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Ways to be found by recruiters on LinkedIn

Posted on 24 August 2022

Ways to be found by recruiters on LinkedIn

5-minute read

​Despite attempts from other social platforms to knock LinkedIn off the top spot, it still maintains its dominance as the ‘go to’ tool for many should you be searching for a new job. Every day millions flock to the platform to network, connect, hunt for jobs or click ‘not interested’ on inmails.

You might already consider yourself a bit of a specialist on LinkedIn, especially if you are already receiving a ton of inbound job opportunities. Even if this is you, this article will help you receive more relevant opportunities and for those that are struggling to be found by recruiters, we will give you a deeper insight into several ways in which you can utilise the platform for your own gain.

Having worked with the platform for many years, our searching capabilities as recruiters have evolved. Giving you insights into how we search, what we specifically look for and what we value the most will allow you to tailor your profile to be spotted quicker with more relevant opportunities.

As the largest professional social network, it is time you made it work for you.


Increase your immediate network

LinkedIn like any other social platform allows you to communicate with your immediate network. Add-ons such as LinkedIn Recruiter allow for more advanced searching (which we will cover next), but by and large, you are restricted to your 1st-degree feed and 2nd / 3rd-degree searches.

Meaning, that the smaller your network the smaller your reach and the lower your chances of being found by recruiters.

This doesn’t mean you need to connect with every single person that sends you a request, you can still be choosey, but growing your immediate network over time with relevant contacts and the odd recruiter here and there with a good reputation, will help you receive more relevant opportunities from your immediate network.

If a recruiter is searching without the additional LinkedIn tools (LinkedIn Recruiter for example), this will be the only way they can find you as anyone outside of your 3rd-degree network will not be shown in a search result.


Keyword searching

If the recruiter has been trained correctly, they should run a ‘keyword’ search and not a ‘job title’ search as job titles are somewhat arbitrary these days.

A keyword search is based on filtering profiles via keywords or phrases indicated as important to the hiring company and identified through the job description and initial intake call.

Yes, we know these can lead to some irrelevant messages landing in your inbox by some that cannot tell the difference between Java and JavaScript but making your profile more searchable via keywords related to your stack will help minimise the number of irrelevant opportunities you receive.

Good practice here is to review your LinkedIn profile every 6 months. During this period your job responsibilities changed as well as the technologies you are using/learning. If so, adjust your profile accordingly to make it more relevant to yourself today.

When considering the type of keywords, try and focus on the ones that are most important to your everyday job or those within the job you are trying to step into… for example, if you last used PHP 10 years ago, we would recommend removing it from your LinkedIn keywords as to not show up for PHP offerings.

If you are not sure what is relevant, review job descriptions and identify the keywords they have highlighted (usually in bold or in the mandatory section) and cross-reference them to your own skills. Have you gained them? If so, include them in your profile.

The sooner you step away from only including a job title in your profile, the greater chance you have of increasing relevant inbound opportunities as recruiters know for sure what you are working with and capable of.


Showcase yourself

The role of a recruiter is to explore beyond the keywords. They help reduce the talent pool to prospects, but to really hone in and understand who could be the best fit, the best will read your profile top to bottom and explore any accompanying links, websites, articles and recommendations along the way.

Knowing this, you can now view your LinkedIn instead of just a blank landing page but more of a calling card.

Let’s cover them individually to understand their importance:

External Links – These can be links to a YouTube channel, a blog, a presentation or anything else showcasing your work (GitHub and Dribble can also be LinkedIn to your LinkedIn). These links can be vital as they allow the recruiter to look beyond the written text and actually into your work, personality and ambition.

Personal Website – The same can be said for a personal website, this is where you can really show off who you are. Share more about your background and let the viewer know what you really want… this will help us as recruiters recognise if the opportunity is truly right for you before we even send a message.

Articles – For many years LinkedIn has allowed you to publish articles on their own website, so if you do not have a personal website or blog, you can still showcase your skills through LinkedIn articles which can be featured at the top of your profile.

Recommendations – These can be found at the bottom of your profile, and any well-connected recruiter who has been in the market for a while will start to spot and recognise names. The moment we see someone has a recommendation from a mutual connection or previous contact we are drawn in to learn more. Don’t forget to ask old and current colleagues if they can share some words about what it was like working with you.


Provide contact information

There is a strong chance you do not sit on LinkedIn all day. Providing an email/skype or telephone number in your ‘contact info’ section will allow recruiters to contact you outside of the platform.

However, be mindful if you are adding every recruiter into your network, the last thing you will want is unsolicited emails constantly.


There is a big difference between being found by a recruiter and being found by the right recruiter. Truly, the more information you provide us, the better we can judge before a message is sent if you are right for the opportunity or not. This will reduce the inbound opportunities but make those that do arrive in your inbox more relevant to your skills and wishes.

If you feel this should be read by someone else in your network, feel free to share it with them and let's collectively bring simplicity to the chaos of recruitment.

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