Recruitment Ads and Sponsored Content

Target the right candidates to help you be more efficient in your recruiting.

Why should talent professionals use ads?

Advertising isn’t just for marketers — recruiters can use different types of ads to target the right people on LinkedIn with information about their company and their open roles.

After a quick setup, ads can run for a limited time or be on-going to build a pipeline of quality candidates who are familiar with your company.

With Recruitment Ads and Sponsored Content, you’ll see:
    • Increased application rates
    • Increased InMail response rates
    • Increased brand awareness
    • Decreased time-to-hire rates

"I don’t see Recruitment and Marketing connecting in quite this way in other businesses.”

Claire Baxter
Marketing Lead at AND Digital

Recruitment Ads

Dynamic, targeted ads that show up on different places across LinkedIn. Depending on your hiring objective, there are three types, which are set up and managed by the LinkedIn team. The Spotlight and Follower Ads don't appear on mobile devices.

Sponsored Content

Customized, promoted ads — which can feature text, an image, or a video — that show up in the LinkedIn feed. The ad can link to any website. Sponsored Content appears on both desktop and mobile devices.

Unique targeting options

You can target your Recruitment Ads or Sponsored Content based on things like job title, seniority, skills, school, and years of experience, or with:

1st-degree connections
​Create an “automated referrals” program by targeting the connections of company employees.

Website retargeting​
Re-engage candidates who’ve visited your company’s career site.

Matched audiences​
Target candidates in your ATS or CRM. InMail response rates to matched audiences see a 30% increase.

Candidate “look-alikes”​
Use your top-performing employees’ profile to create a target audience. This works well for finding similar candidates.

“The preferred approach is definitely to tell the story through the eyes of our colleagues, and we’re starting to use lots of snappy video content, in order to do that. We’re also really committed to testing the formats and types of content that are most effective, so that we can continuously improve the engagement with our candidate pools.”

Matthew Hall
Employer Brand Manager at Lloyds Banking Group