500+ Connections on LinkedIn

Why Recruiters Should Have 500+ Connections on LinkedIn

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500+ connections on LinkedIn is a badge of honour for recruiters. I always wonder what’s going on when I see a recruiter’s profile and they have fewer than 500 connections, especially if they have been in recruitment for more than a year.

Think about it, a recruiter connects with their colleagues, potential candidates, and clients on Linkedin (as a bare minimum). They would only need to make 10 connections per week and they will hit 500+ connections within a year.

Networking is the lifeblood of recruitment and Linkedin connections are the byproduct of all our talent sourcing activities. We should be speaking to more than 10 new people per week, right? Especially when we’re first starting out.

What are the benefits of a larger Linkedin network?

Growing your LinkedIn network allows you to reach more people, and for more people to be able to reach you. So, even if you have a LinkedIn Recruiter licence, being well connected is still advantageous.

You can search LinkedIn for free. With a free LinkedIn account, you can search for people who are in your network. Your network is made up of your connections, their connections (your 2nd tier), and their connections (your 3rd tier). So it really helps to have connections who are relevant to the industry you recruit in and who are well networked themselves.

A larger network gives you credibility. If people can see that you have connections in common, they’re more likely to respond to your messages and connection requests.

The search technology for LinkedIn.com and LinkedIn Recruiter is not the same. If you ever feel like you’re looking at all the same profiles over on LinkedIn Recruiter, it’s helpful to have a sizable, and relevant, network to search through the main website.

It all comes back to networking. there’s no tool you can pay for that is as powerful as having a relevant network of contacts to draw on.

Don’t send 500 connection requests on your first day

This is an important point. LinkedIn monitors the behaviour of users in order to detect suspicious activity. As with most social networks, LinkedIn has its issues with spammers and scammers. A sure thing to land you in Linkedin jail is sending a lot of connection requests or messages from a new account.

If you’ve been on LinkedIn for a while, you have a couple of thousand connections, and you pay for an upgraded account, you can get away with more activity. Although more than 100 connections requests in a day will probably still get you cut off.

As a newbie to LinkedIn, you’ll want to take it easy. I’d recommend sending 20 or so targeted connections each workday.

How to start building your LinkedIn network

If you’re new to recruitment, you might not be out talking to candidates and clients just yet, but you can still get a headstart and set yourself up for success on LinkedIn. Start by getting your LinkedIn profile looking as good as possible, and then start connecting with your colleagues.

And I mean, ALL your colleagues. This might sound obvious, but it’s easy to miss this simple step. Start by visiting your company’s page on LinkedIn, click through to view all employees, and prioritise any 2nd-degree connections to send invites to first.

If you’re working in-house for a company, prioritise connecting with your colleagues in recruitment and those who work in the teams you’ll be hiring for.

Third-party recruiters (working for an agency, executive search firm, or RPO), you should start with your boss and teammates, and go from there.

If you work in a small company, you could also consider connecting with people you used to work or study with as well.

Download the LinkedIn mobile app, this will make it quick and easy to connect with anyone relevant that you meet while out and about.

Join groups on LinkedIn. This is also a valid way to grow your network. When you join a group, its members become a part of your searchable network.

LinkedIn groups don’t see much useful activity these days, and you might want to dive into your communications settings and turn off emails from groups, but they still have a place in your LinkedIn strategy to give your network a boost.

Establish good habits to grow your LinkedIn Connections to 500+

Gaining more connections is really about getting into good habits. As recruitment professionals, we talk to lots of new people all the time. We should be inviting those people to connect on LinkedIn.

Connect to your candidates and clients. It’s obvious advice, but it’s easy to miss people. Make sure you have Outlook and LinkedIn talking to each other if you use Outlook for your work emails. It will make it so much easier to hop straight to the right person on LinkedIn.

Regularly check out who has viewed your LinkedIn profile. Is there anyone there who looks relevant and you could send an invite to? Try adding a note to your invitation, to help prompt a conversation – “I noticed that you viewed my LinkedIn profile. I’d be happy to connect with you and don’t hesitate to get in touch if I can ever be of any help.”

Personalise your invites. My advice used to be that you should always personalise your invites. Not everyone logs into LinkedIn every day, especially if they’re not a recruiter. Thank them for their time on the phone or remind them which event you met at. I think this advice still holds up when you have already interacted with someone (even if only in a small way, like a person viewing your profile).

Or don’t. More recently, I’ve been having more success sending connection requests with no note when I want to connect to someone I don’t have any sort of real-life connection with yet.

Connect with me on Linkedin. Do feel free to send me an invite and let me know if you found this blog post helpful when you do.

Keep Going past 500+ Connection on LinkedIn

By the time you get to 500+ connections on LinkedIn, these habits should be well ingrained, but don’t let them fall by the wayside.

It might be time to review the groups you’re a member of – are they still relevant?

If you haven’t already, start expanding your connecting activity to the sort of people you would like as clients and/or candidates.

Target companies going through change, target the skills your clients are always looking for, and prioritise sending invitations to your 2nd-degree connections to maximise your success.

If you’re interested in getting the most out of LinkedIn, check out my LinkedIn Sourcing Strategies course over at Recruiting Gym.

Also from Recruiting Gym, I’ll be hosting LinkedIn Update week, from 21st – 25th March 2022, on the Daily Workout. You can access the Daily Workout for FREE via Crowdcast.

Photo by Anna Shvets on Pexels.com

What does X-ray Search Mean?

What is the meaning of X-Ray Search?

By | Search Engines, Sourcing Tools | No Comments

X-ray search should be a key part of any recruiter’s talent sourcing tool kit. But what does it mean?

X-ray search is one of the things I’m asked to explain most often. Many experienced recruiters don’t know what it means, or why you might use it. That’s OK, I’m here to help.

It’s one of those terms that gets thrown around, along with search strings and boolean, to mean “complicated stuff you do on Google”. But all these terms do actually mean something, and they’re not that complicated either.

A search string is whatever you’ve typed into Google (or whatever database you are searching). Even if it’s just one or two words, that’s your search string.

Boolean is a type of mathematical logic. All databases use Boolean logic to return results for the search strings you enter. Boolean pretty much covers using the concepts AND, OR and NOT in your search strings.

X-Ray Search gives you a way to find pages from just one website

An X-Ray search, sometimes called a site search, is a technique you can use on search engines, like Google and Bing.

If I type the search string site:sourcinghat.co.uk into Google, it will show me all the pages from this website that Google has indexed and has stored in its database.

X-Raying is really simple but don’t be fooled – it’s a ridiculously useful search technique that I use all the time.

5 essential X-Ray Searches

Search sites with lots of user profiles
X-Raying LinkedIn is an important skill for all recruiters and sourcers but you can X-Ray search lots of websites that have user profiles, like About.me, Branded.me, Github, Goldenline, Stackoverflow, Viadeo, or Xing.

Search industry news websites
Industry news sites can be a great source of names. Don’t forget associations and events too. Some of these searches can be useful when teamed up with Google Alerts.

Search company websites
If you have a list of target companies, why not run a quick X-Ray search on their websites? Look for job titles, contact details or news.

Search for personal webpages
Did you know that you can also do an X-ray search on a top-level domain? Lots of people use .me domain names for their personal websites. Try searching something like site:me “download my cv”, add some of your own keywords, and see what you can find.

Take certain websites out of your search results
I use this a lot when cross-referencing a person I originally found on LinkedIn. Sometimes LinkedIn is all over the search results I get on Google. To take them out, and see what else is out there, we can use the minus sign with the site operator like this:

I think you’ll agree, the X-ray search meaning is simpler than you expected.

If you’d like to learn more about X-ray search, or other sourcing techniques, please get in touch with me.

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#MeetYourRecruiter Week – A LinkedIn Posting Challenge for Recruiters, 9-13 August 2021.

By | LinkedIn, Social Media | No Comments

#MeetYourRecruiter is a LinkedIn Posting Challenge for recruiters.

Posting on LinkedIn is a great habit to get into, it can greatly increase your visibility. #MeetYourRecruiter is here to help get you into the habit of posting regularly.

Research suggests we should aim to post 2-3 times per week and no more than 30 times per month, but it’s not always easy to know what to post about. #MeetYourRecruiter gives you a prompt for each day of the week to help get you posting.

It’s an opportunity for you and your LinkedIn network to get to know each other better. Get as creative as you’d like; share pictures, videos, documents, and/or text posts. Remember to use the hashtag #MeetYourRecruiter so others can like, comment and share. I’ll be looking out for your posts and taking part myself all week.

It’s a pretty laid back challenge, take part for as many, or as few, days as you’d like.

The Prompts

These prompts are for inspiration. I’ve shared some of my ideas about what you might choose to post, but if the word speaks to you in a different way – go for it! The prompts are deliberately a bit vague so that you can interpret them in many different ways. Have fun with it, and be yourself!

9th. You – Introduce yourself! Think of this prompt as an elevator pitch. When someone asks you what you do, what do you say? This is an opportunity to reintroduce yourself to your network and remind them why you’re connected. You could share a selfie, an intro video, or tell your network where else they can find you online.

10th. Desk – There are a lot of ways to interpret this. You could share your workspace, are you tidy or cluttered, working at a desk or a kitchen table, sitting down or standing up? Of course, there are many recruiters who talk about their desks in the context of their industry or niche. It’s up to you how you interpret these prompts.

11th. Culture – Does your company have a list of values or a mission statement? If so, which parts resonate most with you? How does your culture impact the work you do? You don’t have to talk about company culture, the word has a lot of wider meaning too.

12th. Celebrate – How do you celebrate your wins? Bang a gong, eat some cake, pop champagne, wear a silly hat? Also, what do you celebrate? Placements, interviews, new clients, milestones, anniversaries, failures?

13th. Luck – Do you believe in Luck? Does it play a role in your success? Are you superstitious about doing certain things when a candidate has an interview? Do you send positive vibes or wear lucky socks?

Weekend (optional). Follow – If you fancy continuing the challenge over the weekend, tell your network whom to follow. Is there a better place to follow you online, are you more active on Twitter or Instagram? Should your network connect with some of your colleagues too? Is there someone job seekers or hiring managers could learn from? This prompt is all about shout-outs.

Need more inspiration?

I’m hosting the challenge in partnership with Recruiting Gym. I’ll be on the Gym’s Daily Workout via Crowdcast every morning on the week of the challenge to provide suggestions and inspiration for anyone who’s not sure what to post.

Before the challenge

Posting on LinkedIn can greatly increase your visibility. So, before the #MeetYourRecruiter challenge gets underway, make a note of how many people recently viewed your profile. You can find this on the top left of the Linkedin homepage.

If you pay for LinkedIn, you’ll be able to see a graph of your profile views for the past 3 months. I suggest taking a quick screenshot and saving it for reference.

Also, make sure you follow the hashtag before the event starts so that I can see your contributions, and you can interact with other participants.

I can’t wait to see what you come up with for the first #MeetYourRecruiter week! If you have any questions, please leave a comment.

Google Search Tools – A menu you might not even know is there

By | Search Engines, Sourcing Tools | No Comments

Sourcing Hat now has a YouTube channel. This is the first video in my Google Search Tips for Recruiters series.

Here we look at Google’s search tools. It’s essential to know about the Tools menu if you regularly source on Google.

Google’s Tools menu can help you filter your results by location, age/time, as well as get a more accurate interpretation of your search string.


We covered Google search by country or region, filtering our results by date, and using Google’s verbatim option to give us better results for our complex search queries.

Please subscribe to Sourcing Hat on YouTube. Remember to click the bell icon to be notified whenever there’s a new video.

If you have a Google search tip you’d like to share, please put it in the comments. The same goes if you have a question, pop it in the comments below and I’ll do my very best to find an answer.

If I can help you or your team develop your sourcing skills via online mentoring, please do get in touch.

LinkedIn Profile Tips for Recruiters – Do your own audit NOW!

By | LinkedIn, Messaging & Engagement, Social Media | No Comments

Sourcing Hat now has a YouTube channel! In my first video I look at the key elements of a recruiter’s LinkedIn profile.

Your LinkedIn profile is so important. For most of us, it’s the top result on Google for our names. If you’re messaging people, or leaving voicemails, whether it’s a candidate or a potential client, they’re probably going to check you out online before deciding whether to reply.

Is your LinkedIn profile working for you? Find out how it can work harder with my top tips in this video.

I covered these key elements

  1. Images (both profile picture and header image)
  2. Add the pronunciation of your name
  3. I your headline helpful and informative?
  4. Do you have 500+ connections yet?
  5. Have you got links in your ‘Contact Info’ section?
  6. Does your ‘About’ section encourage people to ‘see more’?
  7. Are you using the ‘Featured’ feature?
  8. Is your work history complete?
  9. Are you using Rich Media content in your ‘About’ section and ‘Experience’?
  10. Do your ‘Skills & Endorsements’ represent you accurately?
  11. Do you have a recent recommendation?
  12. Do your ‘Interests’ make sense?

Subscribe to the Sourcing Hat YouTube channel for regular updates. Don’t forget to click the bell icon to get notified when there’s a new video.

If you found this useful, please feel free to connect with me on LinkedIn.

If you’d like me to conduct a LinkedIn profile audit for you, please get in touch.

Mobile phone with social media app icons

How To Send A Voice Message On LinkedIn

By | LinkedIn | No Comments

Alternative messaging techniques came up earlier this month when I was running a session with Alex Moyle for The Recruiting Gym. I realised that not everyone knew sending a voice message was an option on LinkedIn.

This can be useful when you’re out and about – it’s so much easier to record a quick soundbite than spend ages typing a long message.

It’s also a great way to get someone’s attention with something unexpected! Half the battle for us as recruiters is standing out from the crowd.

You will need to be using the LinkedIn mobile app to send a voice message.

Simply open up the app and tap on the Messenger icon at the bottom of the screen.

LinkedIn mobile app home screen

Find a connection that you want to contact and hold down the microphone icon.LinkedIn mobile app messaging screen

Hold down the microphone icon and talk normally, let go when you’re done.

That’s it! You’ve sent a voice message.

LinkedIn mobile app - sent audio messageIt works the same way as on Whatsapp and Facebook Messenger so this should feel pretty familiar to most smart-phone users.

Here’s some more detail about voice messages directly from the folks at LinkedIn.

Why don’t you try sending a voice message now? Perhaps there’s a candidate who’s gone quiet on you, or a hiring manager you’d love a quick update from.

Let me know how you get on in the comments.

Photo by Tracy Le Blanc from Pexels.

#AirSourceShow Podcast – with Iker Jusue – April 2019

By | AirSource | No Comments

The AirSource podcast returns with Katharine Robinson and, new co-host, Mark Lundgren. Tune in for an update from our hosts and an interview with Iker Jusue, the newest SourceCon GrandMaster Sourcer.

Show Notes

Connect with our new host, Mark Lundgren on LinkedIn and find his Sourcing Challenge show on YouTube, the Sourcing Challenge website, or as a Podcast.

To be one of the first to benefit from Mark & Aaron’s Sourcing Challenge Training, check out the site here.

Katharine is now a Sourcing Coach in The Recruiting Gym. The gym is aimed primarily at agency recruiters, but open to all. You can join the gym on a 7 day free trial here.

You can still get a ticket to SourceCon Amsterdam, listen to the end of this episode for details of a discount code.

Find and follow our guest, Iker Jusue on LinkedIn and Twitter.

AirSource Podcast Header

Launching the AirSource Podcast

By | AirSource | No Comments

Every month Katharine from Sourcing Hat and Andy from Aspen In-house will be bringing you soundbites from the world of sourcing in the form of the AirSource podcast.

Look for new episodes on the second Thursday of every month. The next episode will be ready to download on 13th April.

Why should you listen?

Well, that’s simple. It’s not like it was 10 years ago – we can’t count the number of sourcers we know on our fingers anymore! There are so many talented sourcers out there and we want to chat to them. We don’t want to keep those chats a secret either. We want to share them with you on the AirSource Podcast. We’re all better at what we do when we’re connected.

So far, in episode one, we spoke to Irina Shamaeva about her new search tool, SocialList. In episode 2 we heard from Jim Stroud about Jobs on Facebook and Jeremy Roberts about the rise of AI in recruiting.

How can you get involved?

If you have a fascinating sourcing story to tell, we want you to be a guest on the show. Get in touch and we can see about getting you on air.

We also want to partner with a few select suppliers that have brilliant tools – if you think you could be one of them, let us know.

How can you listen to the AirSource Podcast?

There is a feed on the AirSource website where you can find all our podcast episodes. You can subscribe to the podcast using iTunes or SoundCloud. This makes it super easy to get new content on your mobile. You can find us on Twitter and Facebook too.

Wait, there’s more…

In addition, on Thursday 11th May AirSource will bring you a full 12 hours of audio content in a live radio show! There will be interviews, music, live sourcing, and lots of opportunities to interact. Keep your ears open for more info…

spinning top

Are You Incepting Desirable Talent Ready For January?

By | Hat Tricks | No Comments

Is anyone actually looking for a new job right now, in December? Yes, of course.

But there are also a lot of people that are putting it off and people who haven’t even thought about it yet.

It’s easy to get caught up in the holiday season. Things are winding down now. Secret Santa names are being pulled out of hats (virtual hats, there are apps for Secret Santa now). Outfits are being bought for parties. Christmas cards are being written or worried about. It’s easy to forget that work might no longer be 100% satisfying.

After the second day of cold turkey sandwiches though… that’s when it’ll set in. 12 more months stretching ahead. Do you really want to spend it doing that? Doing it for that business? Doing it with those people? Doing it in that city?

You might make a New Year’s Resolution to find a new job. Perhaps have a poke around on LinkedIn to see if anyone you like is hiring. Maybe Google for some opportunities a little closer to home.

But wait… didn’t someone message you a few weeks ago. Where’s that email?

But wait… didn’t a recruiter follow me on Twitter a few weeks ago? Let me go back through my notifications.

But wait… didn’t I get a LinkedIn connection request from someone at That Company before we broke up for the holidays?

It’s worth leaving messages and breadcrumb trails during December (and all year round). You never know who might remember you when the time is right.

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Changes To LinkedIn Will Affect How You Recruit And Source

By | LinkedIn, Social Media | One Comment

LinkedIn are making big changes that will affect just about every aspect of using the site.

LinkedIn says that they want the interface to be consistent between desktop and mobile. From what I can piece together, this means the interface is getting stripped back and we will lose a lot of useful features.

I do not have the new interface yet, so here is everything I have been able to find out about the changes, brought together in one post…


All profile pictures will become circular. That might mean you have to change it, especially if you have a border on your current pic.

The Summary section will be elevated to the box at the top of your profile. This means that only the first couple of lines will be immediately visible without clicking a see more… link. It is worth thinking about writing a new elevator pitch that fits in around 200 characters.

Rich content is set to disappear. This means that if you share presentations, videos or photos on your profile under your summary or job roles, those will disappear. This is a great shame as that was a great way to make your profile stickier. It’s also quite a surprise, as LinkedIn owns SlideShare. Who knows, maybe there is some other SlideShare integration coming later down the line.

You will no longer be able to edit the way your company name is displayed. This was a very useful feature for those in large companies, allowing them to be specific about which part of the business they were in. This could prove a problem for those working in RPO teams, as you will no longer be able to list your client’s name in this field.

You will no longer be able to choose the order in which your experience is displayed. The role you started most recently will automatically appear at the top of the list. This could be a problem for people with multiple current roles, such as myself.

Recommendations now have their own section. What I have heard about recommendations make the feature sound very buggy so we don’t really know how recommendations will work going forward.

Company / Career Pages

Changes to company pages have been out for a while so we know a little more about how they will look and function. Some larger businesses already have the new look company pages – take a look at LinkedIn’s own page to see what changes you can expect.

Features like Company Photos and Employee Insights (LinkedIn posts from employees) will make company culture more visible and open by default.

It looks like we will see vast improvements to the analytics available for company pages too. I do not know if you will need to be corporate customer to access them – I certainly expect so.

One thing that I will miss is being able to see the breakdown of 1st, 2nd & 3 degree connections you have at any given company. While you can see how many 1st degree connections you have within a business, there will no longer be an easy way to see your 2nd degree connections. This was always a useful way to look for prospective new connections.


LinkedIn has already made significant steps to transform your LinkedIn inbox into something that more closely resembles an Instant Messenger (IM) platform. You should expect this to continue.

The new chat interface will be available no matter where you are on the site, making it much quicker and easier to start chatting with someone. It will even make smart suggestions of people for you to contact. For example, if you’re on a company page, it will show you who you are connected to at that company.

Microsoft’s acquisition of LinkedIn makes it possible that we will one day see integration with Skype. We can already IM our connections, imagine being able to call them directly within LinkedIn… Brilliant!

LinkedIn messages on mobile will even integrate with automation services like Siri (on your iPhone), so you can instruct your phone to message someone via LinkedIn.

Like Facebook, we should soon expect to see the addition of chatbots to LinkedIn messaging as well. These could help us with simple tasks like finding a good time to meet with one of our connections.

LinkedIn Salary

This is a new feature, launched last week in the US, Canada and the UK. LinkedIn is essentially attempting to complete a giant salary survey. You can visit linkedin.com/salary to search for your job title in your location and compare your salary/package with others in the same area.

The feature doesn’t seem all that intelligent right now as everything seems to be based purely on job title, but it is certainly an ambitious feature with the potential to get smarter.

As a recruitment platform, LinkedIn has always been lacking in this sort of information. There isn’t a job board out there that wouldn’t ask its users for the kind of salary they were expecting. Hopefully this is a move in the right direction from LinkedIn. Now we only need them to ask people where they want to work…


The changes to search are worrying. Anyone using non-standard wording on their profiles could be excluded from our search results. I think it will lead to a lot of recruiters finding the same profiles. Some in-demand, and already jaded, users of LinkedIn could find themselves on the receiving end of even more InMails spam.

I don’t think it would be going too far to say that LinkedIn no longer supports Boolean search. For a breakdown of search changes and issues for all the different levels of LinkedIn user, read on. ..

Search – Basic (free)

Advanced search is gone. There will no longer be an option to choose the detailed Advanced Search panel rather than using the large search box at the top of the page on LinkedIn.com.

Once you run your search you will get filters to narrow down the results. These filters will be made up of Relationship (1st, 2nd or 3rd degree connections), Location, Current Company, Past Company (limited to the top 5), Industries, Profile language, Non profit interests and School.The filters will no longer break down the number of profiles for each option. So you won’t know how many there are until you use the filter.

Post code searching will no longer be possible. You will still be able to search by location but this will seriously limit your results if you do not anticipate all the relevant location names. Anyone choosing to display a small village or a borough of a large city as their location could be missed.

All your search terms will be treated as general keywords. If you search for a job title like Project Manager you will no longer be able to specify whether that appears in the title field, let alone whether it is related to a current job title. People that did one role as a project manager, 20 years ago, will come up in your results.

If someone outside of your network comes up in our search results, you will not be able to see any information about them at all. This will make it impossible to cross reference their headline with Google and work out who they are. This will be a hit for people with smaller networks. Do feel free to send me an invitation to connect if you’re in recruitment and want to widen your network.

Saved searches will go for basic users. I am still receiving search alerts for my saved searches, so I am guessing that this change will take effect once you have the new interface. Either that or it’s an oversight from the LinkedIn design team.

There will be 20 search results page rather than the current 10.

Search – Premium Accounts (Paid)

Those on a Job Seeker or Business levels of paid Premium accounts will be using this new LinkedIn.com interface so I can only assume that some of the benefits will get stripped out. If you are paying for these options, have a solid network, and do not use the InMails, it would be worth thinking about whether or not this is really good value for money.

Search – LinkedIn Recruiter & Sales Navigator (Paid)

Sales Navigator and Recruiter users have a different interface for LinkedIn. These packages will keep their version of Advanced Search. Although, following the fairly recent changes to this interface, searching does not behave in a very predictable or intuitive way. It is not always clear how or where to enter Boolean or if it is working in the way you would expect.

Some users on the Recruiter Lite licence are seeing messages from LinkedIn that state “There are several search tools within recruiter Lite to help you quickly find the right talent for your role without having to rely on more advanced search functionality such as Boolean search. To access Boolean and other advanced search features, please upgrade to Recruiter.” Thanks to Irina Shamaeva for sharing this.

This means we are relying on LinkedIn to interpret our keywords. Notions of Maximum Inclusion are now in the hands of an unknown algorithm.

Can we use Boolean without paying for Recruiter?

Well, as always, we can still X-ray search LinkedIn.

LinkedIn have tried to stop us looking at too many profiles via search engine links, but I am yet to find a profile that way that I was unable to view.

If you’re not confident writing X-ray search strings, we have some Custom Search Engine (CSE) tools that you will like. Find them in our Free tools section here on the Sourcing Hat website. We have tools for finding UK profiles and profiles across Europe. We can also make more tools – if you ask us nicely.

CSEs are a great way to get around some of Google’s search length limitations (currently at 32 terms). So, even if you are a confident X-ray searcher, it is worth learning about CSEs.

In Summary

Phew! What a lot of changes. I don’t think I have ever seen such dramatic changes to the site all at once since I started using it nearly 9 years ago.

It feels to me like LinkedIn is finally admitting that it’s primary function (or at least it’s main income stream) is as a recruitment tool. They’re asking people about their salaries, giving people the opportunity to let recruiters know if they are open to opportunities, and they are finally going to give us better ATS integration (with ADP, Avature, Jazz, Kenexa, Lever, Lumesse, SmartRecruiters and Workable for now).

A big thank you needs to go out to Mark Williams (aka Mr LinkedIn), Irina Shamaeva and the folks at Social Talent for their fantastic coverage of these changes. It’s worth your time to follow all those links for more in depth analysis.

What impact do you think these changes will have on your team?

Featured image credit.