I deal with recruiting for my team. We don't specifically use LinkedIn, but the recruiting software that we use automatically posts there, and brings candidates into our system, so it's pretty one-click for us to put jobs on linkedin. Candidates that end up on our system get treated the same way as coming in from other platforms or applying directly. The only difference is Linkedin automatically generates a CV sometimes, and it's not nice to look at.
I think about 30% of applicants for software development positions come from LinkedIn Job section. But remember: most recruitment/candidate tracking platforms automatically push out onto multiple job sites at once, so rarely is LinkedIn the only place you'll find an ad.
I tend not to use LinkedIn for active sourcing because there's just too much noise. I get messages daily from recruiters trying to get me to look at their candidates, and I don't have time to manually filter out all the networking requests because more than half of them are recruiters or people trying to sell me stuff. However, I do know that some people's jobs is to do that, but they're split into two kinds of people:
internal recruiters, whose job is to source candidates. These people will reach out to people with promising-looking job profiles and will use LinkedIn's search capabilities to narrow down positions
recruitment agencies, many of whom aren't really looking to fill specific jobs and are just looking to fill a pool. Some have predatory practices, beware.
However, when assessing candidates, I will sometimes go and check their work history. So it's good to have that.
My personal recommendations are:
keep your profile up to date so it's searchable by those active sourcing on linkedin
don't spend too long doing the connections and stuff
use linkedin jobs search, as it's not bad
if you have portfolio to share, it's probably going to have to be elsewhere (github if programming projects, personal profiles/blogs otherwise) but these tend to be supplementary information that might get looked at only in later stages of an interview process
I deal with recruiting for my team. We don't specifically use LinkedIn, but the recruiting software that we use automatically posts there, and brings candidates into our system, so it's pretty one-click for us to put jobs on linkedin. Candidates that end up on our system get treated the same way as coming in from other platforms or applying directly. The only difference is Linkedin automatically generates a CV sometimes, and it's not nice to look at.
I think about 30% of applicants for software development positions come from LinkedIn Job section. But remember: most recruitment/candidate tracking platforms automatically push out onto multiple job sites at once, so rarely is LinkedIn the only place you'll find an ad.
I tend not to use LinkedIn for active sourcing because there's just too much noise. I get messages daily from recruiters trying to get me to look at their candidates, and I don't have time to manually filter out all the networking requests because more than half of them are recruiters or people trying to sell me stuff. However, I do know that some people's jobs is to do that, but they're split into two kinds of people:
However, when assessing candidates, I will sometimes go and check their work history. So it's good to have that.
My personal recommendations are:
Thanks for the extended insight 🔥 Learned a bit 👍
It's always valuable to get tips from recruiters themselves 👌