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How to recruit on LinkedIn? 8 tips to attract and find your talent

By Nathalie Pouillard & Jennifer Montérémal • Published: 22 October 2025

Unsurprisingly, given the title of this article, you're here to learn how to recruit on LinkedIn.

Today, many recruiters, managers and HR directors use this medium to attract talent and then hire them. In fact, 7 people are recruited every minute on the famous social network.

Here are 8 tips to help you optimise your strategy for finding future recruits on LinkedIn.

Why recruit on LinkedIn?

If more and more organisations are playing the LinkedIn recruitment game, it's because there are multiple benefits.

👉 As part of an e-recruitment strategy, by using this social network :

  • you develop your employer brand;
  • you can relay information from your careers site on a large scale;
  • increase your knowledge of professional news and market trends;
  • Gain greater visibility on the internet;
  • Complement your recruitment activities via other distribution channels;
  • you can share and configure selection criteria, such as "teleworking accepted";
  • you recruit at a lower cost, without going through job boards or other recruitment agencies;
  • You can access qualitative data, such as a talent's key skills and recommendations by other professionals;
  • you reach different and otherwise untraceable candidates.

💡 According to LinkedIn, 6% of workers are actively looking for a job, the rest being "passive candidates". In France, the network's community totals 34 million users. Do the math!

So that's the context set: now it's time for our 8 tips for (better!) recruiting on LinkedIn.

1. Develop a recruitment policy for LinkedIn

Recruiting on LinkedIn shouldn't just be a question of isolated actions. A coherent strategy will maximise your results.

So start by clarifying your objectives. Are they :

  • attract passive candidates?
  • Strengthen your employer brand?
  • speed up your recruitment?

Then determine your targets: junior profiles, experts or managers.

Finally, draw up an editorial calendar, planning your publications, campaigns and events so as to maintain a regular presence.

👉 This organisation gives visibility to your actions and makes it easier to analyse your performance. So you can adjust your efforts on an ongoing basis.

2. Develop your presence on LinkedIn

An inactive profile sends the wrong signal. Most talented people are looking for a dynamic company, not a static one.

So liven up your account to strengthen your employer brand and give candidates confidence.

👉 The two essential practices :

  • Create a Company page. This showcase allows you to publish your job offers, news and associate the profiles of your employees. The more subscribers you gather, the more visibility your messages gain.

  • Add a Careers page (chargeable). More comprehensive and customisable, it can be used to promote your company's culture and raise its profile.

✅ Tips for raising your profile among potential candidates:

  • encourage your teams and partners to follow your page and share your content;
  • include the LinkedIn link in your email signatures, newsletters and on your website;
  • publish regular posts to keep abreast of the latest news on the network.

3. Post targeted and relevant offers

Every recruitment strategy starts with defining your ideal candidates. That's why you need to create their personas, and then draw up suitable job descriptions. This is the basis of a successful offer.

👉 To publish for free on LinkedIn:

  • Click on the Mallette "Jobs" tab at the top of your profile.
  • Fill in the form (description, skills sought, pre-selection questions).
  • Relay the offer via a publication on your Company page and to your network. You can even identify contacts to amplify the sharing. LinkedIn groups linked to your sector are also valuable relays.

👉 To publish a job advert on LinkedIn via the paid options :

  • Promote your ad and significantly extend the reach.
  • Opt for LinkedIn Recruiter (rates on request) if you recruit regularly or target rare profiles. This gives you access to the entire network, over 40 advanced search filters, automated application tracking and 150 email credits.
  • For smaller organisations, Recruiter Lite ($170/month) offers more than 20 filters and the ability to see who is visiting your page.

✅ Tips for optimising your adverts:

  • include relevant keywords to better target your audience ;
  • adapt the description template suggested by LinkedIn to save time;
  • include pre-selection questions, but keep an open mind to atypical profiles;
  • activate automatic rejection emails to streamline the process;
  • add a recruitment video, a popular format that enhances your appeal;
  • flag up the profiles that interest you, so that LinkedIn can use them to make future suggestions.

4. Consult a variety of specific profiles

Recruiting on LinkedIn is not just about publishing adverts: you should also activate your headhunter's hat.

To do this, explore the platform's database and target profiles that match your expectations, from future graduates to your competitors' employees.

✅ Tips for improving your searches :

  • use the free advanced search to carry out sourcing queries and find candidate profiles that match your recruitment needs;
  • use Boolean operators to refine your results:
    • Use Boolean operators to refine your results: " " to search for an exact phrase ;
    • NOT to exclude a term;
    • OR to add an alternative;
    • AND to combine several words and target further.

5. Contact selected candidates and identified talent

Has a candidate responded to your advert? If you authorise direct application via LinkedIn, all you have to do is reply to them and arrange an initial meeting.

Schedule this initial exchange, ideally via a video interview, to speed up the process.

And if you're more into proactive prospecting, there are several options open to you:

  • some members post their contact details (email, telephone) in the profile section or share their CV as downloadable content;
  • If the person is part of your network, send a private message directly;
  • If the person is not part of your network, send a personalised invitation explaining your approach;
  • if you have a paying account, contact them by InMail.

6. Broadcast advertisements

Traditional advertisements are attractive, but LinkedIn advertisements go further.

In addition to promoting your job offers via a daily budget, we advise you to try out Work With Us campaigns.

These ads are published automatically on the profiles of your employees or targeted opinion leaders. Selection is based on their functions and skills, to highlight your vacancies in a relevant way.

💡 According to LinkedIn, Work With Us campaigns generate a click-through rate 50 times higher than traditional adverts. When you're looking to recruit quickly and well, it's hard to ignore this lever. 🚀

7. Exploit the power of the network and recommendations

LinkedIn works above all through the network effect. That's why you need to activate it to your advantage.

How?

By encouraging your employees to share your job offers and HR content, so as to extend the reach of your messages.

Also encourage them to recommend qualified profiles directly. Reviews left on your managers or teams strengthen your credibility and nurture candidates' trust.

💡 And it's not just an impression: LinkedIn itself mentions that a retention rate of 45% after four years is observed for hires by recommendation, compared with 25% for hires via job boards. In other words, a good network is more likely to turn your recruitments into lasting relationships.

8. Use the right software

ATS (Applicant Tracking System) and recruitment software are invaluable tools for structuring your entire recruitment process.

They don't just centralise applications: they also allow you to publish your vacancies directly on LinkedIn and other channels such as Indeed or Google Jobs. The result: you save time, and your candidates benefit from a seamless experience.

Even better: many of these applications integrate with LinkedIn Recruiter. This gives you complete tracking of candidates, from distribution to application processing. All the data is brought together in a single interface, so your HR teams can work more efficiently.

🛠️ Examples of software:

  • Beehire is intuitive recruitment software that helps businesses work more efficiently, via 60+ features. With its Google Chrome extension, you can easily collect and centralise candidate profiles directly from LinkedIn into your Beehire account. You can also take advantage of multiple distribution channels, including professional social networks.

  • Beetween can help you with your LinkedIn sourcing. It couldn't be easier: thanks to its Chrome extension, you can source the best profiles from the social network and import them into your CV library in just one click. What's the best thing about Beetween? Its CV matching feature, which guarantees you a qualified CV library!

  • Nicoka ATS is a powerful, easy-to-use application management and tracking tool. It also includes a Chrome extension that works with or without a LinkedIn Recruiter account, and lets you import the profiles you consult on professional social networks into your CV library. This gives you a complete, up-to-date database.

  • Softgarden lets you multi-post your job offers in just a few clicks (LinkedIn, Indeed, Google Job, etc.). Also make it easy for candidates to apply directly via LinkedIn and automatically find all their information in the tool thanks to CV parsing.

💡Be aware that there are also platforms specialising in prospecting on LinkedIn, such as the ProspectIn extension. Use it to make automatic connection requests, send bulk personalised messages, follow up, or even export LinkedIn contacts in CSV format.

How to recruit on LinkedIn in brief

Recruiting on LinkedIn is no longer an option: it's a must if you want to attract and convince the best profiles. Between strategy, visibility, targeted advertising and specialised tools, there are many complementary levers to activate if you want to perform well on the platform.

But recruitment doesn't stop at approaching candidates. Talent retention, employee experience... and of course the growing use of AI in HR processes. Tomorrow's successful companies will be those capable of attracting, integrating and above all retaining their employees over the long term.