How Aurecon speeds up specialized hiring with LinkedIn's Hiring Assistant

Hiring with more precision

Filling specialised roles is slow when sourcing relies on titles and manual screening. Skill signals get missed, good candidates slip by, and teams lose time.

Aurecon, a global design and engineering company, used LinkedIn's Hiring Assistant to speed this up. Recruiters described it as "like having your own little resourcer working in the background," surfacing talent while they slept. The result: faster shortlists and more time for strategic hiring decisions.

Why this approach works

• Skills-first search uncovers hidden-fit candidates who don't use identical job titles.
• Suggested profiles broaden the funnel without adding admin work.
• Feedback loops teach the system what "qualified" looks like for your teams.
• Recruiters shift from sourcing to decision-making: stakeholder alignment, role clarity, and candidate experience.

Tips to scale hiring across complex business units

• Start simple: In AI-driven search tools, enter the skills you need, not just titles. Instead of "Project Manager," try "data analysis," "schedule risk," "stakeholder management," or "PMO governance." Add must-have and nice-to-have skills to tighten results.
• Use suggested candidates: Review the "recommended" or "suggested" lists. When a profile misses, leave precise feedback (e.g., "no regulatory experience," "needs SAP S/4HANA," "prefers onsite, role is remote"). This improves future recommendations.
• Use natural language search: Tools like LinkedIn's Hiring Assistant let you type phrases such as "people with leadership experience in tech" or "candidates open to remote work." This helps you find adaptable talent that crosses industries and titles.

Quick setup checklist for HR teams

• Define success: time to shortlist, interview-to-offer ratio, and quality of hire signals for specialised roles.
• Create a lightweight skill taxonomy per role family (core, adjacent, and regulatory skills).
• Seed searches with skills, seniority, certifications, and work preferences (remote, contract, clearance).
• Turn on recommendations and schedule weekly feedback reviews to refine results.
• Track outcomes and share patterns with hiring managers to refine must-haves vs. nice-to-haves.

Helpful resources

• LinkedIn Talent Solutions for AI-driven sourcing and recommendations.
• Complete AI Training: Courses by job to upskill recruiters on AI search, prompts, and screening workflows.

Precision hiring isn't about bigger funnels. It's about clearer signals, tighter feedback, and letting AI handle the heavy lift so your team can focus on choices that matter.