How to Use LinkedIn to Find the Perfect CandidateLaura Kleffner

There’s no single "silver bullet" for physician recruitment. Every search is unique, and successful recruiters rely on a variety of tools to connect with the right candidates.

We've previously discussed recruiting at conferences and career fairs, but today, we’re focusing on social media—specifically, LinkedIn. With over 87% of recruiters using LinkedIn as part of their hiring process, it has become a powerful tool for physician recruitment.

If you’re not fully leveraging LinkedIn, you could be missing out on top candidates. Here’s how to maximize its potential.

How to Use LinkedIn to Find the Perfect Candidate

Here are some other ideas to get the most out of this useful social networking tool:

Expand Your Network:

Building a robust network is crucial. Connect with physicians you've successfully placed, as their endorsements can lead to valuable referrals. Engage with healthcare administrators, medical educators, and industry leaders to broaden your reach. Participate in LinkedIn Groups related to medical specialties and healthcare recruitment to stay informed and connected.

Polish your own page:

Your profile should reflect professionalism and credibility. Use a high-quality, professional photo. Craft a compelling headline that highlights your expertise in physician recruitment. Ensure your summary and experience sections are detailed, showcasing your successes and areas of specialization.

Get recruiting:

If you haven't tried it already, sign up for for LinkedIn Recruiter, the site's sourcing tool designed specifically for recruiters just like you. With Recruiter, you can create (and save) filtered searches that target exactly the kind of candidate you're looking for. You can also select a "top performer" from your contacts and the search engine will automatically find more candidates like the one you selected. (This is where having a large pool of good contacts comes in handy.) Recruiter will also notify you when your favorite candidates have updated their profiles.

Write an honest, informed InMail:

When reaching out to potential candidates:

Personalize Your Message: Reference specific details from the candidate's profile to show genuine interest.
Be Concise and Clear: Clearly state why you're reaching out and the opportunity available.
Encourage Further Discussion: Invite the candidate to discuss the opportunity in more detail at their convenience.

Personalized messages demonstrate respect for the candidate's time and increase the likelihood of a positive response.

Post a job:

In addition to active candidate searches, posting job opportunities can attract candidates who are passively exploring new roles. Ensure your job postings are detailed, highlighting key responsibilities, qualifications, and what sets your organization apart. Utilize LinkedIn's job posting features to reach a broader audience and showcase your organization's culture and values.

Utilize LinkedIn Analytics:

Monitor the performance of your posts and InMail messages using LinkedIn's analytics tools. Analyze which strategies yield the best results and refine your approach accordingly to enhance engagement and response rates.

By implementing these strategies, physician recruiters can effectively leverage LinkedIn to identify, engage, and secure top medical talent.

*Originally posted on 5/26/2020. Last updated on 1/27/2025.

Laura Kleffner is the VP of Marketing Operations at PracticeMatch.

She has been with PracticeMatch since 2014. Laura is responsible for the PracticeMatch marketing strategy to reach physicians as well as healthcare organizations with a need for physician recruitment resources.