An IT Job Recruiter Shares How He Uses LinkedIn for Recruiting

Job Recruiting With LinkedIn - Social MediaMy discussion with Dan Contreras, a ten year plus veteran IT job recruiter, continues in this post with a focus on LinkedIn. Dan answers a series of questions on how he conducts job recruiting with LinkedIn. Find out what recruiters look for when they review your LinkedIn profile and if LinkedIn is the correct place to post your virtual resume. Dan also provides a valuable hint on what you should not add to your LinkedIn profile; some forums are not meant to air all your laundry.

1. When did you start using LinkedIn as a technical recruiter for recruiting purposes?

I believe I created my profile in 2000, but I can’t remember exactly!

2. Has the value of LinkedIn changed over the years?

Yes, it’s been an excellent resource in expanding my overall network of professional recruiters and industry professionals.

3. How has the value changed and do you feel it is more valuable now than when you started using it?

The search capabilities have been refined and being able to leverage other Social Media sites like Twitter thru LinkedIn have been helpful too. Most technology minded candidates consider LinkedIn as THE place to go to set up a professional profile and start connecting.

4. If you use search, are there some general search terms utilized by all technical recruiters?

I think it depends on the business you are supporting and searching for. I think each recruiter typically creates their own search terms as it relates to the profiles, he/she are seeking.

5. What are you looking for in a LinkedIn profile?

A track record of success in a particular area, solid recommendations, longevity in a specific industry (i.e., manufacturing, supply chain, electronic consumer goods).

6. What should a candidate include in their profile?

Specific and accurate responsibilities they’ve held in certain positions and accurate dates of employment!

7. What should a candidate not include in their profile?

Negative comments about past employers.

8. How much detail would you and your colleagues prefer?

Stick the basics, if you can summarize what you did at your previous job in a few sentences that would be great. A recruiter can also dig deeper when talking to the candidate in a one on one phone call.

9. When reviewing profiles do you prefer reading a job summary in paragraph format or a simplified bullet-point approach?

I like both, no preference.

10. If you find a candidate from an offline source do you use LinkedIn to conduct background research on the candidate?


11. Should someone seeking employment or a new job opportunity have a LinkedIn profile?

Yes, it’s typically the first thing I ask of someone I’m in contact with.


Well it is pretty clear you should have a profile on LinkedIn if you are seeking employment or new job opportunities. It also is clear that seasoned job recruiters use LinkedIn to source and review candidates. What information you post about your professional life is analyzed so carefully construct a detailed and positive profile. DO NOT use LinkedIn as a place to comment negatively about your former boss or previous employers. In fact, do not be a negative Nancy at all on LinkedIn. Hope this helped and you get cracking on improving your online resume posted at LinkedIn.

You get more job recruiter insight by reading how Dan leverages Social Media when finding new talent.


Author: Garth O'Brien provides SEO, Social Media and Community Management consulting services. He can help boost the online presence of a small local business or global enterprise corporations in both Google and Bing.

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