How to recruit the right talent for your business | Build, Engage, Recruit Webcast (Part3)
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Recruit more effectively: How to recruit the right talent for your business This is the 3rd part of a 3 part series. Check out Part 1 (http://bit.ly/1MGMiYr) and Part 2 (http://bit.ly/1AQ0WGb). Transforming the way Recruiters connect with talent on LinkedIn LinkedIn Recruiter Certified Several years of recruitment experience AGENDA High-level overview of Build, Engage, Recruit Searching on the LinkedIn network Alternative ways of searching Identifying your talent pool Collaboration tips Efficiency tips Q&A Build, Engage, Recruit An effective and efficient strategy to get the most from Social Media Jumping into Recruit What is the total addressable market in the US? Identify your talent pool Optimize your search Refinement filters Custom filters Saved searches and alerts When results are manageable < 50-200 Alternative ways of searching Keyword and Title : Search using common keywords and titles Conceptual Search: Search using alternate keywords and job titles Implicit Search: Search based on what isn’t explicitly mentioned in profiles Indirect Search: Leveraging initial search results to make connections Natural Language Search: Search using action verbs that are related to required skills Identify your talent pool on LinkedIn Collaborate with InMail templates Collaborate with projects Recruiting tools key Share jobs What's next? Get certified: LinkedIn Recruiter Certification Want more information on LinkedIn Recruiter Certification and how it can make you a true expert? Join tomorrow’s webinar, Why LinkedIn Recruiter Certification is for you: http://linkd.in/1EbyIHX
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How to recruit the right talent for your business | Build, Engage, Recruit Webcast (Part3)
- 1. Part 3 of 3 in the Build, Engage, Recruit series Recruit more effectively: How to recruit the right talent for your business #Staffing @HireOnLinkedIn
- 2. 2 Alex Rossberg Customer Success Consultant Transforming the way Recruiters connect with talent on LinkedIn LinkedIn Recruiter Certified Several years of recruitment experience
- 3. Agenda • High-level overview of Build, Engage, Recruit • Searching on the LinkedIn network • Alternative ways of searching • Identifying your talent pool • Collaboration tips • Efficiency tips • Q&A 3
- 4. An effective and efficient strategy to get the most from Social Media Build, Engage, Recruit Build Engage Recruit + = 4
- 5. Recruit
- 6. What is the total addressable market in the US? 347M+ members 105M+ members Total number of professionals on LinkedIn. Total number of professionals on LinkedIn within the US. 6
- 7. Identify your talent pool 7
- 8. Optimize your search AND OR NOT “ ” ( ) Java AND developer “Java Developer” OR “Java Engineer” NOT Recruiter **In Advanced Title Search** “Java Developer” Java AND (developer OR programmer OR engineer) 8
- 11. Saved searches and alerts When results are manageable < 50-200 11 Dan Smith, Tim Nywen, Sam Kolar… Allan Aarg, Jim gruint
- 12. Alternative ways of searching Keyword and Title Search using common keywords and titles Conceptual Search Search using alternate keywords and job titles Implicit Search Search based on what isn’t explicitly mentioned in profiles Natural Language Search Search using action verbs that are related to required skills Indirect Search Leveraging initial search results to make connections 12
- 13. 13 Identify your talent pool on LinkedIn Follow these steps: 1. Start with your Boolean search 2. Expand the “current company” filter You just identified where your client has hired in the past. 5. Expand the “past company” filter 4. Choose your client at the “Current company” 3. Go back to your initial Boolean search This is where the talent pool is!
- 14. Collaborate with InMail templates Reduce duplication Increase collaborationIncrease efficiency 14
- 15. Collaborate with projects Increase collaboration Reduce duplication 15 John Smith Ran Imlij Paul Newer
- 16. Recruiting tools key Update Me Reminders Projects Tags Attachments Notes 16
- 17. Sharing jobs In the last month, jobs which were shared had on average 58% more views than those that were not. The number of applications collected through LinkedIn are, on average, 44% higher when jobs are shared on the network. Increase engagement 17
- 18. LinkedIn Recruiter Certification 18 What’s next? Get certified. Want more information on LinkedIn Recruiter Certification and how it can make you a true expert? Join tomorrow’s webinar, Why LinkedIn Recruiter Certification is for you: http://linkd.in/1EbyIHX
- 19. ©2014 LinkedIn Corporation. All Rights Reserved.© 2015 LinkedIn Corporation. All Rights Reserved.
Hinweis der Redaktion
- Thanks again everyone for joining today. My name is Alex Rossberg and I am a Customer Success Consultant here at LinkedIn. Basically what my role is is that I work with our customers to ensure that they are being successful when it comes to working within LinkedIn Recruiter. Previous to joining LinkedIn, I did spend several years recruiting, so I’m familiar with what your days look like and I’m exciting to be here with you today. Throughout the session today, please feel free to ask questions in the chat panel on the right. We’ll be answering them throughout as well as we’ll have some time at the end for some Q&A.
- So taking a quick look at the agenda for today – We’ll first start off with a high level overview of Build Engage Recruit We’ll then jump into searching within the LinkedIn Network. We’ll touch on boolean modifiers and different ways to refine your search down within the recruiter tool. We’ll also take a look at alternative ways of searching – so not just searching using boolean, actually looking at different ways of searching for the perfect candidate on LinkedIn Next we’ll address how to identify your talent pool, so taking your searching even further than just creating those boolean search strings and reviewing all of the information that is available to you within LinkedIn recruiter and I’ll point out beneficial information that isn’t always being taken advantage of Then we’ll go through some different tips when it comes to collaboration and efficiency and finally we’ll jump into a quick demonstration where I’ll actually show what we discussed utilizing my LinkedIn Recruiter License
- Today’s session is the 3rd in a three part series. If you had a chance to attend all 3 that’s great, but if not, don’t worry we’re going to do a quick recap of Build and Engage and then jump into Recruit. What we mean by build and engage is your want to first start to build your network of followers and from here you’ll want to engage with them. So how can you do that? You’ll really want to put yourself in your followers shoes, think relevant content, what stands out to you and what type of articles, and information do you want your followers to see when they sign into their LinkedIn.com profiles. By keeping all of this in mind, you’ll start to see that you’ll stay top of mind with your followers and your network. All of this will then move us into recruiting and you’ll start to see that building and engaging will make it easier to gain that business and to start to fill reqs. If you’re building your network and engaging them with relevant content when the times comes to work with you, again you’ll already be top of mind and those conversations will be much easier to start and to have. Today we’ll be focusing more so on recruiting, so again searching and identifying our talent pool with in the LinkedIn Network and then from there taking it a step further to recruiting proactively and how you can start to build your pipeline of talent within LinkedIn Recruiter.
- Jumping into Recruit
- Before we get started, I want to take a look at the total addressable market that’s within the US…first off look at the number of professionals that are on linkedin… over 347 million and within the US alone there are over 105 millions members. These numbers are amazing to keep in mind when it comes to searching and sourcing within the LinkedIn network. This will also be helpful when it comes to having conversations with our clients. When you work within LinkedIn Recruiter, you have the ability to utilize various searching features as well as different refinement filters to narrow your search down to the talent pool that your client is looking for. We’ll jump into a quick example next, but I first wanted to show you what you became apart of and what’s available for you because you joined the LinkedIn Network.
- Let’s first talk about identifying your talent pool, here it’s going to be important to make sure you’re leveraging the LinkedIn Network. Keep it mind, working within LinkedIn Recruiter is much different than working within a resume database or even within your internal database. People are constantly updating their profiles on LinkedIn ….so instead of having that static resume that may not even be updated, I now have the ability to get a live look into these prospects current situations. Putting myself back in the recruiter seat, this is amazing to think about, because I’ll be able to leverage this wealth of information not only when it comes to recruiting but also when speaking to clients and managers that I‘m working with. So this all is great and amazing but how do we do this? Let’s start by just taking a look at a generic job description, so something we’re used to seeing everyday. The first thing we typically will do when we get the job description is identify the key skills and requirements that are needed in this role. From here you’ll then want to create that Boolean search string. So let’s start there.
- We’re going to first start with optimizing your search on LinkedIn and checking out the 5 boolean modifiers that are used while working within LinkedIn Recruiter. Starting with AND And – narrows down your search – go through example have to have both, etc OR – broadens your search – go through example and explain – have one or the other or both NOT – most underutilized boolean modifier – I would always use it to make sure I was refining my results to who I was targeting – brings back all of the results with finance but not account on their profile – I would use NOT recruiter and why… “ ” – great way to change key words into key phrases ( ) – use to ensure you’re grouping and combining similar terms – whether it’s job titles or key words So these are the 5 that we’ll use on LinkedIn – these are the basics when it comes to searching
- So we have our boolean search created and it brought back a pretty vast number of results, which is great but now we want to be able to take this a step further and refine our results even more so we can hone in on specific candidates. There’s a lot that we’ll be able to uncover just from right here in order to have these strategic conversations with your clients and managers. I want to show you the more commonly used refinement filters, but keep in mind there are 23 to choose from so you really have the ability to play around with them and identify various pools of talent. Starting with Industry - this is where you’ll be able to see which different industries – so where will a majority of the candidate you’re searching for be within Years of Experience – this is a great not only to narrow down your search while recruiting but also think about a conversation with your client – let’s say your client calls and says they want someone with a particular skillset but with less than a year of experience, so more of a junior role. By refining down by years of experience, you can tell them around how many active and passive candidates are within that talent pool. This will help you identify the potential time to hire too based on where the talent pool is and how many prospects and candidates are out there.. Taking it a step further – schools, degree and field of study. Using Groups to refine your search is one of the most underutilized feature of LinkedIn and it is extremely valuable. Thinking back to how LinkedIn was built…it was not built as a job board, it was built as a place for people to network, make those connections, become industry experts and add value to their roles and jobs. When you keep this in mind, you’ll start to see the value of groups…this is where people will actually do some of their networking within their industries. I always suggest being a part of the top 5 to 7 groups within your industry – think about it when you send someone an InMail message, if they see your name within a group and see that you’re in-tune with what’s going on within the industry, they’ll likely respond to your InMail message before someone else who they may not even recognize. Company followers – this is the refinement filter that is brand new and this is amazing to have on LinkedIn. Over 79% of your company followers will be interested in job opportunities and 78% are more likely to respond to an InMail from you. So going back to the previous sessions that we discussed, build and engage, you’ll want to keep those numbers in mind, because you’ll have a lot of success when it comes to interacting with your network but it’s only possible if you’re taking the step to ensure that you are building and engaging. A quick tip would be to InMail these individuals that are following your company first because they are aware of you, your brand and your company!
- I wanted to take a quick look at custom filters because they really are a great efficiency tool. What they'll allow you to do is save a combination of frequently used refinement filters. So if you're always searching for someone who works within a certain industry, has a specific numbers of years of experience as well as a specific degree, what you can do is save this set of requirements as a custom filter and access it quickly while searching. It’s really simple to set up and you can have 25? Set up at one time.
- Saved searches and search alerts is the most under utilized feature within LinkedIn Recruiter and one that I highly suggest everyone who has a recruiter license start using today. So when you create your Boolean string and refine it down to a manageable number, you can then save your search so you wont have to recreate it again. And you have an unlimited number of saved searches so save as many as you’d like. While saving you’ll also have the ability to turn on a search alert and you can have up to 50 search alerts turned on at any time. What will happen next is that LinkedIn Recruiter do the work for you. So each night Recruiter will run your search and alert you of anyone who’s recently joined the network and matches that search or anyone who’s updated their public profile to match the search. You’ll be alerted under the notification/flag icon as well as on your LinkedIn Recruiter Home page and you also have the option to receive these alerts through you email that’s associated with your account. This is going to be huge when you start to think about recruiting proactively and starting to build your pipeline up.
- Moving away from just Boolean searching – let’s talk about some other ways to search and find that ideal candidate. Starting with Keyword & Title…. this is what we discussed when initially talked about Boolean – so job titles and key words Implicit Search is searching using your assumptions – so for example, thinking back to groups – why are people in groups, one reason is to stay up to date on the industry. Let’s take IT as our actual example – sometimes a java developer will get InMailed all the time and is constantly contacted by recruiters. In order to make sure that they arent contacted as much any more, they’ll take keywords such as java off of their profile. But because they still want to stay up to date on the industry, they’ll still participate and remain a member in groups. So what you can actually do to find these candidates is use the NOT modifier to search NOT java but still search and select the java and IT groups. Which implies they still have the skills you’re targeting like Java. Indirect search will allow you to indirectly search for a candidate. The best examples of these are viewing similar profiles as well as people also viewed so leveraging similar candidates. Conceptual search is using alternate keywords and titles, When you think about all of the companies you work with, each may list the exact same position or similar position in a different way. Same with responsibilities. So you want to make sure you recognize this and expand your search to include those titles and keywords And Natural Language Search…lets consider an example for this one. So if I’m a project manager but my title isn’t project manager and has nothing to do with being a project manager, I may still write in my summary that I have experience managing projects, so by searching for action words instead of just job titles, so words such as managing or managed, you would still come across my profile even if I have a title that isn’t comon.
- So let’s go through an examples of how we can use LinkedIn recruiter to identify a talent pool. Let’s say I want to be able to understand how my clients have been recruiting in the past. First of all I want to identify where the talent pool is. So what company the prospects are working at right now and then see where these same prospects and candidates worked in the past. We can then determine if they overlap or if there’s a gap that we can fill while searching. First I want to identify where the talent pool is – so starting out with our Boolean search that we previously discussed and assuming that we refine down by using the US as our location. (CLICK!) We’ll then want to look at current company. This filter will show you where the current talent pool is and we can see a majority come from IBM, Google and Microsoft. Next we want to figure out where our client has hired from in the past, so again we’ll start again with our Boolean string (CLICK!) but instead of under any current company, we’ll select our company as a current company, so the company we’re recruiting for and expand the past company filter. From here, we can see where they recruited from in the past and we can see where they are getting their talent from. – this is great when it comes to the BD side and starting off with a call sheet based on companies they maybe arent typically recruiting from.
- Now moving on to tips when it comes to collaboration and efficiency. InMail Templates is another tool within LinkedIn Recruiter that isn’t utilized nearly as much as it should be. What it will do is allow you to reduce duplication for you and your teammates because you can share the InMail templates within your team. It will increase efficiency while also increasing collaboration We can see here that this is a good idea of and a good example of what I would use as a template. So the body stays the same but we’ve left blanks for keywords to change. So you’ll still be personalizing the message for that individual or group of individuals without giving the feel of a template even thought it is.
- Sharing projects – this will also increase collaboration and reduce duplication of efforts. Projects is a great place to manage and track activity of all of your leads and candidates between the team, again making sure that everyone can collaborate as well as prevent any duplication of efforts. Projects are going to be your centralized hub where you can keep track of everything, your saved searches and alerts, jobs and even candidates.
- I want to do a quick high level overview of the recruiting tools that are available for you to use within a Candidates Profile on LinkedIn Recruiter. Starting with update me. Update me will alert you anytime a candidates updates their public profile. So if they change jobs, get promoted or even if they have a work anniversary, you’ll be notified. Projects we already discussed but again keep in mind that projects are your centralized hub and you can keep track of candidates here Tags will allow you to add additional information to someone’s profile and tags are also searchable. They are a great way to keep track of those top candidates that you will want to find quickly while searching and sourcing your pipeline Notes will be a free form place for you to keep information regarding your candidate and where they are at within the process With attachments you’ll have the ability to attach various things such as resumes, links or files that this candidate has sent over to you Reminders allow you to track any follow up actions you want to take. For example if you left someone a message and want to follow up in a week, you’ll be able to add a reminder to that persons profile and it will remind you to follow up with them.
- And finally onto posting jobs, so when you post a job you want to keep in mind that one thing that isn’t automatically done is sharing the job. You and your team will want to make sure you are all sharing jobs that you’re posting. CLICK You can share them to your general network, CLICK you can post to specific groups – again with groups make sure they’re relevant to that particular group –CLICK and you can also send them to specific individuals if you think they’ll be interested in the job. By sharing jobs, you’ll be increasing engagement (CLICK) and there will be a higher amount of applications collected. (CLICK) Actually the number of applications collected on LinkedIn on average are 44% higher when jobs are shared on the network. CLICK In the last month, jobs which were shared had on average 58% more views than those that were not. So overall this is going to help you fill the roles you’re recruiting on!
- And finally I want to quickly touch on the LinkedIn Recruiter Certification. Within the learning center, you’ll see that there are a variety of trainings that are available to you. My suggestion to you is once you’re done with the trainings and have been working with in the tool consider taking the LinkedIn Recruiter Certification exam. The certification will differentiate you from other recruiters on the network and allow those prospects and candidates that you’re reaching out to see that your certified and they’ll want to work with you because of it! If you have any additional questions regarding the exam, please Reach out to your LinkedIn Representative and they’ll be able to provide you with more information regarding it.