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4 Ways to Improve Your Passive Candidate Recruiting Strategy on LinkedIn [Webcast]
The document outlines four strategies to enhance passive candidate recruiting on LinkedIn: building an effective recruiting profile, branding the agency, expanding reach and efficiency, and crafting compelling InMails. It highlights the significance of a professional online presence, engaging content, and understanding candidates' preferences when reaching out. With an extensive global talent pool, the strategies aim to improve candidate engagement and hiring success.
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Similar to 4 Ways to Improve Your Passive Candidate Recruiting Strategy on LinkedIn [Webcast]
4 Ways to Improve Your Passive Candidate Recruiting Strategy on LinkedIn [Webcast]
- 1. 4 Ways toImprove Your Passive Candidate Recruiting Strategy on LinkedIn #Staffing #HiretoWin
- 2. Cathy LeBlanc Success Manager Meetyour presenter
- 3. What we’ll coverin the next 45 minutes Brief overview of LinkedIn Passive candidate deep dive 4 ways to improve your passive candidate recruiting on LinkedIn Q&A
- 4. LinkedIn: A globalpool 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
- 5. Knowledge The definitive professional publishingplatform 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
- 6. Passive 70% 400M+ Active 30% members Note: Active-passive figurescome 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
- 7. PollDo you currentlyhave a passive candidate recruiting strategy in place? 8
- 8. 2015 Talent Trends9 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
- 9. 10 When you sendan InMail or post a job, what is the first thing candidates do to learn more?
- 10. 11 Build a recruitingprofile 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
- 11. Add a professional photo 1 Morelikely to be viewed if you have photo 14x
- 12. Write an attention- grabbingheadline 2 Explain what it is you do Show your passion and value
- 13. 3 Draft a compelling summary 40words or more – about you Include keywords, not buzzwords Write for your target audience
- 14. Add a company overview& your role specifics More likely to be viewed if have more than 1 position listed 12x 4
- 15. Your professional branddoesn’t stop at your profile Share updates with your network Read and share industry news Follow competitors, clients and prospectsJoin Groups
- 16. A powerful brandis 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.
- 17. 18 Build a recruitingprofile 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
- 18. Visit linkedin.com/company/add/show toget 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.
- 19. 100% People that followyour company on LinkedIn are 100% more likely to respond to an InMail 20
- 20. 79% 79% of membersare interested in job opportunities from companies they are following 21
- 21. 22 Build a recruitingprofile 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
- 22. FREE vs. LINKEDINRECRUITER RECRUITING ON
- 23. MEET FRED ANDRACHEL. Rachel uses LinkedIn Recruiter. Fred uses LinkedIn.com for free.
- 24. Fred and Rachel’ssearches begin in a similar way. They enter “director AND finance” in the search field.
- 25. 26 Build a recruitingprofile 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
- 26. 2015 Talent Trends27 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.
- 27. 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%
- 28. 29 Consider the memberexperience 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
- 29. Next Steps 31 • Buildout 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