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Best Practices: Using LinkedIn for Strategic Recruiting

Best Practices: Using LinkedIn for Strategic Recruiting. Linda Maurer – Fifth Third Bank. Linked In – Personal Membership. Membership, connections: 200 million people have a profile on LinkedIn 3 million new members each month Recommendations; job opportunities

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Best Practices: Using LinkedIn for Strategic Recruiting

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  1. Best Practices: Using LinkedIn for Strategic Recruiting Linda Maurer – Fifth Third Bank

  2. Linked In – Personal Membership • Membership, connections: • 200 million people have a profile on LinkedIn • 3 million new members each month • Recommendations; job opportunities • Members can join a wide range of groups • Members can “follow” an influential leader • Members can “follow” an interesting company • Job postings: fed to the member’s e-mail based on member profile

  3. Did you get one of these?

  4. Corporate Membership • Job seekers • Try LinkedIn first • See who they know / who has connections at the target company • Job postings: • Corporate license for a certain # of “seats” • Each user can post one “hot job” per month • Everyone in the recruiter’s network will see the posting • Members can refer a friend for the opening • Advertising: • When a member clicks on your open job listings, they are taken to “careers” site. • Corporate branding opportunity

  5. Recruiter Profile

  6. Job Postings - example

  7. LinkedIn Features • In Mail: • Corporate Members get a certain # of messages per month. • Target members of specific groups – i.e., veterans • Candidate Search : • Use keyword to narrow the search results • Remove people who already work(ed) for your firm • Save search with unique ID such as requisition # • Save candidates to search folder • Diverse candidate search: • Search by college, location, group membership • Make notes on specific candidates • Join groups; connect with other members

  8. LinkedIn / Affirmative Action Concerns • LinkedIn does not take the place of the ATS • Good documentation still required! • Who did we contact about the opening? • Who expressed an interest? • Who actually applied to an opening (passive vs. active candidates) • Retain details of candidate searches (i.e., keywords used, contacts made, candidate response) • Be careful when searching for a specific group: • Protect your name as an Equal Opportunity Employer • OK if we are remedying past shortfall or adverse impact • Generally not OK if we do not have these.

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