Welcome! Meet your presenters
Sean CampbellRelationship ManagerLinkedIn, Talent Solutions
Lainey BellCustomer Success ManagerLinkedIn, Talent Solutions
3
Agenda
Passive vs. active breakdown in the professional workforce
5 strategies for recruiting passive candidates
Live demo of the NEW LinkedIn Recruiter
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
433M+ membersworldwide +2 New members per second
KnowledgeThe definitive professional
publishing platform
NetworkWe connect the world’s
professionals
IdentityThe professional profile of
record
Professionals come to LinkedIn to develop their careers, not just to find jobs
5
Passive64%
433M+
Active36%
members
Note: Active-passive figures come from the 2016 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
6
Your agency
Top three global recruiting trends for recruitment firms in 2016
7
Most essential and long-lasting trends
9
Build a recruiting profile
Brand your firm
Expand your reach
1
2
3
4
1) Build a recruiting profile
Attract the RIGHT candidates to your jobs5
Craft an InMail that gets a response
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
A powerful brand is your ticket to placing more candidates
14
No brand? No business.
Only
18% of talent thinks of a recruitment 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.
15
Build a recruiting profile
Brand your firm
Expand your reach
Craft an InMail that gets a response
1
2
3
4
2) Brand your firm
Attract the RIGHT candidates to your jobs5
Visit linkedin.com/company/add/show to get started
16
Company page basics
Create your pageAdd a company logo, banner image and description.
Build your credibility List specific examples of results you’ve achieved to grab visitors’ attention.
List your specialtiesThink search keywords & Google when you’re listing your specialties.
Share updatesStay top of mind by sharing updates from your page – don’t just share jobs.
17
Build a recruiting profile
Brand your firm
Expand your reach
Craft an InMail that gets a response
1
2
3
4
3) Expand your reach
Attract the RIGHT candidates to your jobs5
ALLOW US TO REINTRODUCE OURSELVES.
We’re both recruiters sourcing for a Senior Software Engineer.
Let’s see how our experiences differ…
LAINEY uses LinkedIn Recruiter
SEAN uses LinkedIn.com for free
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Build a recruiting profile
Brand your firm
Expand your reach
Craft an InMail that gets a response
1
2
3
4
4) Craft an InMail that gets a response
Attract the RIGHT candidates to your jobs5
2015 Talent Trends 21
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 CanadaGlobal
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.
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.
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Build a recruiting profile
Brand your firm
Expand your reach
Craft an InMail that gets a response
1
2
3
4
5) Attract the RIGHT candidates to your jobs
Attract the RIGHT candidates to your jobs5
Post your job and automatically recommend the right job to the right candidate
Target top candidatesHarness all the power of LinkedIn’s data to
promote your jobs to just the right candidates.
Feature Jobs on Career PageGet the word out about great new jobs on your company’s Career Page so prospects
can easily find your jobs.
LinkedIn Job Slots
Feature Jobs on Jobs homepageAttract new prospects with personalized job
postings qualified candidates will see right on their homepages.
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