Recruiting staff via LinkedIn? This is the LinkedIn Recruiter Seat.

Want to simplify your search for candidates? Take a seat on the LinkedIn Recruiter Seat! LinkedIn isn't just an essential platform for jobseekers and companies looking for customers; recruiters can't do without it either. So recruiting staff via LinkedIn is becoming more and more popular. That's why the channel is an essential part of our approach. With LinkedIn Recruiter Seat, finding suitable candidates becomes a lot easier, faster and clearer. Our interim recruiters have become real experts in the platform and tell you exactly how they can use it to land your new colleagues too.

Easily searching for the right candidates

We start by creating a vacancy or project: think of it as a bucket the candidates are thrown into. But before you find a candidate, you have to search properly. Luckily, LinkedIn Recruiter Seat offers lots of different search options, so you can search in a targeted way. Recruiters filter on things like educational institution, education level, graduation year and postcode. You can look someone up as often as needed, and within the searches you can tick different options to filter the results. That makes searching more and more efficient. Thanks to this active way of searching, interim recruitment is a great addition to a job marketing campaign.

Boolean search: efficient recruiting via LinkedIn

When recruiting on LinkedIn, recruiters search using the Boolean technique, among other things: a structured, creative process in which various word combinations are used to arrive at the profile of a suitable candidate. Recruiters pick keywords that fit the profile and connect them with AND, NOT or OR. That's how they limit, expand and specify their search. If we're looking for an assistant store manager with a higher professional education (HBO) degree for a supermarket chain in Zuid-Holland, a search could look like this, for example: “Team leader OR Head of Sales AND assistant NOT Action”. That keeps the search broad enough so more suitable candidates come up, while excluding store chains like Action. We also think about who this could be a nice next step for.

“Open to work”

To make recruiting via LinkedIn even easier, the platform offers the “open to work” feature: jobseekers can indicate that they're open to a new job. They can also specify exactly which job they're looking for. They can make this visible with a badge on their profile photo, or choose to make it visible to recruiters only. Super handy, because that way you can tell candidates who are open to a new role apart from candidates who just need that extra push.

Yes, the perfect candidate!

We've found a suitable candidate! Now what? Now we save the LinkedIn profile in the project on the LinkedIn Recruiter Seat and send the candidate a message. We often do this via an InMail: you can write a longer text than with a connection request, and candidates respond more often and faster.

InMails are also easy to keep track of. You can set the candidate's status, for example, such as “contacted” or “been in touch”. In the InMail we put a standard enthusiastic message, which we make more personal with information from the candidate's profile. Still, an old-fashioned connection request doesn't hurt either, should you run out of InMails. You do have to squeeze your message into fewer words (max. 300) then.

While recruiting staff via LinkedIn, you'll see the candidate list grow longer by the day. We share these candidates, along with certain search terms, with our clients in the form of a presearch list. That way there's always insight and clarity about the number of (suitable) candidates, and you avoid candidates being approached twice. By the way, we do this with candidates from job boards such as Indeed and the Nationale Vacaturebank too. That way a lot of information is still neatly organised.

Let LinkedIn work for you too

Want to know more about how we recruit staff via LinkedIn? Get in touch with us. We'd be happy to find out what works best in your search for new colleagues.