Clark Wilcox didn’t set out to be a recruiter. 

He started in telecom sales, where he had no control over commissions. 

After discovering recruitment, Clark found he could control his income. He’s now a successful recruiter, podcaster, and the founder of The Digital Recruiter. 

His story demonstrates that LinkedIn is all about connecting with people and finding the right fit.

Let’s understand how he went from 0 to 23K+ followers in no time! 

6 tips to make LinkedIn your lead-gen platform in recruitment

Tip 1: Optimize your LinkedIn profile like a sales page

Treat your LinkedIn profile like a landing page. Your About section should be clear and concise.

Use the 2,600 characters to explain what you do and how you help.

Add a call to action, such as a Calendly link or contact form.

Your headline should reflect the services you offer. This will make it clear to clients and candidates what you do.

Clark also suggests updating your headline to reflect what you’re offering. 

If you’re actively looking for candidates in a certain vertical, add that to your headline. This gives your profile clarity and ensures potential clients or candidates know exactly what you do.

Tip 2: Write relatable, value-driven content

Focus on providing value, not on going viral.

Clark says, “I care about leads, not likes.”

Remember, you’re speaking to your audience’s struggles. 

Use your content to solve their problems, and share real examples of how you’ve helped others. This will help you build trust and credibility, making it easier for potential clients to engage with you.

Don’t forget to share your wins, your losses, and the lessons learned.

Tip 3: Simplify your posts

People don’t have time to read long blocks of text. Instead, use short paragraphs, bullet points, and white space to make your posts more readable. 

The key is to keep it clear and concise. 

“People read at a fifth-grade level, so skip the PhD-level posts. I use HemingwayApp.com – it’s free and shows the reading level of your writing. Keep it between grades three and seven.”

This isn’t to dumb down your message but to ensure that your audience can quickly absorb and act on the information you share.

Tip 4: Connect with your market every day

Don’t just rely on LinkedIn InMails. Send connection requests to your target audience daily. This will increase your profile views and keep your content in front of the right people.

Clark recommends sending 50 connection requests a day and engaging with the new connections by sharing relevant content. 

Use LinkedIn’s Sales Navigator to find people who’ve viewed your profile or are in your target industry. 

This allows you to connect with the right people, making your outreach more effective.

Tip 5: Automate your outreach to scale

“The biggest game changer for me is the LinkedIn integration with Recruit CRM. I’ve never had this feature in a CRM before. It’s the little things – if I’m on a candidate’s profile or client’s profile, I can add them to Recruit CRM with one click. They get added as a client or candidate instantly.”

Clark believes in using automation to save time.

Whether you’re an internal recruiter or an agency, automation can free up your time so you can focus on the high-value activities that matter most. 

Tools like Recruit CRM’s LinkedIn integration allow you to automate repetitive tasks like adding candidates and clients to your CRM, so you can stay focused on relationship-building and closing deals.

Tip 6: Build relationships, not just sales

Finally, recruitment is about building relationships, not just making sales.

Rejection is part of the job, but it’s how you respond that matters.

Stay focused, keep moving forward, and always be authentic in your interactions with clients and candidates.

Watch: The power of LinkedIn and content marketing to drive great clients and inbound leads | The Recruitment Podcast EP 14