Five Things You Are Doing Wrong When Approaching Candidates on LinkedIn

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As recruiters, you already know how useful LinkedIn is and how much you utilise it to approach talent, but how often do you consider the end user before you hit send? Many of us are careless in the way we approach candidates on LinkedIn and as a result are putting them off. Follow our top tips to help you attract top talent.

1 - Research the candidate

If you cannot take the time out to properly research the candidate then why should ukraine phone number resource they bother taking the time to engage with you? With easy access to Google, you can run a quick background check on these candidates to check they are the right fit for your position.

Past employment – have they worked for a similar employer? If you are looking for an SEO specialist for a marketing agency, an in-house marketer with some SEO skills is not going to fit the bill.

Skill-set – Do the majority of their listed skills match what you are looking for? No? Move on then.

Location – Are they based in the right location for the position? Too many recruiters just assume candidates will relocate for their job position or that a two hour commute each way is acceptable. Think about your reaction if someone approached you for a job in Swindon when you live in Brighton.

Granted there are always exceptions but as a rule, don’t approach if they do not tick all the above boxes, you are only going to annoy them with an unsuitable position and alienate them from future engagement.