in office

Aside from searching for candidates for yourself, you can also attract them to you. A way that you could do this is by joining skill-based and industry groups where you can meet and connect with professionals that have the right skill set. These communities can help recruiters expand their talent pool and have people either approach them personally or have someone in mind the next time that they need to fill vacancies.

Recruiters are also likely to find success via LinkedIn once they begin posting their own content and engaging with other people’s posts. Boosting your profile can help you reach the right people once you’re looking to hire. Content on LinkedIn has 15 times more impressions compared to job postings — nine billion in total, to be precise. It’s fair to say that posting high quality content can also boost prospects when searching for someone to join your team.


With remote work increasingly becoming the norm across different industries, it’s important for human resource departments to consider this important perk both when reaching out to new talent and as a means of ensuring staff retention. Building an efficient remote team takes effort — but there is no shortage of good advice available from experts who have already figured out the best ways to do it right.

Author:

@Hazel Gil

Date:

11-14-2021

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