training edp 0615
TRANSCRIPT
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Your tools
8 Recruiters 10 Job Slots
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LinkedIn Confidential ©2013 All Rights Reserved 3
AGENDA
� Make your profile bright
� Advanced Searches
• Booleans
• Methodology
� Be well organized
� Talent Pipeline
� Hiring Manager collaboration
� Inmails
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LinkedIn Membership continues to grow
4M+INDONESIA
3M+PHILIPINNES
2M+MALAYSIA
1M+SINGAPORE
1M+SAUDI ARABIA
21M+BRAZIL
115M+UNITED STATES OF AMERICA
11M+CANADA
30M+INDIA
7M+AUSTRALIA
1M+NEW ZEALAND
4M+SOUTH AFRICA
1M+UNITED ARAB EMIRATES
18M+UNITED KINGDOM
9M+FRANCE
7M+ITALY
2M+BELGIUM
1M+DENMARK
4M+TURKEY
5M+NETHERLANDS
2M+SWEDEN
6M+SPAIN
8M+CHINA
364M+ Membersworldwide 39M+
Students & Recent College Graduates on LinkedIn (fastest
growing demographic)
7M+MEXICO
1M+REP. OF KOREA
1M+IRELAND
1M+NORWAY
4M+ARGENTINA
2M+CHILE
1M+ECUADOR
1M+VENEZUELA 4M+
COLOMBIA
1M+JAPAN
1M+THAILAND 1M+
HONG KONG
3M+RUSSIA
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Key Differences Between Active and Passive Talent
©2013 LinkedIn Corporation. All Rights Reserved.
Active Talent- Will apply to ATS
- Listen to opportunities
- Respond quickly
- Seek information
Passive Talent- Do not have a current resume
- May listen to opportunities
- Do not respond to “apply now”
- Higher bar to respond
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Passive70%
365M+
Active
30%
Members
Note: Active-passive figures come from the 2014 Talent Trends survey conducted by LinkedIn Research
Network. For more information, visit talent.linkedin.com or download our white paper here
Agencies turn to LinkedIn to reach more candidates, whether active or passive
Job Boards
Job Boards
7
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Your Part in the Bigger Picture on LinkedIn
You!
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So, how to build a
great recruiting profile
on LinkedIn?
� What is your goal? Who is your audience?
� Let the real you shine
� Display pride and excitement
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Create and develop a “Profile that Recruits”
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Building Your Toolbox
©2013 LinkedIn Corporation. All Rights Reserved.
Refinement and Custom Filters
Search Alerts
Similar Profiles/ Profiles also viewed
Boolean Modifiers
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Boolean Deep Dive
(“financial analyst” OR accountant) AND oracle NOT “venture capital”
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Boolean on LinkedIn
(“financial analyst” OR accountant) AND oracle NOT “venture capital”
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Boolean on LinkedIn
(“financial analyst” OR accountant) AND oracle NOT “venture capital”
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Boolean on LinkedIn
(“financial analyst” OR accountant) AND oracle NOT “venture capital”
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Boolean on LinkedIn
(“financial analyst” OR accountant) AND oracle NOT “venture capital”
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()(Bailarina OR Futbolista) AND Flamenco
Futbolista OR (Bailarina AND Flamenco)
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()
(Chocolate OR Strawberry) AND Cake
Chocolate OR (Strawberry AND Cake)
Testing your knowledge of booleans.
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22
Job Requirements:� Technical Consultant
� Project Manager
� JavaScript
� 3+ years of experience
� Bachelors in Computer Science (BS/CS)
� Position can be located in Bangalore or Mumbai
Technical Solutions Consultant
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Job Requirements:� Technical Consultant
� Project Manager
� JavaScript
� 3+ years of experience
� Bachelors in Computer Science (BS/CS)
� Position can be located in Bangalore or Mumbai
Technical Solutions Consultant
Booleanos
Filtros
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Keywords and related words
24
Technical Solutions Consultant Project manager JavaScript
• technical solutions consultant• solutions consultant• technical consultant• architect• solutions architect• technical architect• sales engineer• solutions lead• technical lead
� project management
� project manager
� PM
� managing
� manage
� managed
� budget
� budgeted
� budgeting
• JQuery• Javascript• JS
Separate this into keywords and current job
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If it doesn´t appear…it doesn´t exist?
LinkedIn Confidential ©2013 All Rights Reserved
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Advanced keyword
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How can these advanced keywords be useful?
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Strengthen Your Searching
Job Title
(“technical solutions” OR “technical sales” OR technical OR solutions OR delivery
OR systems)AND (consultant OR architect OR lead OR engineer)
Key Words
(“project manager” OR PM OR “project management” OR managing OR manage OR managed OR budgeting OR budget OR budgeted)
AND
(java OR javascript OR js)
488 People
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The Five Levels of Identifying Talent
Conceptual Search
Implicit Search
Natural Language Search
Keyword and Title
Indirect Search
Searching using alternate keywords and
job titles
Identify candidates based on what isn’t explicitly
mentioned in profiles
Expand search using action verbs that are related
to the skills that you are looking for
Search using common keywords and titles
Leveraging initial search results to make
connections to additional results and leads
©2013 LinkedIn Corporation. All Rights Reserved.
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And now what? Save your search
LinkedIn Confidential ©2013 All Rights Reserved
We can save up to 50 alerts!
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First day: First interviewsDay 2nd-5th second part of the process.
Days 6th-15th: Sending candidates to the client.
Why is it important?
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Let´s do it together!
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e
0- Try to identify keywords in this jobdescription
• A
• B
• C
• D
• E
• F
• G
• H
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e
1- How can we look for them? Usingfilters or booleans?
• A
• B
• C
• D
• E
• F
• G
• H
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e
• A
• B
• C
• D
• E
• F
• G
• H
Keyword and Title Search using common keywords and titles
Conceptual Search Searching using alternate keywords and jobtitles
Implicit Search Identify candidates based on what is notexplicitly mentioned in their profiles
Natural Language
Search
Expand search using actions/verbs related to the skills
Indirect Search Leveraging initial search results to makeconnections to aditional results and leads.
2- Now it is time to remember the methodologies of searching…
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e
• A
• B
• C
• D
• E
• F
• G
• H
Keyword and Title
Conceptual Search
Implicit Search
Natural LanguageSearch
Indirect Search
3- How can these methodologies be useful for oursearches? Think in examples.
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e
• A
• B
• C
• D
• E
• F
• G
• H
Keyword and Title
Conceptual Search
Implicit Search
Natural LanguageSearch
Indirect Search
3- How can these methodologies be useful for oursearches? Think one example for each category.
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I think that your search
can work, but I forgot to mention something…
This engineer needs to
speak chinese…
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This guy needs to speakchinese…
Give me some additional
time please…
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Do not worry and takeyour time for it…
Thanks Sir
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Create and develop a “Profile that Recruits”
Bilingual candidates
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Native, bilingual✓Search on keywords like native, fluent, bilingual and combine it with a language to get to the right profiles.
✓Type in the keywords field: (fluent OR “native speaking” OR bilingual) AND French
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Search on skill of profile✓Some profiles have the skill set on “language”. Try typing in “full professional proficiency” language.
✓This search will give you the results based on the the language skill on the profiles of the candidates
"full professional proficiency" AND (dutch
OR german OR hungarian OR
portugese OR french OR italian OR flemish
OR spanish)
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Search on study or school▪Type in some “school names” that will give you the profiles that have attended an Italian university. Change country and you have an Italian speaking person in that country as well.
▪Using specific local names of studies will work as well.
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Search in groups▪ Type in the jobtitle i.e. Sales
manager
▪ Head over to LinkedIn.com andsearch for german speaking groups.
▪ Type all the group names in the
refinement tool: All Groups
▪ Have the users save the languagegroups through custom filters to
make sure they are searching to
those language specific groups
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e
Strategies…
4 – How can we look for this chinese speaker? Use the methodologies recently studied…
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LinkedIn Confidential ©2013 All Rights Reserved
Create a project
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LinkedIn Confidential ©2013 All Rights Reserved
Paso 1. Creamos un nuevo proyecto
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LinkedIn Confidential ©2013 All Rights Reserved 52
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LinkedIn Confidential ©2013 All Rights Reserved 53
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Track leads and keep in contact
– Hunt per job opening
– Select per job opening
� Build a clear proposition
� Build relationships
� Use own employees as
ambassadors
� Share knowledge and
opportunities
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©2013 LinkedIn Corporation. All Rights Reserved.
Five Key Reasons to Build a Talent Pipeline
Identify the right talent early
Reduce your time to fill
Prevent candidates from slipping away
Minimize business disruption
Strengthen your employment brand
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Centralize
Transform � Transform into up-to-date profiles
� Associate information for a lead with that person’s LinkedIn Profile
Pipeline
� Organize, track, and nurture leads
� Search your pipeline for warm leads
Collaborate
� Synchronize your team
� Avoid duplication of effort
Analyze
� Know your best sources for talent
� Track leads through your pipeline
Talent Pipeline
� Centralize all your leads in one place
� Track them all in Recruiter
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Projects, Tags, Sources & Status
• Create uniformity• Use naming
conventions:
Jobtitle – Country – City –Recruiter Initials
Financial Controller – UK –London - JP
Projects
• Tags are used to easily identify skillsets of candidates
• Have the recruiters create tags
Tags
• Keep track of the source of every candidate
• Use existing sources
Sources
• Shows you where the candidate is in your Pipeline
• This determines the overall workflow of your team.
• Take your time to determine all the steps in the process before you implement
Status
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Talent Pipeline from the profile of the candidate
Add tags for to easily identiskillsets of candidates
Use alerts for tracking
Import data, CV,files…
Add the candidate to a project and select his status
Update me
Use notes for sharing
comments about the
candidate with your
team.
Work in team!
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You can personalized your own Talent Pipeline
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You can personalized your own Talent Pipeline
Sources
• LinkedIn Search
• Headhunter
• Job Portal
• Internal referral
• External referral
Status
• Interested
• Not interested
• Declined
• Declined –contacted
• ATS
Tags
• Silver Medal
• STAR
• International Mobility
• Polish
• Portuguese
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Keep tracking from the search results list
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1. Exercise: think about what sources, status and tagscan be useful for yourself and your team
2. How can Linkedin Talent Pipeline be usefull in coordination with your internal ATS?
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Hiring Manager collaboration
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Hiring Manager
Hiring Manager needs a profile on LinkedIn.com
Few capabilities: checking profiles & evaluating candidates.
Up to 20 Hiring Managers per Recruiter license
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Why collaborating with Hiring Managers?
- Hiring Managers can help us in order to know better the position we
are looking to fill.
- Collaborating with Hiring Managers can help us in knowing better what
the HM priorizes in the potential candidate.
- Hiring Managers can provide us some good candidates that they know
and also can help us in where we can find these candidates.
- A good collaboration can reduze timings in the processes, improve
quality in the hirings and reduze the turn-over.
(...)
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Sharing candidates from the project or the searches
Only in searches 2.0.
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Ask for evaluation!
Sharing candidates from the project or the searches
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Sharing projectsClick here in order to access in to the functionalities of sharing a project
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SHARING PROJECTS
Type only the name oftheHiring Manager if he is a 1st
contact of your personal net. Type the e-mail adress of the Hiring Manager if he isnot part of your net.
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Let´s do it together!
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are passive and not
looking to move
70%
60%
of them are opento opportunity!!
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©2014 LinkedIn Corporation. All Rights Reserved.
Daily Recruiter Workflow: Contact
� 150
InMails/recruiter/month
� Shared resource
� 90-day rollover
� 1 to many
� Attachments
� Templates
� Free messaging
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Passive members tend to do the following on LinkedIn.com
� Catch up on news via Pulse
� Connect with colleagues
� Engage in groups
Who are Your Messages Going to?
Cheryl enjoys her job and doesn’t plan to leave any
time soon. Of LinkedIn network is passive, or not
actively seeking employment. ©2014 LinkedIn Corporation. All Rights Reserved.
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Do:
� Start a conversation
� Be brief and to the point
� Personalize the message
� Be authentic
� Emphasize growth
� Leverage shared connections
� Ask for referrals
� Include next steps
Don’t:
� Make it feel like a template
� Focus on the job
� Include the job title in the subject line
� Ask for a resume
Consider the Following When Writing an InMail
©2014 LinkedIn Corporation. All Rights Reserved.
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Example
Subject:Looking for exceptional MBA candidates for Linkedin!!!Message:I came across your profile and think you would be a good fit for an opportunity with our Business Analytics Team, within our Global Sales Organization at LinkedIn. I noticed that you are a 2013 MBA Candidate and wanted to reach out to you about this position.
For this position we look for MBA candidates that have following qualities: -Demonstrated ability to interface with sales people, all levels of management and experience working across multiple functional groups.-Experience developing analytics-based tools and methodologies in a sales/marketing environment.-Demonstrated strength in strategic data interpretation and visual representation of data.-Passionate about technology.
We're growing fast and our culture is creative and energetic; what we do everyday touches the lives of hundreds of millions of people. If this sounds like something that piques your interest, I would love to sit down with you and explain the benefits of our program.
Looking forward to hearing from you soon.
Best,
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Subject:Graduates opportunities within LinkedIn
Message:Dear XXXXX, I hope you’re off to a great start with your final semester. My name is XXXXX and I’m recruiting for LinkedIn’s sales team. Your profile stood out to me and I’d love to discuss a career for you in Sales at LinkedIn.
If you are ambitious, competitive, and want to help bring economic opportunities to people around the world, consider doing it at LinkedIn. LinkedIn is growing incredibly fast, with two new members signing up every second! LinkedIn is hiring top talent and growing at an unprecedented rate—your opportunities for growth and impact will be limitless at LinkedIn.
If you're interested in discussing your goals and the opportunities at LinkedIn, please send me a few times you're able to talk next week.
I look forward to hearing from you!
Cheers,Leo
Ps: check out this cool video that blew my mind when I was in your shoes. http://bit.ly/Tzj4o3
Example
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We give them way too much information!
They may opt out before ever
speaking with us.
Common InMail pitfalls
#intalent
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Common InMail pitfalls
We make it all about us!
Prospects should feel special, not
like they have to do you a favor.
#intalent
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We make the prospect feel like a number.
This message is an obvious
template – nothing personalized,
nothing to grab attention.
Common InMail pitfalls
#intalent
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Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
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Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
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Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
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Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
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Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
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Due to the personalization (consequence of the specialization of the team) we got 54% RR when we were having a 34% RR”
Eva Roca, HR Manager - Softon
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InMail on mobile
Prospects are on the go!
Make that message short but
impactful.
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Summary
1 Act like a recruiter, think like a candidate
2 Personalise, personalise, personalise
3 Speak the same language
4 Sell a future, not a “today”
5 Be mobile and think about when you press “Send”
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Think about possible templates for recurrent positions…
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Feel inspired…https://www.youtube.com/watch?v=HuvO2W--Bi8
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93