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LinkedIn for IT Recruitment: 7 Ways to Source Specialist Skills

Written by Kimberley Startup | February 19, 2013 | 2 Comments
LinkedIn for hiring managersThe IT employment sector is growing faster than any other industry. Yet the speed at which technology is advancing means that employers require high-level skills and qualifications that don’t currently exist amongst the masses in the market.
So how do you effectively source the right people with the right skills and attitude to propel your business to new heights?
Social networking sites, such as LinkedIn, Twitter and Facebook, have reinvented the IT recruitment landscape – adding a layer of transparency to the process of selecting and hiring employees.
Take LinkedIn as an example. It boasts an audience of over 200 million professionals across the world – 11+ million of which are UK based. Of these 11 million, over 4.7 million work in the technology industry and 2 million within an IT function.
If wanted, hiring managers have access to an overabundance of candidate data, such as skills, experience, training & development, education, references, interests and so on.
But how do you actually make the most of LinkedIn to source specialist skills and enhance your IT recruitment process?
Here are 7 quick tips for hiring managers looking to use LinkedIn to find niche skills as part of their IT recruitment strategy.

Develop a keyword-rich company profile.

People search LinkedIn by keywords, so ensure your company profile is sprinkled with keywords specific to your industry to help make you visible to potential employees searching for those terms.

The trick is in the title.

When advertising jobs on LinkedIn, the title is the most succinct description of a job. Use skill-specific keywords, such as iOS Programmer and Ruby on Rails Developer, rather than generic or internal titles like mobile or web developer. This will help candidates with diverse skill-sets find you.

Engage with content.

Identify IT candidates with specialist skills by providing the thought provoking content that they seek. For example, you could write a blog about a particular skills or share industry news.

Source niche skills.

When in search of narrow skill sets for specific IT roles, use LinkedIn’s keyword function to view potential candidates’ work experience and skills.

Use LinkedIn’s ‘Answers’.

Particularly if you’re searching for senior IT appointments, it’s worth building a presence on LinkedIn’s Answers. Aim to respond to a question or two per week related to your field of expertise and expand your potential connections with the same interests.

Transparent networks.

From an IT recruitment standpoint, LinkedIn’s ability to build engaged and transparent networks is one of the main advantages of using the site to recruit. That way, you can target the passive, as well as the active candidate. This means people who are not necessarily looking for work but are in demand are picked up.

Share your jobs.

Post job advertisements via your careers page. Take advantage of LinkedIn’s transparency and then ask employees to share the job opening within their network. Let top IT candidates know you’re hiring people like them.
When it comes to IT recruitment, attracting star performers with specialist skills has never been so important. But the potential for LinkedIn and other social media platforms to play a role in your IT recruitment strategy increases as millions of potential employees join these sites every day.
We hope by following these 7 tips, LinkedIn could help solve your IT recruitment challenges and assist you to identify specialist IT skills and build relationships with professionals who at some point, could be your perfect employee.
Do you have any additional tips for hiring manager’s looking to use LinkedIn to hire their next IT talent? If so, please share them below.

2 thoughts on “LinkedIn for IT Recruitment: 7 Ways to Source Specialist Skills

  1. IT Headhunters on Reply

    The rise in social recruiting has allowed both candidates and employers an easier way to find the best match. Social recruiting is more efficient than the days of sifting through a haystack of resumes. It also increases quality referral hires.

    The most obvious benefit to recruiting candidates socially is that their social media profiles are a better overall representation of their personal brand. The components of a traditional resume only give the recruiter a slice of job seeker’s personal brand.

  2. Jen Picard on Reply

    These are great tips to get great candidates on Linkedin! With so many recruiters using the site to find (pretty much) the same candidates, it’s important to do something that not everyone else is doing to really maximize your Linkedin recruitment strategy. I particularly always liked Linkedin Answers as a way to use the site in a way that not everybody else was using it – but it’s being discontinued (probably because not everyone is using it!). Quora is still a great alternative, though, so the tip you shared is still relevant – just on another platform!

    Best,

    Jen Picard
    Marketing, Bright.com

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