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LinkedIn's latest quarterly product update is here, and it’s packed with features designed to cut noise, save time, and bring your hiring workflow into the AI era. Here's a quick look at what's new: Say goodbye to scrolling through unqualified applicantsA new Highlighted Applicants feature automatically surfaces candidates who meet your must-have criteria, pulled directly from your job description. Less sifting, more hiring. AI that actually understands what candidates wantLinkedIn's enhanced job search now uses intent-based AI, not just keyword matching, so the talent finding your roles is more likely to be genuinely interested and qualified. Better inbound starts here. A new spotlight filter for StaffingThe Actively Hiring spotlight has expanded with new filters (think Location and Employment Type) to help you zero in on prospects hiring for the exact roles you fill faster than ever. Hiring Assistant goes multilingualGerman and French speakers, rejoice! Hiring Assistant is coming you

Jump in: the water's fine!That’s what we say about building a warm talent pool, but it's tough to believe in practice. A lot of recruiters want to dive into pipeline management but find themselves on the edge thinking:Where do I even start? What actually makes a talent pool “warm”?These hesitations are totally fair because without the right approach, you don't have a warm pool. It’s just a chilly list of people you haven’t talked to in a while.Here's a playbook for building a warm talent pool for anyone who has felt nervous about drowning or even for anyone who has been swimming for a while and could use a moment to come up for air: 📝 Step 1: Document Candidate NotesWarmth starts the very moment that a candidate does not receive a role. Instead of just marking the individual as a “strong candidate,” capture the details that actually matter using notes or tags in the Recruiting Activity section of a candidate profile. Include:Why they didn’t get the role: this could be comp gap, timing

One of my favorite ways to relax is sitting down to watch a movie with my cats. Last weekend, I pulled up Netflix and spent ~45 minutes scrolling, only to give up and rewatch something I’ve already seen 20+ times (To be fair, Beyoncé’s Homecoming will never get old 🐝).I looked at title after title and rejected every single one. And it got me thinking: why is it so easy to decide what I don’t want, but so hard to define what I do?This is a dilemma I often see recruiters experience when they review search results in Recruiter. Looking through profiles often makes it very clear what you don’t want. Unlike with my Netflix paralysis, however, this can actually be incredibly valuable. Adding what you don’t want using exclusionary filters can reduce the noise in your results and increase the focus of your search.Using exclusions (titles, skills, keywords, companies, etc.) helps you:Cut through irrelevant profiles faster Zero in on candidates with the right experience (not just adjacent) Avoi

Hi Folks, New Campaign AlertMay is globally recognised as Mental Health Awareness Month — a timely opportunity for organisations to drive meaningful conversations around well-being, resilience, and sustainable performance at work. Introducing a ready-to-use 4-episode well-being learning series designed to help employees pause, reset, and recharge during busy workdays. What’s inside:A structured 3-slide campaign you can share internally Pre-written email templates (intro, reminders, closing) A curated set of LinkedIn Learning courses focused on well-being, balance, mindfulness, and stressEverything is designed to be bite-sized, practical, and easy to adopt. 👉 Access the full campaign kit here: https://www.linkedin.com/smart-links/AQHcpY7WzHLiFw You can simply plug in your internal links, hit send, and have this live across your organization in minutes. Let us know if you have any questions.  

Today we are excited to announce our latest Hiring Assistant enhancements. We've been rolling out a set of foundational updates over the past few months that make Hiring Assistant smarter, more accurate, and more transparent. These are not just new features, they’re real improvements in how the product performs.  So, what's new?   Smarter intake: New intake improvements let recruiters flag ideal candidates by LinkedIn URL, define clearer default commute expectations, and calibrate against more candidates—so Hiring Assistant builds a more accurate picture from the start. → The Result: +16% more InMail Accepts with increased candidate review during intake   Better sourcing accuracy: Hiring Assistant now surfaces stronger matches earlier, with improved sourcing relevance that prioritizes best-fit candidates and more accurate location detection. More transparency & control: Recruiters now have more visibility and control over Hiring Assistant, with the ability to pause work conversatio

In a perfect world, every search in Recruiter would surface a candidate who meets every role requirement. They would have the right years of experience, every nice‑to‑have certification, and the exact skills the hiring manager had in mind.Of course, we don’t live in a perfect world, and finding an exact match is often unrealistic. While alignment to role requirements still matters, it isn’t the only indicator of who will succeed.Some of the most promising candidates are the ones whose trajectory suggests they could grow into the role quickly and thrive, rather than the ones that check every box.When you’re struggling to find candidates who cleanly align to your requirements, look for other profile “green flags,” such as:✅ increasing scope or ownership over time✅ evidence of learning new tools, functions, or industries✅ strong cross‑functional collaboration✅ measurable outcomes in adjacent roles✅ success in fast‑changing or ambiguous environments When you are looking for candidates with

Recruiter System Connect Plus (RSC+) is now available for eligible customers, providing a deeper ATS integration that supports more connected recruiting workflows across LinkedIn Recruiter. RSC+ allows LinkedIn Recruiter to securely access additional ATS data beyond standard RSC, improving data accuracy and enabling features such as Connected Projects and Hiring Assistant. What RSC+ enablesWith RSC+, customers can:Use Connected Projects to manage ATS job requisitions and Recruiter projects in a single workflow Leverage Hiring Assistant, powered by richer ATS data combined with LinkedIn insights Reduce manual work through more complete and consistent syncing of jobs, candidates, and applicationsEnabling RSC+ does not change LinkedIn’s data privacy or security practices. AvailabilityRSC+ availability depends on:Your ATS supporting RSC+ Having Recruiter admin and ATS admin permissions Gradual rollout eligibilityIf your ATS supports RSC+, RSC+ can be enabled through the integrations settin

LinkedIn Learning's Trust and Governance Framework is a structured content framework that equips organizations with the required learning content to understand and implement knowledge and skills related to compliance, governance, and trust across their workforce and operations.👉🏼 Tip: Download content map below.[Updated April/May 2026]

We talk a lot in this community group about how important it is to prompt intelligently when using AI-assisted search in Recruiter. A well-constructed prompt can help you find the talent that a typical search might miss. While it is easy to understand why we should prompt effectively, learning how to do so is often much more difficult Trying to type something into the conversational search bar on your Recruiter homepage can feel like staring into a black box. You might wonder: what do I ask? How specific should I be? Am I doing this right?If this resonates with you, you definitely are not alone, and, you are also in luck: Recruiter includes out-of-the-box prompt templates that provide you a clear starting point. Using them is like flipping a light switch within that intimidating black box. To find the light switch, all you need to do is click on the book shelf icon within the search bar on your Recruiter homepage: This will open a menu of templates for you to utilize:   Here’s a quick

If you’re new to Hiring Assistant, we recommend watching this video to help you understand your onboarding journey and the resources available to you. This short video walks through the onboarding experience built to help you get up and running quickly and confidently. From your first login to ongoing support, you’ll be guided step by step. Watch the video below to get a preview of:The in-product onboarding experience that helps you get started  The Hiring Assistant Hub as your central place for resources and support Flexible learning options, including self-paced content, live workshops, and weekly Q&A sessions The Hiring Assistant community, where you can connect with peers and learn from real-world experiences Whether you’re just getting started or looking to deepen your expertise, these resources are designed to fit into your workflow and help you start seeing value from Hiring Assistant faster.  🎥 Watch the video below to see how the onboarding experience supports you every s

We’ve all probably heard the popular saying “those who can’t do, teach.” In the world of talent acquisition, it often feels more like “those who don’t do, hire.”Many recruiters are expected to hire for positions outside of their own background, whether that’s engineering, finance, healthcare, or a highly technical specialty. You’re expected to evaluate candidates for a job you’ve never done yourself, and honestly, I can relate.When I facilitate Recruiter Live Workshops, I often build demo projects based on attendees’ open roles. In many cases, I’m sourcing for roles or industries about which I know nothing. One of my favorite parts of my role has been learning about everything from the certifications a talented plumber should possess to the years of experience expected for an AI architect, all so I can help you find and connect with great talent.For me, learning about these jobs is more of a fun side effect of my role, but for all of you, it's often critical work that can make or break

Whenever I start a new TV show, I can usually tell within the first ten minutes whether it’s for me. Even though the plot and characters may take time to develop, early signals like the tone, pacing, setting, and performances give me a quick sense of whether I want to keep watching.I imagine many of you experience something similar when reviewing LinkedIn profiles. While a profile doesn’t tell the whole story of a candidate, it’s often where we start to decide whether we want to dig deeper.In theory, we could spend hours reviewing every section of a profile. In reality, we need to make decisions quickly and efficiently. Just like I have a mental checklist for deciding whether to stick with a new show, most of us have a structured approach (whether you are conscious of it or not) to evaluating profiles. Your approach could look entirely different from someone else's even if you are hiring for the same exact role.Some recruiters go straight to things like:Recent experience Skills Current

We’ve been quietly testing the new Hiring Assistant + Microsoft Teams integration, and the early results are in: Charter customers are seeing a huge improvement in response times by moving candidate reviews directly into Teams.No more chasing emails. No more manual tracking. Just faster decisions.The Details: Proven Impact: Early users have reduced feedback loops by 75%. 5-Minute Setup: Your IT admin enables the app, and you’re ready to go. Exclusive Access: We are opening a few more spots for our March charter. Resources: Take a look at our BETA product demo and How to get setup guide. 👉 Interested in early access? Like or comment on this post, and I’ll follow up with the next steps to get you started.Looking forward to partnering with you!