Hiring Via LinkedIn Pro Finder

If you are looking for work or looking to hire the right person for the job, you won’t find them on Instagram, Twitter, or the still-king of social, Facebook. You’ll find them on LinkedIn.

At the same time, LinkedIn is expanding its capabilities and slowly venturing into sharing some parts of the tremendous amount of data it collects including Website Demographics, companies are moving toward hiring more remote workers or freelancers to fulfill specific short term or even long term needs. A small business may need a graphic designer or content writer short term or even part time, but might not have the budget to hire an employee to fill that role.

Enter LinkedIn Profinder. This is a LinkedIn service that connects companies with freelancers of various types by region. Of course, all the Pros who can bid on the jobs must have a business level membership which comes at a cost of $59.99 monthly.

This alone filters out some of the poor candidates that populate other job boards. But hiring help or finding work as a freelancer through job boards has always been hit or miss. Clients typically have low budgets and no desire to pay working wages for work they can outsource to India, and the freelancers who frequent job boards are often inexperienced or unprofessional and can’t be counted on.

So can you find and hire good talent through LinkedIn Profinder? The answer is yes, but there are some things you should know first and guidelines you need to follow.

Evaluate Candidates

You wouldn’t hire an employee based on a computer telling you they were a good fit, and you should not hire freelancers that way either.

In theory, LinkedIn vets candidates based on some simple profile criteria before they can be added to Profinder.

  • A Profile Photo
  • A Background Photo
  • LinkedIn Pulse Articles that are Relevant
  • Recommendations
  • Relevant Experience
While this is a good start, it merely tells you if the candidate is a real person. The fact that they are paying for a LinkedIn membership also tells you they take their freelance work seriously.

However, you should not stop there. Take the time to look at some other really important data that is usually available right there in LinkedIn.

The Candidate’s Profile Description: What is their current job title? What keywords are in that description that relate to what you are hiring them for. For instance, you want to look for “freelance writer” or “graphic designer” rather than “desk clerk” or “barista.” The description should be for the job they want, not the day job they have even if they are only freelancing part time.

The Candidate’s Website: Don’t have one or a website is not listed? You may want to pass. Usually writers, graphic designers, and other freelance professionals have portfolios or links on their website, and you can learn many things about them by how the site looks and what is says. Is the domain name relevant? If they are a blogger, do they have a blog? All these things tell you a lot about their commitment to their career and the freelance business they are working toward.

The Candidate’s Email Address: Okay, if they have a professional website, do they have a domain mail address? (i.e. tcook@apple.com) If not, what does their email address say about them. Llamalover27@gmail.com might have been okay in high school, but for a career minded individual, they need to have something better. With free email addresses these days, there is no excuse for having a poor one.

The Candidate’s Experience/Recommendations: Does the candidate actually have experience doing what you want them to do? A newbie can be cheaper at the outset, but more expensive in the long run. Look at what they might have done for day jobs as well: what is listed in their profile? Are their recommendations and endorsements related to what you want to hire them for?

These are some surface checks that will get you a little bit of information, but this is like a job application. It is the start of the HR process, not the ending.

Interview Candidates

There are many ways to hire candidates from a distance, and although LinkedIn limits Profinder connections regionally, your ideal freelancer may live four to five hours away. It doesn’t matter. Set up Skype interviews, phone interviews, or even email interviews. Ask questions. Expect answers.

This process does not have to be as extensive as employee hiring. The freelancer does a job for you, but does not need to fit company culture, like the same movies as the rest of your staff, or play kickball with your company team.

These interviews can be short, but expectations need to be evaluated on both sides: not every freelancer is for you, and you are not for every freelancer. Just like you don’t accept every friend request on Facebook or even LinkedIn connection, you don’t need to accept a candidate right away.

Most Pros in Profinder will offer a free 15-minute consultation as part of their bid. Take advantage of it, and do at least a short interview.

Do a Small Project First

If you don’t know a freelancer yet, you might not like their style or what they do no matter how much research you may have done. So don’t dump a huge, important project on them first thing. Start small first. This lets you know if you like their style, if they are prompt, and if they communicate well the way you need them to. If they don’t, you can do one project with them and then move on to another candidate.

The same may be true on the other side. You may not be a good fit for the freelancer and their schedule or style. A trial project lets you both do some final evaluations before you get too involved or embark on a long-term relationship.

LinkedIn is progressing, especially since the Microsoft takeoff, and their target it HR and hiring in addition to employees. With over 500 million members, it may soon be a requirement to have a LinkedIn to get hired by someone, the same way resumes used to be.

It is this level of commitment and professionalism that has led to the growth of LinkedIn Profinder. You can find good candidates and good work there, as long as you are careful and follow some similar hiring steps that you would for acquiring employees.


I am professionally a Digital Marketing Expert & Blogger by passion, I love helping people in all aspects of Online Marketing. I also enjoy exploring new opportunities whenever they arise. Love to share the personal experience & insights about Social Media, Google Behaviour, Tech, Search Engine and the things that inspires me in daily life. Currently living in Norway and working with Digital Agency as Digital Marketing Manager. I hold 5+ years of International Experience.

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