Want Hiring Managers to Trust Your Recommendations? Show Them How You Think
Sep 09, 2025
You feel it, the frustration of knowing your candidate is the right fit, but the hiring manager won’t listen.
Tale as old as time, right?
So what’s your next move?
Keep following up until they cave?
Tell them how wrong they are?
Funny, that rarely works.
When I was at Aerotek, I lived this every week.
I placed mechanics and electricians across a tough, high-churn market. And after enough reps, I could tell who would stick and who wouldn’t.
Why?
Because we did the work:
-
Screened every candidate thoroughly
-
Ran references on every submittal
-
Tracked long-term retention patterns
Still, convincing the client in the moment wasn’t always easy.
They’d default to assumptions.
They’d let past experiences cloud the present one.
And I’d find myself in defensive mode, pushing back, trying to justify what I already knew was right.
Looking back, if I’d used LinkedIn the way I do now, I know exactly what I would’ve posted:
-
Here’s how we screen for long-term fit
-
Why references actually matter (and how to use them right)
-
What separates a short-term filler from someone who stays
Not to preach.
But to show clients what goes into a good match before the objections show up.
That’s what content can do.
Not fluff. Not selfies. Not random holidays.
But real, consistent, trust-building posts that teach your market how you think and why it works.
You do that often enough, you stop being “just another recruiter.”
You become the voice they trust.
And when it’s time to choose between two candidates, your perspective carries weight, because they’ve already seen it in action.
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.
Free LinkedIn Outreach & Content Course for Recruiters
