4 ways to improve your passive candidate recruiting strategy on linkedin [webcast]

4 Ways to Improve Your Passive Candidate

Recruiting Strategy on LinkedIn

#Staffing

#HiretoWin

Cathy LeBlanc Success Manager

Meet your presenter

What we’ll cover in the next 45 minutes

Brief overview of LinkedIn

Passive candidate deep dive

4 ways to improve your passive candidate recruiting on LinkedIn

Q&A

LinkedIn: A global pool of talent

4M+ INDONESIA

3M+ PHILIPPINES

2M+ MALAYSIA

1M+ SINGAPORE

1M+ SAUDI ARABIA

23M+ BRAZIL

122M+ UNITED STATES OF

AMERICA

11M+ CANADA

33M+ INDIA

7M+ AUSTRALIA

1M+ NEW ZEALAND

4M+ SOUTH AFRICA

1M+ UNITED ARAB EMIRATES

19M+ UNITED KINGDOM

10M+ FRANCE

8M+ ITALY

2M+ BELGIUM

1M+ DENMARK

4M+ TURKEY

5M+ NETHERLANDS

2M+ SWEDEN

7M+ SPAIN

12M+ CHINA

400M+ members

worldwide +2 New members per second

Knowledge The definitive professional

publishing platform

Network We connect the world’s

professionals

Identity The professional

profile of record

Professionals come to LinkedIn to develop their careers,

not just to find jobs

6

Passive

70%

400M+

Active

30%

members

Note: Active-passive figures come from the 2015 Talent Trends survey conducted by LinkedIn Research Network.

For more information, visit business.linkedin.com.

Agencies turn to LinkedIn to reach more candidates,

whether active or passive

Job

Boards

7

Your

agency

Poll Do you currently have a passive

candidate recruiting strategy in

place?

8

2015 Talent Trends 9

How interested are you in talking to an in-house corporate recruiter or a headhunter for a search and staffing firm about a new job

opportunity?

Talent’s interest in hearing from a corporate recruiter

46% 25% 24% 5%

Extremely and very interested Somewhat interested Not very or not at all

interested

Don’t

know

Talent’s interest in hearing from a staffing recruiter

31% 30% 34% 5%

Extremely and very interested Somewhat interested Not very or not at all interested Don’t

know

The breakdown in North America

10

When you send an

InMail or post a job,

what is the first thing

candidates do to learn

more?

11

Build a recruiting profile

Be a thought leader within your network

Expand your reach and increase your efficiency

Craft an InMail that gets a response

1

2

3

4

1) Build a recruiting profile

Add a

professional photo

1

More likely to be

viewed if you have

photo

14x

Write an attention-

grabbing headline

2

Explain what it is you do

Show your passion and value

3

Draft a

compelling summary

40 words or more – about you

Include keywords, not buzzwords

Write for your target audience

Add a company

overview & your

role specifics

More likely to be

viewed if have more

than 1 position listed

12x

4

Your professional brand doesn’t stop at your profile

Share updates with your network Read and share industry news

Follow competitors, clients and prospects Join Groups

A powerful brand is your ticket to placing more candidates

17

No Brand? No Business.

Only

18% of talent thinks of a staffing

firm when looking for new

job opportunities.

When candidates do use

agency recruiters

74% report having a good

experience.

Of those interviewed by

an agency recruiter

41% were offered a job.

Source: 2015 Talent Trends survey results.

18

Build a recruiting profile

Brand your agency

Expand your reach and increase your efficiency

Craft an InMail the gets a response

1

2

3

4

2) Brand your agency

Visit linkedin.com/company/add/show to get started

19

Company page basics

Creating a page is easy

Add a company logo, banner image and

description.

Speak to your target audiences

Make sure your content resonates with

both clients and candidates.

Add specialties

Think search keywords & Google when

you’re listing your specialties.

100% People that follow your company

on LinkedIn are 100% more likely

to respond to an InMail

20

79%

79% of members are interested

in job opportunities from

companies they are following

21

22

Build a recruiting profile

Brand your agency

Expand your reach and increase your efficiency

Craft an InMail that gets a response

1

2

3

4

3) Expand your reach and increase your efficiency

FREE vs. LINKEDIN RECRUITER

RECRUITING ON

MEET FRED AND RACHEL.

Rachel uses

LinkedIn Recruiter.

Fred uses

LinkedIn.com for free.

Fred and Rachel’s searches begin in a similar way.

They enter “director AND finance” in the search field.

26

Build a recruiting profile

Brand your agency

Expand your reach and increase your efficiency

Craft an InMail that gets a response

1

2

3

4

4) Craft an InMail that gets a response

2015 Talent Trends 27

Regardless of your level of interest, what are the most important pieces of information that an in-

house corporate recruiter or a headhunter for a search and staffing firm should include in their

initial message to you?

The role’s responsibilities

Projected salary range

Why you’re reaching

out to them specifically

The company’s culture

64%

U.S. and Canada

Global

69%

72%

52%

60%

73%

47%

45%

What to write: What candidates want to know when

you first reach out to them

What talent wants to know first: U.S. and Canada vs. Global

Make it personal. What makes them stand out?

Don’t include the job description – rather how

the role is more impactful and the growth

opportunity. Give them some “sizzle!!”

Hold off. Ask to have a conversation first. If the

job doesn’t represent a career move, the

compensation doesn’t matter.

Including the company culture will help sell the

role – and allow the candidate to determine if it’s

a good fit from the start.

What to say: Convert more passive candidates

into placements Know what matters to candidates as they consider a job offer from your client

2015 Talent Trends 28

Top 5 factors for talent in the US and Canada when considering a job offer

of talent says being

contacted by their

prospective manager can

make them accept a job

offer faster

94%

Which of the following are the three most important factors that would entice you to accept a new job opportunity?

Better compensation

Better work / life balance

Better place to work (culture)

Better fit for my skill set

Opportunities for advancement

Better compensation package

More opportunities for advancement

Increased job security

Better professional development

Better fit for my skill set

Better work / life balance

More challenging work

Better office location

Better place to work

A more influential role within the company

56%

34%

24%

24%

22%

20%

17%

17%

16%

15%

29

Consider the member experience

In their

Inbox

On the

LinkedIn

homepage

When they

network with

your

employees

When they

search for jobs

Via mobile

LinkedIn app

When they

research your

company

Next Steps

31

• Build out your LinkedIn profile

• Brand your agency by creating a LinkedIn Company Page – commit

to posting on it.

• Request a free, personalized consultation: business.linkedin.com

• Check our blog for daily recruiting tips: http://lnkd.in/LTSBlog