LinkedIn vs recruitment agencies: Which should you use to hire?

With almost 1 billion users worldwide, LinkedIn has become the go-to platform for professional networking and job hunting.  Many companies now rely heavily on LinkedIn to recruit talent. But here’s the question every hiring manager eventually faces:

Is LinkedIn enough—or should you partner with a recruitment agency?

In this article, we’ll explore the benefits and limitations of using LinkedIn for recruitment, compare it to working with a recruitment agency. We’ll also explain when it makes sense to use both.

Whether you’re a hiring manager or business owner, this guide will help you choose the right strategy.

What LinkedIn does well for recruitment

LinkedIn is a valuable tool for talent sourcing and employer branding. It gives you access to a vast network of over 900 million professionals worldwide, making it easier than ever to find candidates across industries and experience levels. It’s undeniable that LinkedIn can help immensely for the recruitment department of businesses of different sizes. And you also avoid some challenges that may surface with recruitment companies.

Here are some of the key strengths LinkedIn offers for recruitment:

• Wide talent pool: With close to a billion active users, LinkedIn helps you reach both active job seekers and professionals open to new opportunities. Every week, 61 million LinkedIn users search for new jobs.
  
  
• Direct outreach: LinkedIn's InMail feature and connection requests allow you to message candidates directly, build relationships, and engage passive talent who might not be applying through traditional job boards.
  
  
• Employer branding: Your company pages, employee testimonials, and content sharing can be used to showcase your workplace culture and attract attention.
  
  
• Advanced search filters: Tool's like LinkedIn recruiter allow you to narrow down candidates by skills, location, industry, and experience level.
  
  
• Networking opportunities: Candidate referrals, groups, and events make it easier to expand your reach

When LinkedIn works best:

• You’re hiring for common or high-volume roles
• You have time and internal capacity to manage outreach
• You want to boost your brand visibility in the market

What LinkedIn can't do (well) 

Linkedin is useful as part of a hiring strategy, but recruitment agencies have specialised recruiters who understand the job market and can provide you with a better overview of current opportunities, including roles that aren't publicly advertised, as well as upcoming positions. They can also share your profile with clients before a position is officially posted, significantly increasing your chances of securing a job. 

Manuela Araujo - Delivery Centre Manager at Airswift

While LinkedIn offers many advantages, it’s not a complete solution for every hiring challenge. Relying solely on LinkedIn can leave significant gaps, especially when you’re recruiting for specialised roles or urgent positions. Here are some common limitations to consider:

• Passive talent isn't always active: Top candidates may not respond—or even log in—regularly.
  
  
• No candidate screening or vetting: LinkedIn doesn’t pre-qualify candidates, leaving you responsible for reviewing resumes, conducting initial interviews, and verifying skills.
  
  
• Time-consuming process: Sourcing, messaging, and following up with candidates can drain internal resources, especially for busy hiring teams.
  
  
• Lack of market insights: LinkedIn can’t provide up-to-date salary benchmarks, competitor hiring trends, or advice on negotiation strategies.
  
  
• Risk of a bad hire: Without thorough background checks or reference validation, hiring decisions based solely on LinkedIn profiles carry more risk.
  
  
• Limited support for complex hires: Roles requiring specialised skills, cross-border hiring, or diversity and inclusion efforts often need more tailored approaches.

Ultimately, LinkedIn is a tool, but not a full-service recruitment solution. Understanding these gaps is crucial to avoiding costly hiring delays and poor fit hires.