Recruiters can be a phenomenal asset in the job search. Traditionally, candidates take a passive role when communicating with recruiters – many rely on a strong LinkedIn page to attract headhunters. Executive recruiters and headhunters frequently use LinkedIn to source candidates, so this approach can and does lead to success, especially if your page is packed with key terms and buzzwords related to your desired position.
However, this may not be the most effective way to leverage the connections that a recruiter brings to the table. Instead of passively waiting for an opportunity to arrive in their inbox, the best candidates take initiative to identify and contact key hiring stakeholders.
In order to know how to effectively recruit recruiters, it’s first important to identify which recruiters will be helpful for your goals. Candidates who have a specific industry in mind may benefit from contacting a third-party recruiting firm. A quick online search will uncover firms that specialize in your area of expertise, many of which provide an option to upload a resume directly. These industry-specific recruiters can introduce you to various companies.
Candidates who are targeting certain companies and positions may be better off reaching out directly to internal talent acquisition specialists who can refer them to the appropriate hiring manager. This approach requires some detective work, but it can generate great results. To identify these professionals, go to the company’s LinkedIn page and select “People.” Depending on the size of the company, you may also have the option to filter your results by location. If geo-filtering is an option, select your location or your desired location. From there, you can search for key titles like “Recruiter,” “Talent Acquisition Specialist,” and “HR Manager” to locate current employees. Analyze the results to find the most promising lead.
Candidates with LinkedIn Premium may have the option to send an introductory InMail, but don’t fret if you’re using the free version. You can still message recruiters using the connection request form. From there, you’ll have 300 characters to make an impression. This message doesn’t need to be excessively detailed – after all, we want to entice them to learn more about your experience.
When communicating with recruiters, it’s important to manage one’s expectations. You will not get a response from every connection; in fact, it may take dozens of messages to get a bite – but one bite is all it takes.