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Agency tips finalv3 092013
- 1. 1Talent Solutions Agency RecruitingFundamentals: Tips for Hiring the Best with LinkedIn Recruiting Solutions
- 2.
- 3. 3Talent Solutions Today’s Agenda Introduction to LinkedIn Build a Recruiting Profile Research Before You Search Find and Engage the Best Talent Audience Q&A 3
- 4. 4Talent Solutions Our Mission 4 Weconnect the world’s professionals to make them more productive and successful
- 5. 5Talent Solutions The world’slargest professional network Over 60% of members are now international 238M+ 2.5Members / second All Of the Fortune 500 represented in our members
- 6. 6Talent Solutions 1 2 3 .NET Developers Biotech& Pharma Creative Design Pros 4 1,000,000+ groups Four reasons why the world’s best professionals join and visit LinkedIn 6
- 7. 7Talent Solutions There arefundamental differences between active and passive candidates Active Candidates - Listen to opportunities - Respond quickly - Seek information Active Candidates - Listen to opportunities - Respond quickly - Seek information Passive Candidates - Do not have a current resume - May listen to opportunities - Do not respond to “apply now” - Higher bar to respond Passive Candidates - Do not have a current resume - May listen to opportunities - Do not respond to “apply now” - Higher bar to respond
- 8. 8Talent Solutions Today’s Agenda Introduction to LinkedIn Build a Recruiting Profile Research Before You Search Find and Engage the Best Talent Audience Q&A 8
- 9. 9Talent Solutions When yousend an InMail or post a Job, what is the FIRST thing candidates check to learn more about you?
- 10. 10Talent Solutions What mostrecruiter profiles say build partnerships with clients Employs proven communication skills Consistently outperforms fellow recruiters Identify the best talent Recruitment Process Outsourcing developing strategic sourcing solutions Contract, temporary, permanent positions Staff Augmentation Cold-calling Screening
- 11. 11Talent Solutions What ifyou used your profile to recruit people as well? What a recruiting profile says Career Coaching / Life Coaching My true joy is finding an amazing candidate and helping them understand the potential of the opportunity. I am looking for Engineers who are experts in: 1) Java and J2EE 2) System level White box QA Engineers. constantly curious and passionate about people and understanding their goals Contact me to learn more
- 12. 12Talent Solutions 12 Yourpersonal professional brand: Add a picture Don’t copy / paste your resume Write a personal tagline Write your elevator pitch Point out your skills Distinguish yourself from the crowd Ask for recommendations Own your public profile’s URL
- 13. 13Talent Solutions Today’s Agenda Introduction to LinkedIn Build a Recruiting Profile Research Before You Search Find and Engage the Best Talent Audience Q&A 13
- 14.
- 15.
- 16. 16Talent Solutions Company OverviewPage 16 Your company’s brand: Add a logo and banner image Fill in the details Company description Point out Company Specialties Differentiate from your competition Designate Page Admins for company status updates
- 17. 17Talent Solutions Build acommunity: Engage, analyze, optimize 17 Analyze & Optimize Engage Followers: Post Updates Build Community: Acquire Followers Establish Presence: Develop branding assets xyzCo xyzCo Ed Franklin Grow Your Career by Following: XYZ.CO Cecile, get thelatestonXYZ.CO Jobs, News &more! XYZ.CO Grow Your Career by Following: XYZ.CO Cecile, get the latest on XYZ.CO Jobs, News & more! XYZ.CO
- 18. 18Talent Solutions 18 PeopleResearching your Employees per month People researching your Company per month People currently following your Company Organic Traffic – - InMails, Telephone Calls, Emails, Meetings How People Engage with your Agency
- 19. 19Talent Solutions 1919 Membersare more engaged with the companies they follow on LinkedIn… 78% More likely to accept Recruiter InMail 6x More likely to view LinkedIn Career Page
- 20. 20Talent Solutions Get LinkedInToday…and every day 20
- 21. 21Talent Solutions Listen inon Groups 21 Join many Participate in a few Run one Groups IT ProsReal Estate Fashion 1,000,000 +
- 22.
- 23. 23Talent Solutions Today’s Agenda Introduction to LinkedIn Build a Recruiting Profile Research Before You Search Find and Engage the Best Talent Audience Q&A 23
- 24. 24Talent Solutions 24 PeopleResearching your Employees per month People researching your Company per month People currently following your Company Organic Traffic – - InMails, Telephone Calls, Emails, Meetings How People Engage with your Agency
- 25.
- 26. 26Talent Solutions Additional resources LinkedInCorporate Recruiting Solutions home: http:// business.linkedin.com/talent-solutions Recruiting with LinkedIn blog: http://talent.linkedin.com/blog/ On Twitter: @hireonlinkedin 26
- 27.
Editor's Notes
- #2 Welcome and thank you for joining us! Our goal today is to share with you some of our best strategies and tips for getting the most out of LinkedIn—to be more effective as a staffing leader and to hire the best talent for your clients. You should walk away from this webcast with concrete ideas that you can apply to your organization’s recruiting activities, immediately. One housekeeping note: You’re all on mute by default, so use the chat box for questions and send to “all panelists”
- #3 Currently an account executive here at LinkedIn. I’m personally part of a team that strategically partners with search and staffing firms nationwide. Provide customized solutions on the enterprise level. But today we’ll be looking at both free tips and tricks as well as preview some of the enterprise level solutions.
- #4 Here’s where we’re headed today. We’ll start with a brief introduction to LinkedIn. From there, we’ll dive right in to tips and tricks. Explore the ins and outs of how to be in the best position for success on LinkedIn. First, building a recruiting profile on LinkedIn (this is really all about building your personal brand as a recruiter: so we’ll focus on your profile) And second, researching before you search: everything from understanding what’s going on in your client’s industry and talent market, to what’s important to the candidates you’re trying to reach, to who might have the skills you need to hire for. So we’ll talk about a slew of free LinkedIn products: the Follow Company feature, LinkedIn Today, Groups, and your connections. Finally, we’ll shift to talking about using LinkedIn to find and engage candidates. At that point in the webcast, I’m going to do a live demo. Hopefully we’ll have some time at the end to really dive into some of the questions that you have entered in the chat box and open it up for some Q&A. So let’s get started with an intro to LinkedIn!
- #5 First, a look at our beginnings: while we may be an industry-changing recruiting platform, we weren’t actually founded as one. Here’s our mission statement. Our CEO likes to talk about how this is not a VISION but a MISSION, something which we are determined to accomplish: We connect the world’s professionals to make them more productive and successful. Every single member that joins our network has the chance to uncover economic opportunity via LinkedIn – and also to provide economic opportunity to others in our network. You, as recruiters, are creating economic opportunity for every single person you connect with their next opportunity. We are serious about connecting every single professional globally.
- #6 *NEED TO UPDATE STATS AND GRAPH* Let’s talk a little bit about that growth. We now have more than 238 million members and we’re growing at the rate of about two new members per second. 61% of members are now international (in more than 200 countries and territories) UPDATE STATS All of the Fortune 500 is represented in our membership (CONFIRM STATS)
- #7 So, why are all these people on LinkedIn? There are many reasons: To brand themselves. Through their profile, of course, status updates and really their every interaction on LinkedIn. To get smart on what’s being said about their industries (we’ll talk more about ways you can do this in a bit) To think generally about careers. They may not be actively looking, but they might decide it’s time to polish their profile… just in case. To discuss business issues that matter to them. There are over 1 million groups on LinkedIn, ranging from diversity groups through specialized skills and much, much more. So you may be wondering--what’s the connection between what members are doing on LinkedIn and my next great hire for my client? Well--surveys show that 60% of the workforce is not looking for a job, BUT these individuals ARE open to discussing new career opportunities. These are the passive candidates that you hear everyone talking about: 60% of the fully-employed workforce, so obviously a much bigger and high quality talent pool than the 18% of fully-employed professionals who are looking.
- #8 Let’s talk a little bit more about active candidates vs. passive candidates. Active candidates will… Listen to opportunities available to them Respond quickly to your inquiries Seek information about their next job and about your clients’ companies On the other hand, passive candidates…(and remember, this is 60% of the workforce) Don’t have a current resume MAY listen to opportunities, they may not Do not respond to “apply now”—they need to be convinced first Have a much higher bar to respond to your inquiries SO—as a staffing leader, you need a plan to source both active AND passive candidates, in order to be sourcing the very best talent for your clients. You need a strategy to go out and find candidates, and if they’re not ready for an opportunity at that moment, to continue a conversation with them until they are (while they may not be ready for an opportunity right now, who knows what your next client will be looking for in the future!). Now let’s dive in to tips and best practices for doing just that with LinkedIn.
- #9 First up: tips for building a recruiting profile on LinkedIn. Your profile is a huge branding opportunity, both for you as a recruiter and for your agency—it’s basically free advertising space for you to talk about the opportunities you’re working on and the work your agency does for its clients. If you’re on this webcast, you likely have a LinkedIn profile—but is it a RECRUITING profile? Let’s dig in…
- #10 It’s your profile, of course!
- #11 And when they go to your profile to learn more about you, odds are your profile may say some of the things on the screen. All of these things are great, and they’re important for branding yourself as a great recruiter to potential future employers or potential clients out there—BUT, they won’t resonate at all with a passive candidate.
- #12 So imagine if you used your profile to recruit—and included language like… If you sent an InMail to a passive candidate and they went to look at your profile, this kind of language would speak directly to them. It would be a very different, and far more effective, experience—and odds are they’d be more willing to respond to you. So let’s talk step-by-step about how you can turn your profile into a recruiting profile.
- #13 Let’s take a look at an example of a great “recruiting” profile. Your profile helps build your personal professional brand. 1) Add a picture- It makes your profile more human—AND it makes candidates far more likely to respond when you reach out. One thing to note: your picture should be professional (no party pics, cartoons, or logos). 2)Write a personal tagline - Your tagline shows up with your name in search results, so it’s an opportunity to make someone want to click on your profile. Anna’s is fairly straightforward, but you can also be creative with your headline. It doesn’t necessarily have to be “Recruiter at Agency XYZ.” 3) Point out your skills- this helps when people narrow down according to a specific skill set 4) Ask for recommendations: Ask for recommendations from your clients AND from people you’ve hired. You want to make sure you’re putting your best foot forward. 5) Claim your public profile. You can do this under Settings on LinkedIn. This is your “vanity” URL—you can include it on your business cards, in your email signature, and so on—it’s an easy way to drive candidates back to your profile, which has more information about you and opportunities you’re hiring for.
- #14 What do we mean by research before you search? Well, it’s really all about Understanding what’s going on in the talent market you work in and the industry you recruit for—and what’s going on with the companies your clients are competing with for talent Understanding what your target candidate pools care about (for example, if you focus on sales recruiting, what’s really going to resonate with sales professionals you want to recruit?) Understanding where you can find the passive talent that has the skills you’re looking for So let’s start with a few features that will help you understand what’s going on in the talent market: the Follow Company feature, Signal and Today.
- #15 Following companies is a great way to get competitive intel on talent pools. Whenever you follow a company, you get updates on your LinkedIn homepage about what’s going on at that company: new job opportunities new hires promotions or job changes within the company and departures from the company. You’ll also see Company Status Updates, which each company can push out from their company page—just like a personal status update, but at the company level. They’re a great way for you to check out what kind of messages they’re sharing, what kind of talent they’re looking for, etc. [Note: Company Status Updates are ALSO a great biz dev opportunity for your recruiting agency—you can use them to post relevant content and brand your org as a thought leader, highlight if your agency is featured in the press, etc] You should definitely follow companies in the industries you recruit for—as well as your companies your clients compete with for talent—to get the inside track on trends in the labor market. You’ll be able to see who’s hiring actively, who’s losing talent, and where that talent is coming from or going to. (And on a related note, you should also actively monitor who’s following your clients—these people are obviously interested in knowing what’s going on there, and they may be great passive candidates for roles at those organizations).
- #19 A second measure of marketing is how your employees are connected on LinkedIn and what is the reach of your employee’s networks i.e.: do they have robust connection density , are people outside your organization viewing their profiles and are they sharing insights, who they are connected to . This slide shows your company’s employees are connected and generating interest. Better connected employees provide: 1. Increased flow of knowledge and have closer relationships; 2. Allow for faster access to valuable contacts for business development or talent pipelining 3. Greater employee collaboration for projects, expertise and navigating your own organization 4. And of course greater reach as brand ambassadors for your organization
- #21 And LinkedIn Today is a great way to get up to speed on what’s happening in your talent market and industry. LinkedIn Today is a product that delivers the day’s top news, tailored to you based on what your connections and industry peers are reading and sharing. So here you’ll see a screengrab of today’s top news in the careers and recruiting industry. You’ll want to peruse this page regularly to understand what’s going on in your industry and to see what your peers are sharing. However, LinkedIn Today allows you to follow multiple industries—so say you’re hiring designers for an internet company. There’s a Today page for both design and internet, and you can add those categories to your LinkedIn Today homepage. So you’ll have all of the information you need in one place, minus the noise and clutter of other sites and social tools, and you can read up in just a few minutes—and know exactly what individuals in your key talent pools and your industry are talking about, reading and sharing.
- #22 Researching before you search is also about understanding what the passive candidates you’re looking to recruit—whether that’s sales professionals or financial analysts—what they care about and what would resonate with them if you reach out and start a conversation about your clients’ opportunities. LinkedIn Groups can provide a wealth of information on what individuals in your target talent pools are talking about and what they care about. When it comes to Groups, we recommend that you join many, but participate in a few (and run one, if you’re feeling brave!) Join many (and listen) . There are more than one million groups on LinkedIn, and you should join groups that are relevant to your key talent pools to help you keep your finger on the pulse of the market. You can set Group digests on a daily or weekly basis, so you control how often you get updates on what’s going on in the group. Participate in a few . Get involved in a few select groups—not as a recruiter (don’t just post your jobs), but as a thoughtful contributor. Engaging in the conversation is a great way to get your questions answered and better understand that group of professionals. (and, it can help you build relationships with individuals who may become passive candidates for you at some point!) Polling in Groups is a great new feature that makes participation in Groups even easier and more impactful—you can create a poll in a couple clicks to get immediate insights on what that group is thinking and what’s important to them. Of course, you can run one too—we’ve seen organizations do this to host conversations with groups of professionals (marketing professionals, professionals in the energy industry, etc)—Groups can be very, very effective for sourcing and building pipelines of talent if done correctly.
- #23 Finding people with the skills you’re looking for may be closer than you think: they may be connected to your connections. You should be thoughtful about who you choose to connect with, but it’s important to note that the more people you’re connected to, the further your network reaches. Your connections allow you to gain valuable access to THEIR connections. So it’s a great idea to connect with your clients on LinkedIn, as well as really talented individuals in the space or function you’re hiring for. You can ask your connections to “warm up” your leads with an introduction to their connections. Try browsing through the connections of superstar engineers at your client company, for example—odds are they know other superstar engineers and can introduce you!
- #24 So now that we’ve covered building a recruiting profile and researching before you search, let’s get down to actually searching and finding the best passive talent for your clients. I wanted to take some time to do a demo for you of the best possible search experience available to agency recruiters on LinkedIn: LinkedIn Recruiter Professional Services. [DEMO]
- #25 A second measure of marketing is how your employees are connected on LinkedIn and what is the reach of your employee’s networks i.e.: do they have robust connection density , are people outside your organization viewing their profiles and are they sharing insights, who they are connected to . This slide shows your company’s employees are connected and generating interest. Better connected employees provide: 1. Increased flow of knowledge and have closer relationships; 2. Allow for faster access to valuable contacts for business development or talent pipelining 3. Greater employee collaboration for projects, expertise and navigating your own organization 4. And of course greater reach as brand ambassadors for your organization
- #26 Q&A from the audience
- #27 Finally, some additional resources: If you’re interested in more information about LinkedIn Talent Solutions products, visit us at business.linkedin.com/talent-solutions And the Recruiting with LinkedIn blog and our Twitter account will keep you up to speed on everything that’s going on at LinkedIn
- #28 Thank you so much for attending, and have a wonderful day!