Guide to Using LinkedIn Recruiter

For Teammates - How to request a LinkedIn Recruiter license

• Contact your department’s assigned recruiter or reach out to #Hiring in Slack, we will get your account activated!
• If you are a first time user, you can take an Introductory Course. -How to log into LinkedIn Recruiter

For Talent Team - How to assign a LinkedIn Recruiter license:

Any member of the Talent team can grant teammates access to a recruiter license. Simply follow these steps:

• Step 1: Click ‘Recruiter’ in the top right corner of your LinkedIn homepage
• Step 2: Hover over your photo in the top right of the LinkedIn Recruiter homepage, then click ‘Manage users in account center’
• Step 3: Click the ‘Add New Users’ button and then select ‘Add new users by email’
• Step 4: Enter the requesting teammate’s email, select the appropriate level of access, then select ‘Confirm’
  • You must input the email they used to sign up for their LinkedIn account. If the email is a personal one, after the license is activated you can update their email to their work email.

How to create Projects for new job openings:

• Step 1: The Recruiter or Sourcer will create the project for a new job opening (be sure to coordinate with each other to avoid duplication of effort).

• Step 2: The Recruiter or Sourcer will name the project so that project collaborators know exactly which role this project is for.

  • Standard naming convention: TeamorOrgName_TitleofRole_DateOfOpening (DD/MM/YYYY)
    • Example 1: Delivery_SeniorSoftwareEngineer_16/2/2022
    • Example 2: Product_ProductManager_24/1/2022

• Step 3: Under Project Settings > Project Details, the Recruiter or Sourcer will add relevant information gathered from the intake call, such as scope of work, ideal experience, etc. This is to create a point of reference for project collaborators.

• Step 4: Project creator will need to make sure all relevant collaborators (Recruiter, Sourcer, Hiring Manager, and relevant Director of Recruiting) are added to the project as project members with full project access.

• Step 5: Recruiter, Sourcer, and Hiring Manager discuss a LinkedIn engagement strategy.

• Step 6: Recruiter and Sourcer will start running high quality searches

Additional Resources:

• Sharpen your LinkedIn Recruiter skills and maximize your time by taking this Experienced User Course

How to run a high-quality search

Now that you have a project up and running it’s time to start sourcing and adding prospects to your project by running searches. When we run searches in LinkedIn Recruiter we prioritize:

• Building strategic and targeted pipelines
  • Take time to understand what experience you are looking for and why
  • Take time reviewing a candidate’s profile to be able to send thoughtfully crafted inmails
  • Build pipelines with a specific role, reason, or goal in mind
  • Use pipelines to build long-term candidate relationships
• Finding high potential candidates through representative talent searches
  • Ensure your search criteria has realistic requirements
  • Creatively update your search queries with unique identifiers to find talent that may be hidden from LinkedIn’s “Most Relevant” top search results page
  • Build talent pools that are representative of the global workforce

Step 1: Hiring Managers will work with their designated recruiter and sourcer to create realistic search criterias. This will be used to generate an automated pipeline of outbound candidates.

Step 2: Start running your search criteria on LinkedIn.

Step 3: Filter your search results

• Filtering your search results will help further identify targeted profiles. Creatively plug and play these filters to thoroughly search through the candidate pool.

• For Recruiters: Here is an indepth LinkedIn guide on how search filters work

• Common filters used:

  • Job titles: Common industry titles the role has.
  • Keywords: Skills or phrases found on profiles of interest. The qualification section of job description is a good source for keywords.
  • Location: Any preference on location or time zone for the role.
  • Companies: Any companies that are known to have quality candidates for the role.
  • Years of experience: Possible minimum years of experience required for the role, or is commonly needed to gain the required qualifications.

• Unique filter identifiers:

  • Keywords: Organizations and groups that candidates are currently or were previously involved with (alumni groups, non-profits, open-source communities, etc)
  • Location: Locations that are often overlooked in favor of typical tech hubs
  • Network Relationships: Maximize the network you’ve already built
  • Recruiting activity: Revisit qualified candidates from 3+ months ago
  • Spotlights: Review candidates that are more likely to respond or already engaged with our talent brand

• Step 4: Save searches and set up search alerts

  • If you really like the results of your search, including any keyword strings or filters, you can save them and also set up alerts to notify you when new candidates match your search criteria.
    • View and Manage your Saved Searches
    • View and Manage you Search Alerts
    • Forgot to save a really great search? Access your Search History

Engagement strategy

The engagement strategy is an agreement between the hiring manager and recruiter regarding how they will collaborate and interact with each other and candidates through LinkedIn Recruiter to effectively reach out to prospective profiles. When designing an engagement strategy, the goal is to create a sequence of messages and or/content at touch points delivered to a targeted candidate at predefined intervals.

The Hiring Manager and Recruiter will generally work together on setting up the search criteria based on the required qualifications and spend some time reviewing an initial set of profiles together so that they are aligned on what the ideal profiles are for the role.

As LinkedIn begins to surface batches of candidates that meet this criteria, Recruiter and Hiring manager will decide how to share and review profiles together going forward.

Outreach Best Practices

How to create a Recruiting Outreach Campaign

The Hiring Manager and Recruiter will determine their outreach strategy regarding how to engage with ideal profiles. Typically the recruiter will do the initial outreach via inmail or email and then set up an intro call. At times it may be appropriate for the recruiter to request the hiring manager to message potential profiles.

Only candidates we decide to engage will be added into Greenhouse.