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4 Ways to Improve Your Passive Candidate Recruiting Strategy on LinkedIn

4 Ways to Improve Your Passive Candidate Recruiting Strategy on LinkedIn.

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4 Ways to Improve Your Passive Candidate Recruiting Strategy on LinkedIn

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  1. 4 Ways to Improve Your Passive Candidate Recruiting Strategy on LinkedIn #Staffing #HiretoWin

  2. Meet your presenter Cathy LeBlanc Success Manager

  3. What we’ll cover in 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 global pool of talent 19M+ UNITED KINGDOM 10M+ FRANCE 8M+ ITALY 5M+ NETHERLANDS 7M+ SPAIN 2M+ BELGIUM 4M+ TURKEY 11M+ CANADA 2M+ SWEDEN 1M+ DENMARK 12M+ CHINA 122M+ UNITED STATES OF AMERICA 1M+ SAUDI ARABIA 33M+ INDIA 3M+ PHILIPPINES 1M+ SINGAPORE 4M+ INDONESIA 2M+ MALAYSIA 1M+ UNITED ARAB EMIRATES 23M+ BRAZIL 7M+ AUSTRALIA 1M+ NEW ZEALAND 4M+ SOUTH AFRICA 400M+ +2 New members per second members worldwide

  5. Professionals come to LinkedIn to develop their careers, not just to find jobs Identity The professional profile of record Network We connect the world’s professionals Knowledge The definitive professional publishing platform 6

  6. Agencies turn to LinkedIn to reach more candidates, whether active or passive Job Boards 30% Active 400M+ members 70% Your agency Passive Note: Active-passive figures come from the 2015 Talent Trends survey conducted by LinkedIn Research Network. For more information, visit business.linkedin.com. 7

  7. Poll Do you currently have a passive candidate recruiting strategy in place? 8

  8. The breakdown in North America 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 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? 2015 Talent Trends 9

  9. When you send an InMail or post a job, what is the first thing candidates do to learn more? 10

  10. 1) Build a recruiting profile 1 Build a recruiting profile 2 Be a thought leader within your network 3 Expand your reach and increase your efficiency Craft an InMail that gets a response 4 11

  11. 1 Add a professional photo 14x More likely to be viewed if you have photo

  12. 2 Write an attention- grabbing headline Explain what it is you do Show your passion and value

  13. 3 Draft a compelling summary 40 words or more – about you Include keywords, not buzzwords Write for your target audience

  14. 4 Add a company overview & your role specifics 12x More likely to be viewed if have more than 1 position listed

  15. Your professional brand doesn’t stop at your profile Share updates with your network Read and share industry news Follow competitors, clients and prospects Join Groups

  16. No Brand? No Business. A powerful brand is your ticket to placing more candidates When candidates do use agency recruiters 74% report having a good experience. Of those interviewed by an agency recruiter 41% were offered a job. Only 18% of talent thinks of a staffing firm when looking for new job opportunities. Source: 2015 Talent Trends survey results. 17

  17. 2) Brand your agency 1 Build a recruiting profile 2 Brand your agency 3 Expand your reach and increase your efficiency Craft an InMail the gets a response 4 18

  18. Company page basics Visit linkedin.com/company/add/show to get started 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

  19. 100% People that follow your company on LinkedIn are 100% more likely to respond to an InMail 20

  20. 79% 79% of members are interested in job opportunities from companies they are following 21

  21. 3) Expand your reach and increase your efficiency 1 Build a recruiting profile 2 Brand your agency 3 Expand your reach and increase your efficiency Craft an InMail that gets a response 4 22

  22. RECRUITING ON FREE vs. LINKEDIN RECRUITER

  23. MEET FRED AND RACHEL. Fred uses Rachel uses LinkedIn Recruiter. LinkedIn.com for free.

  24. Fred and Rachel’s searches begin in a similar way. They enter “director AND finance” in the search field.

  25. 4) Craft an InMail that gets a response 1 Build a recruiting profile 2 Brand your agency 3 Expand your reach and increase your efficiency Craft an InMail that gets a response 4 26

  26. 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. Why you’re reaching out to them specifically 73% 64% 72% The role’s responsibilities 69% 60% Projected salary range 52% 47% The company’s culture 45% U.S. and Canada Global 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? 2015 Talent Trends 27

  27. What to say: Convert more passive candidates into placements Know what matters to candidates as they consider a job offer from your client Top 5 factors for talent in the US and Canada when considering a job offer 94% of talent says being contacted by their prospective manager can make them accept a job offer faster 56% Better compensation Better compensation package 34% Better work / life balance Better work / life balance 24% Better place to work (culture) Better place to work 24% Opportunities for advancement More opportunities for advancement 22% Better fit for my skill set Better fit for my skill set 20% Better professional development 17% Better office location 17% More challenging work 16% Increased job security 15% A more influential role within the company Which of the following are the three most important factors that would entice you to accept a new job opportunity? 2015 Talent Trends 28

  28. Consider the member experience On the LinkedIn homepage In their Inbox When they network with your employees When they search for jobs When they research your company Via mobile LinkedIn app 29

  29. Next Steps Build out 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 • • • • 31

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