Download - How to use your linked in profile to hire
Recruiting Solutionsv
Building our Employment Brand 1 profile at a time
Let’s start with yours!
What is the 1st thing candidates check to learn more about you, after seeing your InMail?
3
I don’t know who you are I don’t know your company I don’t know anyone who works at
your company I don’t know about your open
positions I don’t know what you can do for
my career And you eventually want me to
make one the most difficult decisions of my life?
Your Challenge
What your profiles tell them (unfortunately)
close hard to find candidates
Employs proven communication skills
Consistently outperforms fellow recruiters
Full life cycle recruiter
exceptional track record of candidate closure.
developing strategic recruitment and sourcing solutions
Passive Candidate Sourcing
Staff Augmentation
Cold-calling
Screening
What if you used your profile to hire people instead?
What your profiles tell them too (fortunately)
Career Coaching / Life Coaching
My true joy is finding an amazing candidate and helping them understand the true potential of the opportunity and how it will benefit them.
I am looking for Engineers who are experts in :1) Java and J2EE 2) System level White box QA Engineers.
Seeking world-class engineers to participate in building the world's most sophisticated, distributed, Java platform capable of serving billions of page views, scaling up to 100 million LinkedIn members and more, and supporting revenue lines of several hundred million dollars each year.
Here is a great article about LinkedIn from Fortune Magazine
constantly curious and passionate about people and understanding their goals
So, how to build a great recruiting profile on LinkedIn?
1. What is your goal? Who is your audience? One size does not fit all
Use your profile to hire (not just to get hired)
Keep your audience in mind
2. Let the real you shineDon’t publish a resume full a business platitudes
Be personable and authentic. You are a human being. Not a resume. Add a picture. Invest most time in your
1. headline
2. summary
3. what you do at LinkedIn
3. Invest time above the fold
4. Display pride and excitement You will accelerate these people’s careers: be proud!
Show off our company’s achievements, culture and careers. Display our blogs with the WordPress App Bind your or our Twitter account Help candidates be better informed
5. Get recommended by people you hired: You did them a favor: they owe you one
A few will do Make them hit on different points
6. Connect with all hiring managers (and more)Tap into their networks. See who they know.
7. Become a RWFEnsure best candidates will “follow” you
Prove you have hired key people Show you know key people: connect and like / comment Share job seeking tips in Groups, with your status message Make introductions Recommendations
8. Don’t be afraid to put off some candidatesNot every candidate is right for us
“If you like working at Oracle, you may not like LinkedIn”
9. Make your public profile interesting
10. Dare to innovate. Have fun.
11. Bonus: be foundUse “My Profile Stats” to better optimize
Try a Google Search Try a LinkedIn Search Analyze your stats Optimize
20Recruiting Solutions
More tips to build our employment brand
Recruiting Solutionsv
Building your Employment Brand with Social Media
A roadmap to success from a marketer
HCI – Strategic Talent Acquisition
San Francisco, June 30th, 2010
22
6 Common Mistakes
1. Not understanding your audience first
2. Starting too broad, too big
3. Waiting for social media guidelines
4. Ignoring paid options
5. Starting without right content or team
6. Not measuring & monitoring
23Recruiting Solutions
Tips: 1 Prerequisite + 4 Basics
24
0. Define and Understand Your Target Who do you want to convince? Of what?
Start very focused Pick:
Type of candidate Best vs. good Passive vs. active In your talent pool?
Function Geo
Understand: What social media outlets
they use who / what influences their
career choices
25
1. Monitor Keep track of what is said about your employer brand
Identify channels where your audience is
Use tracking tools Monitor your competition too Do it with your team
26
2. Join Existing GroupsUnderstand how your target uses Social Media
Identify and join influential communities
Understand what drives engagement
Resist temptation to sell / source
27
3. Build / Enhance a Company ProfileEstablish the right - basic - company presence
Convert warmest leads Showcase your employees Leverage social content Links drive traffic to your site
28
4. Leverage Employee Profiles, Blogs, etc.An army working to build your brand in an authentic way
1st impression of your company Significant impressions Trusted, authentic They can drive traffic to: jobs on their
team, videos, etc.
29
4. Leveraging Employee ProfilesSome suggestions to make them work harder for you
Mike is a great manager. Working
for him accelerated my career
Recommendations for Hiring Managers
I am tasked with solving amazing
challenges every week
Positive & detailed role description
RT: Come and join my boss for a
Tech Talk
Promotion of your Blog, tweets & events
2009: Director of Design
2008: Sr. Designer
2006: Designer
Displaying Career Path
We’re hiring! See our open jobs
Work with me!
Renee understood my career goals
right away.
Recommendations for Recruiters
30Recruiting Solutions
Recap of Basic Tips:
Pick & know your audience Monitor Join Groups Establish a company presence Leverage your employees’ profiles / content
31Recruiting Solutions
5 Intermediate Tips
32
1. Find & Feed your ChampionsYou already have social media champions in your ranks
Find them online Recruit your experts, celebrities and
top hiring managers Share your guidelines & content Start a Group or email alias Get them together
33
2. Unleash Them in Top CommunitiesHelp them become thoughtful contributors
Make the match Give them insights and fresh content
they can share Trust their best judgment Let them experiment Recognize their contributions
34
3. Partner with an Existing CommunityWhy try and do it all yourself?
Pick the one that best matches your goal and style
Reach out to owners Understand their motives Provide content, experts, promotion,
venue, lunch, etc.
35
4. Advertise Drive targeted traffic to your best content to boost your ROI
Pick just a couple of sites Target to be relevant & cost effective Experiment with self-service ads 1st
Use your champions in the creative You get metrics
36
5. MeasureFocus on the right metrics
Measurement should match your goals
Vanity stats vs. meaningful metrics What you can measure:
Pre and post awareness or preference with target audience
# of mentions (e.g. with Radian6)
Traffic to your pages # of applicants Impact on conversion rate Cost per acquisition
37Recruiting Solutions
Advanced Tip
Launching your own community
38
1. Start your own CommunityAssessing your chances
Do you need a dialogue between members?
Can you avoid a stale talent pool of active candidates? New insights to bring to the
community: a content roadmap New ways to trigger
conversations Committed champions
39
2. Make your own Community a SuccessMaking it work
What’s in it for members? Recruit & cajole your champions Don’t make it about finding a job Establish clear guidelines & culture Promote it Staff it Be patient
40Recruiting Solutions
The roadmap to your initial success
41
Your Roadmap to Initial Success
Check List:1.Modest & measurable
goals2.Narrow target audience3.Unique benefits, story &
content4.Two social media outlets,
max5.A multi-disciplinary tiger
team6.Access to budget
42
Questions?