11 Steps to LinkedIn for Recruitment: Which Should You Use?

Mar 11 2012

If you’re interested in using LinkedIn to recruit employees, there are many ways to approach this process. We’ve found that our Before, During, After methodology helps organize and clarify the steps, from optimizing your Company LinkedIn Page to building relationships with potential candidates. Below are our recommendations for 11 steps that you can choose from to create a successful LinkedIn recruitment campaign.


Before you begin to recruit, follow these steps to build your Company Page LinkedIn followership and make it easier for candidates to find and apply for your open positions.

1.  Company Follow Button

Increase your company LinkedIn connections by embedding this button on your website. When you post a vacancy, it will be automatically emailed to your followers.




2.  LinkedIn Profile

Make sure your company LinkedIn profile is SEO keyword rich, with new updates (similar to updates on your Facebook Page) posted at least weekly.




Complete your Products and Services tab with eye-catching graphics and SEO keywords, and ask your clients and fans to write recommendations.




3.  Apply with LinkedIn

Add this banner to your website and other properties to make it easier for candidates to apply for jobs using their LinkedIn profiles. The interface can be customized by color and logo and the link can include up to 3 questions.



4.  Jobs You May Be Interested In

Passive candidates may already employed and happy at their current organization. But if they go to your website, they will see your open positions (personalized for them, if they’re logged in to LinkedIn):




5.  Advanced Searches

Actively search for candidates among LinkedIn members by searching:

  • on keywords for people with the required qualifications listed in their LinkedIn profile
  • for employees by past or current employer (consider competitors or other companies in the same vertical)

6.  LinkedIn Ads:

The biggest advantage of LinkedIn Ads is its option to narrowly target your audience by LinkedIn Groups they’re members of, companies they currently work for and job functions or titles.


7.  Work With Us

Use “Work With Us” ads to advertise on employee profiles. These ads can appear on the profiles of your company’s employee profiles and target available opportunities to anyone who sees those profiles.



8.  Post a Job

There’s a cost, but you may choose to use the paid job postings within LinkedIn.




The next step is to create and organize some of your top employees into a Subject Matter Expert (SME) team to participate in the recruitment process.

9.  LinkedIn Groups

Build relationships with prospective candidates by asking your SMEs to add relevant content to the discussions. If candidates are familiar with the SME, they will be more comfortable replying to his/her posting about open positions.


10.  LinkedIn Answers

Assign your Subject Matter Experts to participate in relevant LinkedIn Answers conversations. This will allow them to build relationships and find potential candidates.



11.  InMail

Assign your SMEs to use Inmail to ask their networks if they have ideas for qualified candidates.




Which of these 11 options should you use to recruit employees using LinkedIn? Your strategy should be based on:

  • The number of hours that you and your team members (Subject Matter Experts) have available to work on this campaign
  • Whether you have a media budget for the paid options (LinkedIn Ads, InMail, Work With Us ads, Post a Job)
  • The type of employee you’re looking for (search LinkedIn Answers for technical talent; consider using InMail for executives)

LinkedIn is an ideal employee recruitment channel, as long as we are educated about what options are available and which options are best to utilize for each campaign.

Which LinkedIn options have given you the most (or least) success for employee recruitment?

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