5 tips to recruit a tech profile via LinkedIn

You signed up for LinkedIn, but you don't know where to start? What are the best practices on this social network unlike any other?

You're in the right place! We tell you everything about the moves to adopt to make your LinkedIn account your best ally in finding your new data expert. If you want to know how to recruit in this sector, start your reading with our article that will give you all the basics of recruiting in tech.

Above all, LinkedIn is a social network that wants to be much more formal than the others. Never forget that LinkedIn has a professional purpose and that the way to use it is different from others such as Facebook, Twitter, Instagram, etc.

Why is recruiting in tech different?

You've already done a lot of recruiting on different profiles, but you can't manage to recruit in tech? That's not surprising! The process for hiring a code expert has its subtleties, and you can't improvise it.

Highly sought-after profiles

Tech profiles are highly sought after and in great demand by recruiters. They have rare skills, and the best ones are often hotly pursued. That said, don't lose hope: even though the process is different, that doesn't mean it's impossible — you just need to know a few tricks.

When you recruit someone, you need to know exactly the type of profile you're looking for. Each profile is different, but you can split them into two categories: those who attended a theoretical school and those whose school emphasized hands-on learning.

Specific technical skills

The language they know is a second source of selection. The person you hire needs to be comfortable with the language you use in your company, and that check goes through technical tests. These shouldn't be neglected, because they let you evaluate the quality of your future hire's code.

All of these specific things to know before launching into recruiting your next tech aren't complicated, but you have to think about them. The filtering work you do upfront will save time for you, just as for the candidates.

Tip 1: Fill out your profile

Our first tip to gain visibility on LinkedIn is to fill out your profile properly.

Contrary to what you may think, you won't be hounded by a horde of desperate techs because your profile is filled out. But above all, potential candidates will trust you much more. It shows them you're not a bot but a real flesh-and-blood person.

A photo

To fill out your profile properly, choose a profile photo that represents you. A professional photo, of course, but it doesn't have to be an ID photo. Smile!

A clear title

At a glance, the person who lands on your profile must understand what you do. For that, no secret: you need a clear title that leaves no doubt about the role you hold.

Work on your employer brand

Not only must your profile be filled out, but the company's profile too. A tech who applies to your company should be able to research the company and its values via LinkedIn to see if it's the right fit. In short, you need to work on your employer brand.

Tip 2: Be active on LinkedIn

In the same spirit, to attract candidates and make them want to join your company, you need to write posts that you enjoy! There are no preset rules, except the "1 post = 1 message = 1 audience" rule.

The hardest part is getting started — you'll learn by doing, and by analyzing what works and what doesn't. Always keep in mind that you should never force yourself or harm the company.

Talk about yourself

It's essential that you explain your role: the techs you're trying to reach often find your role somewhat obscure, because they don't know the field. Reassure them and make things understandable for them.

Establish a visual identity

By creating a visual identity, you'll reach an audience that will more easily remember you. If all your posts are built the same way, the reader can get to the point and quickly understand the message. You can also publish testimonials, which add weight to what you say.

Tip 3: Speak the same language

They work in tech and you in recruitment — it's normal that you don't know everything about their job, and they don't know everything about yours! The language used to talk plays a crucial role in how a message will be received.

The more the language fits the audience, the clearer and better-internalized the message will be. It's much more pleasant for a candidate to read a job offer when they don't have to Google every word.

This also goes hand in hand with building a tech culture so your employees feel fully integrated into the company culture.

Tip 4: Source intelligently

Evaluate your needs

Before sending messages every which way through LinkedIn's inbox, ask yourself the questions that count. As we mentioned above, there are many different tech profiles, but which one do you need? Once you've answered that question, you can use Boolean operators to contact the people who match the profile.

Focus on candidates

There are various reasons to be on LinkedIn, and not everyone created an account to look for work. Some are very happy at the company they're at and aren't looking to change. Make sure the messages you send are essentially aimed at those who are looking for a job, at the risk of receiving sometimes salty replies.

Tip 5: Use the job offer page

LinkedIn has a "Jobs" page. To post an offer on this page, you have to pay, but the price stays affordable. You can, if you prefer, post the offer on your account. The advantage of this solution: it's free!

Precise, detailed offer

All tech profiles are different, but you know which one fits you best. Say it! A precise offer will limit applications that don't match your needs.

Writing a clear posting lets you save precious time, since when selecting the profiles you'll test, you already have those that best match your search. If there are growth perspectives within your company, mention that too.

Use of keywords

Don't skimp on keywords, because that's what will help your offer surface in searches. Be careful, though — that doesn't mean you should make a list: attract candidates with the right arguments. It's all about balance!

Apply via LinkedIn

LinkedIn lets you allow candidates to apply directly on the platform. Some candidates will find this option attractive, especially if you limit the amount of information they need to fill in.

The Bluecoders Academy training programs

If this article interested you and you'd like to go further, it's possible! Bluecoders Academy offers various training programs on the following topics:

• understanding tech culture;
• how to source intelligently;
• negotiating and signing contracts;
• boosting your employer brand
• etc.

All the points needed to lead to success are covered by our training. Take your chance to become a tech recruiting ace in just five days.

We offer you the unique opportunity to share with peers to progress faster together and meet experts who are eager to share their experience. Profiles from all backgrounds come together to learn from each other.

They put it better than we do

"This course let me revisit the fundamentals of recruitment and deepen my skills in tech. I recommend this course to anyone recruiting tech profiles." Aurélie - HR Manager at Shappers.