For the longest time, I wanted to know exactly how recruiters used LinkedIn so I could advise the people I coached to be the most attractive candidates they could be on this platform. Then I became a recruiter myself and I was able to gain experience from the other side of the recruiter – candidate equation.
Here’s what I learned:
- Be open to recruiters – go into your privacy settings and click on Job Seeking Preferences => Let recruiters know you’re open to opportunities. When recruiters do a LinkedIn search, they receive results that tell them (a) the number of people who have the profile they are searching for, and (b) the number of people who have that profile and are open to new opportunities. In fact, recruiters start with the people who have indicated they are open to new opportunities and most never go through the others. If you want to be noticed, let the recruiters in! Also, being more active on LinkedIn will land you in more searches.
- Keywords matter – be precise. Make sure the language in your profile is an exact match to the terms you are finding in job descriptions. Reading job descriptions for the job you’d like to have is a great way to do research. The more search terms and keywords you hit on, the better!
- Have an appealing profile – show your energy, your passion and your ability to get stuff done. Your summary is a great place to do this. The language throughout your profile should reflect positivity and convey the idea that you’re a great team member.
- Be clear about what you want to do – again, your summary is a great place for this. Another place to do this is in the job titles that you specify you’d like to be contacted about. If your preferred job titles are all over the map, you’ll appear scattered. If they are focused on one specific thing, you’ll look like a person with a clear plan, which is very appealing to recruiters.
- Respond quickly when a recruiter reaches out to you – the opportunity may disappear quickly. If you’re interested, say yes right away. If it’s not the right offer, tell the recruiter why – giving feedback helps ensure that the next time they reach out to you it will be for something you’re interested in.
There you have it – the inside scoop on how recruiters find candidates on LinkedIn! Use this information to become a better candidate and get noticed for the jobs you want.
One final bonus tip: I’ve been following a Microsoft recruiter on LinkedIn who is very transparent about the process for getting hired there and gives great tips for managing the job search and interview processes. Her name is Katherine Dumanoir. Follow her on LinkedIn for some solid job search advice!