LinkedIn Recruiter is a powerful sourcing tool that allows recruiters to search LinkedIn’s database of over 722 million members. Using Boolean search operators in LinkedIn Recruiter can help recruiters narrow down their searches and find more targeted results.
What is Boolean Search?
Boolean search allows you to combine keywords with operators like AND, OR, NOT to further refine and focus your search. Here are some examples of Boolean search strings:
- “project manager” AND “software”
- “mechanical engineer” OR “manufacturing”
- “sales” NOT “retail”
By using these Boolean operators, you can include or exclude keywords to drill down your search results. This is extremely useful when sourcing candidates on LinkedIn Recruiter.
Why Use Boolean Search?
Here are some key benefits of using Boolean search in LinkedIn Recruiter:
- More targeted results – Combine keywords to focus in on the candidates you want
- Saves time – No more digging through irrelevant profiles
- Uncover “hidden” candidates – Find people who may not have optimized profiles
- Flexible searching – Craft searches using different keyword combos
Without Boolean operators, searches can return thousands of profiles that may not be an ideal fit. Boolean searching improves relevancy so you find the best people faster.
LinkedIn Recruiter Boolean Search Operators
Here are the main Boolean operators available in LinkedIn Recruiter:
- AND – Returns results that contain both keywords. Example: nurse AND “mental health”
- OR – Returns results that contain either keyword. Example: “product manager” OR “project manager”
- NOT – Filters out profiles containing a keyword. Example: engineer NOT “quality assurance”
- ” “
– Use quotes to search for exact phrases. Example: “supply chain analyst”
You can also use parentheses to group keywords and operators. For example: (engineer OR architect) AND California
Tips for Effective Boolean Searching
Here are some tips to use Boolean operators effectively in LinkedIn Recruiter:
- Start broad – Begin with a wide keyword like “project manager” before adding filters
- Know when to use quotes – Use quotes around job titles and other exact phrases
- Filter out noise – Use NOT to remove irrelevant results like students or interns
- Try different combos – Experiment with operators and keywords to refine your search
- Look for skills – Include important hard and soft skills like “SQL” or “team leadership”
Common Boolean Searches
Here are some examples of Boolean searches recruiters can use in LinkedIn Recruiter to find qualified candidates:
Search String | Candidates It May Find |
---|---|
“registered nurse” AND (ER OR ICU OR “emergency room”) | Nurses who work in emergency care settings |
(technician OR developer) AND “QA testing” | QA professionals with a tech background |
java AND engineer NOT intern | Experienced Java developers |
You can get creative and strategic with Boolean operators to uncover just the right people for a position.
Searching for Soft Skills
Hard skills like programming languages are easier to search for, but soft skills are just as important. Here are some examples of how to target soft skills in your Boolean searches:
- “project management” AND “cross-functional teams”
- manager AND “employee development”
- engineer AND “problem solving”
Look through profiles for how people describe their soft skills and strengths. Turn those keywords into search strings using AND/OR.
Location-Based Searching
Combining keywords and operators with location parameters can really help zero in on candidates. Here are some tips:
- Use quotes around city names – “San Francisco” or “New York City”
- State postal codes also work – CA or NY
- Country names can be used – USA or Canada
- Within X miles – “project manager” AND “Austin, TX” within 50 miles
Location filters combined with your other search criteria builds targeted, geographically-relevant candidate lists.
Using Other Filters
In addition to Boolean searching, LinkedIn Recruiter offers other filters to refine results like:
- Company – Search by current or past company names
- School – Find graduates from specific universities
- Title – Target specific roles like “Software Engineer”
- Industry – Focus on profiles in your industry vertical
- Function – Build lists by function like IT or Marketing
- Seniority – Search by job seniority like manager or director
Layer these additional filters on top of your Boolean search to drill down even further. For example: marketing manager AND social media AND “Austin, TX” who attended “UT Austin”.
Saving Common Searches
One of the best practices in LinkedIn Recruiter is to save common search strings you use regularly. This allows you to quickly re-run those searches for new prospects. Here’s how to save searches:
- After running a search, click “Save this search” on the filters panel
- Name the search something that will be easy to recognize later
- Choose the frequency for the search to re-run automatically
- Click the “Saved Searches” tab to view and manage all your saved searches
This saves so much time instead of re-typing the same Boolean searches repeatedly. You can save searches for specific roles, skills, companies, and locations.
Automating Searches with Search Alerts
Another way to automate your LinkedIn Recruiter searches is by setting up search alerts. Here are the steps:
- After running a search, click “Create search alert” next to the search box
- Give the alert a name that indicates the keywords/filters
- Select the frequency for receiving email notifications
- Click “Save” and you will start receiving updated results
Search alerts do the work for you, delivering the latest matching profiles direct to your inbox based on your saved Boolean search.
Boosting InMail Response Rates
Crafting targeted Boolean searches helps surface more qualified candidates. But recruiters still need compelling outreach to get responses and build their pipeline. Here are some tips for boosting InMail response rates when sourcing prospects on LinkedIn:
- Personalize each message with their name and why they’re a great fit
- Communicate the key details of the role and company culture
- Ask an open-ended question to get conversation flowing
- Highlight opportunities for career growth and learning
- Send messages individually vs bulk outreach
- Follow up once or twice if you don’t hear back
With strategic Boolean searching and one-to-one outreach, recruiters can build robust pipelines of qualified talent on LinkedIn.
Conclusion
Mastering Boolean search strategies is a fundamental recruiting skill for sourcing great candidates on LinkedIn. While it takes practice to craft effective Boolean searches, the investment pays off by finding better matches and saving time. Combine targeted searching with thoughtful outreach, and recruiters can create high-converting pipelines to meet their hiring goals.