Published on April 4th, 2023
It's no secret that LinkedIn has become a powerhouse in the world of sourcing, recruitment and job-seeking. With over 900 million active users, it's basically a virtual goldmine for anyone looking to fill a job opening or find their dream job.
To give you an idea of just how massive that number is, consider this: it's roughly 11% of the entire world's population! That's a staggering amount of people who are all using LinkedIn to network, connect with potential employers, and showcase their skills and experience.
And that's precisely what makes LinkedIn such a valuable platform for recruiters and hiring managers. With so many users all in one place, it's the perfect place to cast a wide net and find the right candidate for a job opening. Plus, with all the tools and features LinkedIn offers for searching and filtering through potential candidates, it's easier than ever to find the right fit.
This brings us to the question of the hour, Why LinkedIn is the Best Place to Source Candidates for Your Next Hire? Well for starters,
Before jumping onto sourcing candidates with LinkedIn, we need to first understand why sourcing is important for your organization in the first place.
Did you know that according to Lever, candidates who are sourced are twice as efficient as those who apply directly? That's a pretty compelling reason for recruiters to make talent sourcing a top priority, don't you think?
But just in case you're still not convinced, there are plenty of other advantages to sourcing candidates that can help remove any doubts or uncertainties. Here are a few more reasons why talent sourcing is such an important practice for recruiters to embrace.
The average time to hire a candidate is 36 days, according to this report by SHRM.
One of the biggest advantages of talent sourcing is that it can significantly reduce the time it takes to make a hire. When you have a pool of pre-screened candidates at your fingertips, you can move more quickly through the hiring process and fill positions faster.
Think about it: if you have to start from scratch every time you need to fill a job opening, you have to spend time creating job postings, sifting through resumes, and conducting initial interviews. That all takes time - time that could be better spent on other tasks.
But when you have a talent pipeline built through candidate sourcing, you can skip some of those early steps and jump straight into the interview process. That means you can move more quickly and get positions filled faster, which is good news for everyone involved.
Plus, a faster time to hire means you're less likely to lose top candidates to other job offers or have positions remain open for long periods of time. That's a win-win situation for both recruiters and candidates.
Another great benefit of talent sourcing is that it can lead to a more diverse workforce. When you rely solely on traditional recruiting methods, like posting job ads or relying on referrals, you may miss out on qualified candidates from underrepresented groups.
But when you proactively source candidates, you can reach a wider group and connect with individuals who may not have otherwise applied to your company. This can help you build a more diverse talent pipeline, which can ultimately lead to a more diverse workforce.
Why is diversity important, you may ask? Well, research has shown that diverse teams perform better and are more innovative. When you have a range of perspectives and experiences represented, you're more likely to come up with creative solutions and avoid groupthink. Businesses with more culturally and ethnically diverse workforce are 43 percent more likely to generate higher profits
Plus, having a diverse workforce is just the right thing to do. By creating a welcoming and inclusive environment, you're sending a message that everyone is valued and has the opportunity to succeed. That can be a powerful motivator for employees and help build a strong company culture.
When you set out to source candidates you tap into a wider pool of candidates as compared to traditional recruiting methods or direct application from candidates.
When you simply post a job listing, you get only active candidates, missing out on other qualified candidates who are not actively looking for a job or who may not have heard about your company.
But when you proactively source candidates, you can reach out to individuals who have the skills and experience you're looking for, even if they're not currently job hunting. This can help you build a strong talent pipeline and ensure that you always have a pool of qualified candidates to choose from.
Plus, a wider candidate pool means you're more likely to find someone who is a good match for your company culture. When you have a diverse group of candidates to choose from, you're more likely to find individuals who share your values and are a good fit for your team.
And let's not forget about the importance of employer branding. When you actively source candidates, you have the opportunity to promote your employer brand and showcase what makes your company a great place to work. This can help attract top talent and position your company as an employer of choice.
When you source candidates, you can identify individuals who have the skills, experience, and qualifications you're looking for, which can lead to a better match between the candidate and the job.
For example, when you post a job ad, you're essentially waiting for candidates to come to you. But when you actively source candidates, you're taking a more targeted approach and reaching out to individuals who are a good fit for your company.
This can help you find candidates who are not only qualified for the job, but who also have the right personality and values to fit in with your team. And when you have employees who are a good fit for your company culture, they're more likely to be happy and engaged in their work, which can lead to better performance and productivity.
Plus, when you focus on quality over quantity, you're more likely to make successful hires that last. This can help reduce turnover and save your company time and money in the long run.
LinkedIn, a social media platform, founded by Reid Hoffman in 2002 has taken the recruitment world by storm.
As stated earlier, with a base of 900 million users, LinkedIn is like a talent buffet where you have plenty of options, and the best part is that you can have seconds and thirds without anyone judging you!
That's one thing about Linkedin that we have discussed in detail in the previous sections also, but here we will talk in lengths about the features that Linkedin offers and makes it undoubtedly the best place to source candidates.
The LinkedIn InMail tool - it's a game changer when it comes to candidate sourcing. Let me tell you why.
Firstly, for those who aren't familiar with it, InMail is essentially a messaging tool on LinkedIn that allows you to directly contact someone you're not connected with on the platform. This means you can reach out to potential job candidates who you may not have been able to contact otherwise.
So, how does InMail make candidate sourcing easy? Well, think about it - finding the right candidates for a job can be a bit like searching for a needle in a haystack. With so many profiles on LinkedIn, it can be hard to identify the right person and even harder to get in touch with them.
That's where InMail comes in. You can use it to craft a personalized message to a potential candidate, outlining the details of the job and explaining why you think they would be a good fit. Because InMail is a direct message, it's more likely to get noticed than a generic job posting or LinkedIn message.
Plus, InMail has some great features that make it even more effective. For example, you can see when someone has read your message, so you know if they're interested or not. You can also track your conversations with candidates, which makes it easy to keep track of who you've contacted and when.
Of course, it's important to remember that InMail isn't a magic solution - you still need to put effort into crafting a great message and identifying the right candidates. But if you use it strategically, InMail can be a powerful tool for finding and reaching out to potential job candidates.
The "People Also Viewed" feature on LinkedIn is another handy tool for candidate sourcing that can save you a lot of time and effort.
This feature appears on a LinkedIn user's profile page and suggests other profiles that may be of interest to the viewer. It's kind of like a "related content" feature on a website, but for LinkedIn profiles.
So, how does this feature make candidate sourcing easy? Well, let's say you've found a promising candidate on LinkedIn - maybe they have the right skills and experience for a job you're trying to fill. With the "People Also Viewed" feature, you can quickly and easily find other profiles that may be similar to the one you're viewing.
This can be especially helpful if you're trying to fill a niche or specialized position - the "People Also Viewed" feature can help you find other people with similar backgrounds or experience. Plus, it can save you a lot of time compared to manually searching for candidates yourself.
But the "People Also Viewed" feature isn't just useful for finding candidates - it can also be a great way to expand your professional network. If you're interested in connecting with people in a particular industry or field, you can use the "People Also Viewed" feature to find other professionals who may be of interest.
Of course, as with any tool, it's important to use the "People Also Viewed" feature strategically. Not every profile that appears in the suggestions will be a good fit, so it's important to take the time to review each one carefully and decide if they're worth reaching out to.
The filters available on LinkedIn make it the best place to source candidates. How? You may wonder. Well, let me tell you the array of filters available on LinkedIn Recruiter that are of great use to any hiring personnel.
Firstly, for those who aren't familiar with it, LinkedIn Recruiter is a tool offered by LinkedIn that provides access to advanced search features, candidate insights, and other tools that can help streamline the recruitment process.
So, what are these filters exactly? LinkedIn Recruiter has a bunch of different filters that you can use to narrow down your search and find candidates who meet specific criteria. For example, you can filter by location, industry, job title, skills, and more.
Why are these filters so helpful? Think about it - LinkedIn is a massive platform with millions of users, so finding the right candidates can be a bit daunting. But with these filters, you can quickly narrow down your search and focus on the candidates who are most likely to be a good fit for your job.
Let's say you're looking for a marketing manager in San Francisco. Without any filters, you might have to sift through thousands of profiles to find someone who fits that description. But with the location and job title filters, you can instantly narrow down your search to a much more manageable number of profiles.
But it's not just about making your search more efficient - these filters can also help you find candidates with specific skills or experience. For example, you might be looking for someone with experience in project management or a particular marketing vertical skill. By using the appropriate filters, you can quickly identify candidates who have those skills and focus your efforts on reaching out to them.
The "Open to Work" feature on LinkedIn is a relatively new addition to the platform, but it's already proving to be revolutionary for recruiters and talent acquisition professionals. Let's talk about how this feature is making candidate sourcing easier than ever before.
So, what is the "Open to Work" feature? Essentially, it's a way for LinkedIn users to signal to recruiters and potential employers that they are actively seeking job opportunities. Users can add a frame to their profile picture that says "Open to Work" and specify the types of roles they're interested in.
For recruiters, this feature is a dream come true. It makes it easy to identify potential candidates who are actively looking for new opportunities and can help streamline the recruitment process. Instead of reaching out to candidates who may not be interested in new roles, recruiters can focus their efforts on those who are actively seeking job opportunities.
Have you ever tried using Boolean Operators to source candidates on LinkedIn? If not, you're missing out on a powerful tool that can help you find the right candidates for your job openings. Let's take a closer look at how Boolean Operators work and how you can use them to source candidates on LinkedIn.
First, let's define what we mean by Boolean Operators. Basically, these are special terms that you can use in your search queries to help you find specific types of candidates. There are three main Boolean Operators that you can use on LinkedIn: "AND", "OR", and "NOT".
So how do these operators work in practice? Let's say you're looking for a candidate with experience in both marketing and social media. You could use the "AND" operator to narrow down your search results to candidates who have experience in both areas. So your search query might look something like this: "marketing AND social media".
On the other hand, if you're open to candidates with experience in either marketing or social media, you could use the "OR" operator. Your search query might look something like this: "marketing OR social media".
Finally, if you're looking for candidates with marketing experience but want to exclude any candidates who have experience in social media, you could use the "NOT" operator. Your search query might look something like this: "marketing NOT social media".
According to LinkedIn statistics, the platform has a truly diverse user base, with members hailing from all corners of the world. North America is currently the largest region on the platform with 220 million members, followed by Europe with 236 million members, Asia-Pacific with 254 million members, Latin America with 141 million members, and the Middle East & Africa with 52 million members.
This diverse membership on LinkedIn is a game-changer for talent sourcing. With such a vast and varied pool of professionals at your fingertips, you can find candidates with unique skill sets, experiences, and backgrounds from all over the world. This can be particularly valuable for companies looking to expand their operations globally or tap into new markets.
Not only this, but you get candidates from all ethnicities and backgrounds that improves your organization’s brand and attracts quality candidates. According to a Manifest survey, 70% of job seekers want to work for an organization that is committed to diversity and inclusion.
One of the biggest advantages of using LinkedIn for talent sourcing is the wealth of information that is available on a candidate's profile. Unlike a traditional resume, which may be limited to a few pages, a LinkedIn profile offers a much more detailed look at a candidate's professional experience, skills, and certifications.
Recruiters and hiring managers can use LinkedIn to get a comprehensive view of a candidate's career trajectory and determine if they have the right qualifications for a particular role. They can see a candidate's education history, work experience, and any relevant certifications or awards they have earned.
Furthermore, LinkedIn profiles often contain recommendations and endorsements from other professionals in the candidate's network. This can help recruiters and hiring managers assess a candidate's skills and expertise, and get a sense of how they work with others.
LinkedIn offers recruiters and hiring managers a unique advantage when it comes to sourcing candidates: the ability to tap into a pool of passive candidates. Passive candidates are those who are not actively looking for a job but may be open to new opportunities if they arise.
On LinkedIn, many users maintain an up-to-date profile, even if they're not currently job searching. This means that recruiters and hiring managers can search for candidates based on specific skills, experience, and qualifications, and reach out to them directly through LinkedIn's messaging system.
By tapping into this pool of passive candidates, recruiters can find highly qualified candidates who may not have applied for the job otherwise. This is especially important for niche industries or highly specialized roles where the talent pool may be limited.
We have already talked enough about why LinkedIn is the best place to source candidates, and what features they offer that make talent sourcing easy and efficient. However, as a bonus we would also like to give you some tips on how to find the best candidates on Linkedin.
Here are the best tips:
When it comes to sourcing candidates on LinkedIn, a keyword-driven search can be very effective. To get started, think about the specific keywords or phrases that are relevant to the job you're hiring for. These might include job titles, technical skills, soft skills, and certifications.
Once you have your keywords in mind, use LinkedIn's search filters to narrow down your search. You can filter by location, industry, job title, and more. This can help you find candidates who are a good match for the job and the company culture.
It's also a good idea to experiment with different variations of your keywords. For example, if you're looking for candidates with sales experience, try searching for keywords like "business development," "account management," or "customer service." This can help you cast a wider net and find candidates who might not have used the exact keywords you're searching for.
LinkedIn has a variety of filters that you can use to narrow down your search and find the right candidates for your job opening. These filters include things like location, job title, industry, and more. To apply the filters effectively, start by thinking about the specific criteria that are most important for the job you're hiring for.
For example, if you're hiring for a sales position in New York City, you might start by using the location filter to search for candidates in the NYC area. Then, you could use the job title filter to search for candidates with "sales" or "business development" in their job title.
As you apply filters, be sure to pay attention to the number of search results you're getting. If your search is too narrow, you might not find enough candidates. On the other hand, if your search is too broad, you might get overwhelmed with too many results.
One way to balance this is to use multiple filters in combination. For example, you might combine the job title and industry filters to find candidates with sales experience in a specific industry.
Another useful feature on LinkedIn is the "saved search" function. This allows you to save your search criteria and get email notifications when new candidates match your criteria. It's a great way to stay on top of your sourcing efforts and be the first to reach out to qualified candidates.
When using LinkedIn to source candidates, it's important to remember that candidates receive a lot of messages from recruiters. To stand out from the crowd and get a response, personalization is key.
Start by researching the candidate's profile and background to get a better sense of their experience and interests. This can help you tailor your message to their specific needs and interests.
For example, if you notice that a candidate has a particular skill set that's relevant to your job opening, you could mention that in your message and explain how it's a good fit for the role. Or, if you notice that a candidate has worked at a company you're interested in, you could mention that in your message and ask for their thoughts on the company culture.
Personalization doesn't have to take a lot of time, but it can make a big difference in getting candidates to respond. A little bit of effort can go a long way in building a relationship with a potential candidate.
HireQuotient's recently launched talent sourcing tool, EasySource, is a game-changer in the recruitment industry. What sets it apart from other sourcing tools is the fact that it's a free chrome extension that integrates smoothly with LinkedIn to provide recruiters with a pool of highly qualified candidates.
EasySource offers a wide range of filters such as job title, location, relevant experience, skills, education, industry, course, and US work authorization. This makes it easy for recruiters to find a candidate that fits their requirements, making the hiring process more efficient.
After recruiters obtain a list of qualified candidates, they can choose from EasySource's ready-made workflows or customize their own. This way, recruiters can optimize their candidate outreach and make it more effective.
With EasySource, recruiters can send personalized InMails either by crafting their own message or using templates provided by the tool. The tool also allows recruiters to track the progress of their outreach efforts and follow up with candidates who show interest.
Overall, EasySource provides a comprehensive solution for talent sourcing, from finding qualified candidates to reaching out to them. Its user-friendly interface and range of features make it an invaluable tool for recruiters looking to streamline their candidate search process.
To sum it up, LinkedIn is the best place to source candidates due to its extensive user base and wealth of information on a candidate's professional background. It's a recruiter's dream come true! But now, with the integration of EasySource, it's like having a personal assistant to make the sourcing process even easier.
With the ability to apply filters such as job title, geography, relevant experience, skills, education, industry, course, and US work authorization, EasySource narrows down the list of candidates to the perfect match. You can also personalize InMails and track them to see who is responding, making the entire process smooth and efficient.
LinkedIn and EasySource are a match made in heaven. With the powerful combination of these two tools, recruiters can identify, engage, and hire top-quality candidates with ease. It's a revolutionary tool for the talent sourcing industry, and it's only getting better from here!
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