How to Get Hiring Managers to Trust Your Candidate Recommendations
Sep 08, 2025
You know the candidate is the right fit.
But the hiring manager won’t listen.
Tale as old as time, right?
So what’s your move?
Keep pestering them until they change their mind?
Tell them directly how wrong they are?
Neither works. Not for the long-term.
When I was at Aerotek, this was a weekly challenge.
I placed mechanics and electricians, and after hundreds of placements, I could tell who would stick and who would leave.
Why?
Because we did the work:
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Thorough screening
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References on every submittal
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Tracking retention patterns over time
Still, even with all that insight, convincing clients in the moment wasn’t easy.
They’d fall back on assumptions or old biases.
I’d find myself debating, pushing, defending, trying to “sell” something I knew was right.
Looking back, if I’d had LinkedIn strategy in place, I know exactly what I would have been posting:
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How we screened
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Why references mattered
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What made someone reliable versus a short-term filler
In other words, I would have been building trust in the process long before the objection showed up.
That’s the kind of content that works.
Not “National Hug Day.”
Not your latest selfie or #blessed moment.
Content that helps hiring managers see what you see.
When you do that consistently, you start training your market.
They begin to understand how you think.
They start to anticipate your point of view.
And when it comes time to choose between two candidates, one with shiny credentials and one with staying power, you’re already the voice they trust.
That’s what content is for.
It’s not about likes. It’s a sales tool that earns buy-in before you ever get on the call.
Ready for a Smarter Approach?
If you’re a consultative recruiter and want a clearer system for winning better work — without wasting time on the wrong roles — book a 30-minute LinkedIn Roadmap Call.
We’ll walk through your strategy and show you the exact approach we’d use in your seat.
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