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LinkedIn’s Hidden Features for Recruiters. Part II.

In the first part of a series of articles focused on LinkedIn, Everything You Ever Wanted to Know About LinkedIn, we took a look at interesting facts, figures, history and subscriptions. Let’s explore the features and functionality that LinkedIn offers for recruiters, hiring managers and HR professionals who are hunting for available candidates to fill specific positions in our territory. We’ll introduce you to hidden features you may not have known about and reveal tips on how we work with LinkedIn.

Let’s start with some interesting figures

LinkedIn offers two very similar premium accounts for recruiters, providing them with the tools to find relevant and potential employees.

These are Recruiter Lite and Recruiter

Recruiter offers up to 150 InMail messages per month, and messages can be directly saved as templates. Read what InMail is and what is the difference between an InMail message and a regular message in the first part of the article called Everything You Ever Wanted to Know About LinkedIn.

Recruiter Lite is more suited for individuals or smaller companies, while LinkedIn Recruiter is suitable for medium and larger companies that have higher recruitment requirements and more processes. The difference can also be seen at a glance in terms of price. With a Recruiter account, you’ll pay over 3,000 CZK per month, while you can get a Recruiter Lite account for almost half of the price.

Search is essential

Both versions offer advanced search with more than 20 filters. These include the option to filter for candidates who are Open to Work (only with the Recruiter account), their current job title, the location they work in, the type of school and field they graduated from, as well as the year they graduated and their area of work focus. You can also use keywords that LinkedIn extracts from the candidate’s entire profile. For example, if you’re looking for a particular technology, just type it into the keywords and it doesn’t matter if the candidate has it in their motto or work experience. LinkedIn will scan the entire profile and if it finds the desired technology in the profile, it will present the candidate to you as a good fit.

Which filters can be useful for you?

Years of experience

If you get a lot of search results and want to sort your candidates into multiple sections, you can use the filter to see how long a candidate has been working in the field.

Job Position – Current / Past

One of the most important search filters is Job Position. If you want to put it to good use, always choose Current. You will see the candidates who are currently working in the position you are looking for. But if you have more time to search and not many results, try the Past option. This will help you find candidates who are not currently working anywhere and have quit their last job. This can come in handy sometimes.

Location

Even in the predominantly remote world of today, location is often important. Limit your search to at least the regions to make sure the candidate is not from the other side of the country. If the candidate does not specify a place of residence, work with keywords and enter, for example, Praha or Prague. This way, you can find candidates who do not have a listed residence, but their current/former occupation was in Prague. 

First, create a Project

A project is a search for people you name for easier traceability, ideally according to the date and position you are currently looking for (e.g. September – HR Specialist). You can work with Talent Pool, which is a search for candidates based on your criteria. You can also use a pipeline (order of candidates), which you can adjust depending on whether you want to save candidates to the archive because they are not a good fit for the position at the moment or if you know you have contacted the candidate recently. You can exclude candidates in the Talent Pool directly from the search, for example from your most recent projects, or you can disable the search among candidates from companies you don't want to approach. For example, if there are companies that you have a partnership with, or you simply know that you don’t want a candidate from a certain company, simply exclude them from your search. You can then send candidates an InMail message with a pre-drafted text.

Recruiting Activities

If you’re not using your own CRM and you’re not sure which candidates you’ve already reached out to and which you haven’t, try Recruiting Activities. These can be used to set the option to not add candidates to a new project that you contacted, for example, in previous projects in the last 3 months.

Working with Boolean operators

If people are not looking for a job, it is often not even important for them to have their profile completely filled in. That’s why quality candidates sometimes don’t even make it into your search. Focus on sufficient preparation and work with keywords as much as possible. It is good to use the so-called Boolean operators when setting them. These are OR, AND and NOT and they will make your work easier. If you are looking for a Project Manager, for example, use several titles for this position and be sure to include abbreviations, typos and language variations. 

The search might look like this:

“Project Manager” OR “Projektovy manazer” OR “PM” OR “PMO” OR “Project Manager” OR “Project Manager”

or like this:

(“Project Manager” OR “Projektovy manazer” OR “PM” OR “PMO” OR “Project Manažer” OR “Projekt Manažer”) NOT “SM” NOT “scrum master” NOT “produkt manažer” NOT “product manager”

or like this – in this case, it is about keywords and different positions:

(“Java”) AND (“Oracle” OR “PL/SQL” OR “PLSQL” OR “PL\SQL” OR “PL_SQL” OR “DWH” OR “Datawarehouse” OR “Business intelligence” OR “BI” OR “OLAP” OR “ETL”)

Share

Once you’ve created your candidate list, you can use a saved template to fill in a personalized message for each candidate. You can share lists and projects with other people, so if you have created a project entitled September – HR Specialist, share it with a colleague who don’t even need to have a Recruiter account and they can add notes to your project, or you can split the work straight away. Each of you can review, for example, half of the candidates you’ve searched to see if they meet your requirements and indicate which candidates on the list you’ll keep to contact and which you won’t. Subsequently, whoever has a Recruiter account can send the pre-drafted InMail messages.

An important part of the Recruiter account is the various statistics and reports that can be useful in evaluating response rates, allowing you to see which type of message works better with candidates or which positions are at the top of the list in terms of interest.