How to Find Applicants on Linkedin

How to Find Applicants on LinkedIn: What Worked for Me (and What Totally Didn’t)

You know that feeling when you’re staring at an empty job post draft on LinkedIn and thinking, How do I even begin to find the right person for this role? Yeah been there. I’ve spent countless hours tweaking job listings, scouring LinkedIn profiles, and testing out every sourcing feature LinkedIn has to offer.

And honestly? Some of it worked. Some of it… not so much. So if you’re trying to figure out how to find applicants on LinkedIn, let me walk you through what I’ve learned step by step, the human way, not the robotic, "corporate speak" way.

🧭 So, Where Do You Start When Looking for Applicants?

Okay, let’s get the basics out of the way: LinkedIn has over 1 billion users globally, and more than 65 million of them are decision-makers. Sounds like a goldmine, right? But that also means a whole lot of noise.

Here’s how I get clear before even opening LinkedIn:

• ✅ Define the role clearly – Not just the job title. I ask myself: What kind of person would thrive in this role? What soft skills matter just as much as the resume keywords?

• ✅ Create a candidate persona – This sounds fancy, but it's basically a short description of who I'm looking for: their likely job title, industry, years of experience, and even the vibe I’m hoping for (laid-back vs. corporate polish, etc.).

Trust me, this little mental prep saves a ton of time later.

🔍 How I Actually Search for Applicants on LinkedIn

This is where things get real. There are two main ways I approach this: active sourcing and posting the job to attract inbound candidates. I usually do both because why not?

1. Using LinkedIn Search Like a Pro (or at Least Trying To)

I used to just type in job titles and scroll for hours. Then I learned to use LinkedIn’s Boolean search (🤯 total game changer). Here’s how I do it:

Example search:

"Marketing Manager" AND ("Email Marketing" OR "CRM") AND "Los Angeles" NOT "Intern"

What I’ve learned:

• Quotes = exact match

• AND/OR/NOT = helps narrow or widen the pool

• I always try filtering by “Open to Work” if I’m in a hurry

👉 Mini fail moment: Once, I forgot to use NOT “intern” and ended up reaching out to 7 students for a senior role. Oops.

2. Posting a Job (but Doing It Right)

So many people just slap up a job post and wait. But LinkedIn doesn’t reward passive posts. You’ve got to optimize it for both humans and the algorithm.

Here’s my checklist:

• Use keywords people actually search for (I even peek at competitors' listings for ideas)

• Add a human touch – I include a short paragraph at the top saying something like, “Hey, we’re looking for someone who’s not just qualified but genuinely curious and creative.”

• List salary if possible – Transparency boosts views and trust (plus, it cuts down on mismatched applicants)

And yes, boosting the post (a.k.a. paying) does help, especially if you’re hiring in a competitive niche.

🤝 Reaching Out: What I Say in LinkedIn Messages

Okay, this part used to stress me out.

I didn’t want to sound like a bot. But I didn’t want to be too casual either. Here’s the short message template that’s worked best for me:

Hi [Name],
I came across your profile while searching for someone with [specific skill or role], and I really liked your experience at [Company].
We’re hiring a [Job Title] at [Your Company], and I think you might be a great fit. Would you be open to chatting?
[Your Name]

✨ Why it works: It’s short, specific, and human. Nobody wants a three-paragraph essay from a stranger.

📌 Pro tip: I always personalize at least one line. Even just a “Congrats on your recent role!” can make a huge difference.

🧠 What Surprised Me About Finding Applicants on LinkedIn

Honestly? I thought LinkedIn would just magically work because it’s, well… LinkedIn. But here’s what surprised me:

• The best candidates weren’t always looking.
  Many of my best hires came from people who weren’t actively job-hunting just open to a conversation.

• Posting and ghosting doesn’t cut it.
  The job market is noisy. If I don’t engage with people who like or comment on my job post, I lose them fast.

• Time zones matter.
  I once sent 20 messages at midnight Pacific Time… to candidates in Singapore. Not my proudest sourcing moment 😂

🛠️ Extra Tools I Use Alongside LinkedIn

Sometimes I need more than just LinkedIn’s native features. Here are a few add-ons that have helped:

• 🔍 LinkedIn Recruiter Lite – Expensive, yes. But great for saving searches and sending InMails

• 🧲 Lusha or ContactOut – For getting emails (if I want to follow up outside LinkedIn)

• 📅 Calendly – Makes scheduling interviews smoother than endless back-and-forth messages

These aren't essential, but they’ve definitely made my life easier.

📝 My Takeaway: Patience + Personalization Win

If there's one thing I've learned, it's this:

Finding great applicants on LinkedIn is part search, part strategy, and part showing up like a real human being.

Yes, the tools matter. Yes, the algorithm helps. But ultimately? The people who respond are the ones who feel like you see them as people, not resumes.

So keep experimenting. Keep refining. And don’t be afraid to sound like you in your messages and posts.

💬 Final Thoughts (Like We’re Chatting Over Coffee)

If you’re struggling to find the right applicants on LinkedIn, just know you’re not alone. It’s part art, part science, and part timing.

Start small. Try searching with better filters. Rewrite your job post with a little more personality. Send that first DM.

I promise, the right person is out there and with the right approach, LinkedIn can absolutely help you find them.

☕ If we were having coffee, I’d just tell you: “Trust your gut, be kind in your outreach, and follow up. People remember that.”

🔁 Call-to-Action

Try revamping your next job post with one new thing from this article maybe a better Boolean search or a personalized message. You might be surprised who shows up in your inbox.