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LinkedIn Jobs: The Secret Ingredient to Your Recruiting Strategy [Webcast]
The document outlines how staffing companies can effectively utilize LinkedIn Jobs to attract and source talent, highlighting significant trends in recruiting. With over 433 million members, recruiters can engage both passive and active candidates by leveraging tools that enhance visibility and candidate interaction. It emphasizes the importance of consultants as brand ambassadors and suggests steps to improve job postings and candidate outreach.
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LinkedIn Jobs: The Secret Ingredient to Your Recruiting Strategy [Webcast]
- 1. LinkedIn Jobs: The SecretIngredient to your recruiting strategy
- 2.
- 3. Agenda 3 Current trends impactingstaffing companies1 How to use LinkedIn Jobs to attract and source the best talent 2 How to drive results to increase placements and your bottom line 3
- 4. LinkedIn: A globalpool of talent 6M+ INDONESIA 3M+ PHILIPPINES 2M+ MALAYSIA 1M+ SINGAPORE 2M+ SAUDI ARABIA 25M+ BRAZIL 128M+ UNITED STATES OF AMERICA 12M+ CANADA 35M+ INDIA 7M+ AUSTRALIA 1M+ NEW ZEALAND 4M+ SOUTH AFRICA 2M+ UNITED ARAB EMIRATES 20M+ UNITED KINGDOM 11M+ FRANCE 9M+ ITALY 2M+ BELGIUM 1M+ DENMARK 5M+ TURKEY 6M+ NETHERLANDS 2M+ SWEDEN 8M+ SPAIN 20M+ CHINA 433M+ members worldwide +2 new members per second
- 5. Professionals use LinkedInto… Identity Build a professional identity Network Connect with professionals and build their career Knowledge Share and learn industry trends, tips, and insights
- 6. Agencies use paidtools to… BrandProspect & Promote • Build trust with candidates and clients • Place your firm and jobs in front of 400M+ members looking for jobs and talking about business Recruiting Solutions • Drive business development leads • Drive passive candidate leads and increase candidate quality • Get in front of mobile members via the news feed Prospecting Solutions • Find top candidates and clients, faster • Reach out to them directly • Close more candidates & clients Marketing Solutions Close
- 7. 2016 Contractor and Full timetalent trends report 7 * Download the report here
- 8. Almost everyone isopen to your opportunities 8 84% of global professionals are interested in hearing from a staffing firm. Whether or not someone is an active or passive candidate, they want to know about your open roles.
- 9. Most talent ispassive, but active talent is on the rise 9 25% 2014 30% 2015 36% 2016 Passive talent Active talent
- 10. Staffing firms: The resourcefor contractors landing a new job 10 39% 32% 30% Got a referral from someone they knew at the company Applied through a third-party website or online job board Used social professional networks 46% 38% 37% Got a referral from someone they knew at the company A third party recruiter/headhunter/staffing firm Used social professional networks Permanent Contractor
- 11. 3 ways toapply these trends to your strategy Give contractors good service Compared to full-time candidates, contractors are more likely to hear from recruiters who don’t match them with the right role. Train your consultants to look for strong signals that someone is a match. Position your firm to stand out from the competition Have a presence at each step of a candidate’s journey. Encourage your teams to share updates on your firms values, people, culture and of course, your open jobs Empower your consultants to be brand ambassadors Your consultants are the first touch point in a candidate’s journey. They can be the determining factor for whether candidates work with your firm or not. This makes your consultants your most important asset.
- 12. How to useLinkedIn Jobs to attract and source the BEST talent 12
- 13. Passive 64% 433M+ Active 36% members Note: Active-passive figurescome from the 2016 Contractor & Full-Time Talent Trends survey conducted by LinkedIn Research Network. Agencies turn to LinkedIn Jobs to reach BOTH active or passive Job Boards Your agency
- 14. How Job Slotswork Candidates will see your jobs in: When candidates view your jobs, they are twice as likely to respond to a recruiter’s InMail * Additional fee Post your job to over 433 million passive and active candidates. Swap any of your roles into the same slot, year- round. Track who’s looking at your jobs, who’s applying, what their skills are, and what companies they’ve been working with. See qualified candidates applying and view their LinkedIn profiles. Filter applicants by location, experience level, role, and more. • Their homepage news feed • Your employee profile pages* • Your organization’s LinkedIn Career Page* • Their mobile: LinkedIn.com, LinkedIn Job Search, and LinkedIn Student apps • Their InMail right rail • Jobs homepage and job search 2X
- 15. Post your joband automatically recommend the right job to the right candidate Target top candidates Harness all the power of LinkedIn’s data to promote your jobs to just the right candidates. Feature Jobs on Career Page Get the word out about great new jobs on your company’s Career Page so prospects can easily find your jobs. LinkedIn Job Slots Feature Jobs on Jobs homepage Get the word out about great new jobs on your company’s Career Page so prospects can find their way to you.
- 16. Post your joband automatically recommend the right job to the right candidate Reach candidates in their inbox Want to take your job posts further? Amplify your reach by contacting the right candidates right in their inbox. Promote Jobs in LinkedIn Search App Then, get the visibility you need in the LinkedIn Job Search App - so you’re sure to be seen by candidates who are actively searching for jobs. LinkedIn Job Slots
- 17. Touch points alonga prospect’s journey 1. Receives InMail 2. Visits your profile Visits your company page 4. Views a job opportunity 5. Opts in or out
- 18. Touch points alonga prospect’s journey 1. Receives InMail 2. Visits your profile Visits your company page 4. Views a job opportunity 5. Opts in or out
- 19. Touch points alonga prospect’s journey 1. Receives InMail 2. Visits your profile 3. Visits your Company Page 4. Views a job opportunity 5. Opts in or out
- 20. Touch points alonga prospect’s journey 1. Receives InMail 2. Visits your profile Visits your company page 4. Views a job opportunity 5. Opts in or out
- 21. Touch points alonga prospect’s journey 1. Receives InMail 2. Visits your profile Visits your company page 4. Views a job opportunity 5. Opts in or out
- 22. The Job SearchJourney Assess ApplyDiscover
- 23.
- 24. Casual Discovery withLinkedIn
- 25. Recommendations - Education - Experience -Skills - Preferences - Network - Activity People who can connect you to opportunity Home: Discovering jobs
- 26. A Typical JobPosting - Text heavy - Difficult to see who the job poster is - No option to “Save” - Application process daunting
- 27. Your “In” Your Fit YourEdge A LinkedIn Job Posting
- 28. Apply with LinkedIn:Ease and Convenience
- 29.
- 30. The candidate’s journeyon LinkedIn Connect with you or your consultants Follow your company View your job GET HIRED View your Company Page View your Career Page Reach out to a consultant Apply to a job 30
- 31. Recruit passive aswell as active candidates. 90% of global professionals are open to a new job. And over 50% of people who view jobs on LinkedIn are passive candidates. More of the right candidates with less effort. 2X your recruiters’ InMail response rates when candidates interact with your job before a recruiter reaches out. More qualified people to see your jobs. In the past year, monthly job views on LinkedIn have grown 90%. And monthly job applications have grown 86%. How LinkedIn Job Slots can help you reach candidates each step of their journey
- 32. Next Steps 32 Update yourcompany page1 Begin posting your jobs2 Continue the conversation with a LinkedIn executive 3 Call 855-655-5653 or visit bit.ly/contacttalentsolutions
Editor's Notes
- #3 So good Morning everyone and thank you for joining us for today’s webcast LinkedIn Jobs – The secret ingredient to your recruiting strategy. We’re really excited to be here with you today. I’m Grace Chesoff and I work as part of our Talent Solutions Marketing team here at LinkedIn. I will be hosting the webcast this morning. I’m delighted to introduce Donatella Barone, a Customer Success Manager at LinkedIn based in Europe, and I’m going to quickly pass you to Donatella so she can introduce herself.
- #4 Again welcome to this morning’s webcast – LinkedIn Jobs – The secret ingredient to your recruiting strategy. Today we would like to cover a couple of trends from the 2016 Contractor and Full-time Talent Trends survey and how they are impacting search and staffing firms in globally. Then we’ll move into How to use LinkedIn tools to attract and source the best talent, where we will go through LinkedIn Jobs. Lastly, we will finish up by covering how you can analyze these trends and use these tools to achieve top results for your firm.
- #5 For those of you who are familiar with LinkedIn, you know it’s the world’s largest professional network on the Internet with more than 400 million members in over 200 countries and territories. To this day, we’re adding 2 new members per second. So, why are these people joining LinkedIn?
- #6 Professionals use the FREE features on LinkedIn to (1) build a professional identity and show the world who they are, (2) to connect with others and discover new career opportunities and (3) to build on what they know and gain industry insight so they can accomplish more in their careers. So how does this relate to you and what you do??
- #7 Our paid solutions are distinct and powerful – and can help you grow your business in 3 categories. 1.The first category is our prospecting solutions. These solutions help you to: Reach new business leaders to drive more business development leads Engage passive candidates to increase quality candidate leads Get in front of mobile members via the feed 2. The 2nd category is marketing. Our marketing solutions help you showcase your credibility – so you can build trust with candidates and clients. These solutions also allow members to view your jobs and research your firm. 3. The third category, and likely the one that you’re most familiar with, is recruiting. Our Recruiting solutions help you to: Find top candidates and clients, faster Reach out to them directly Sign and close the deal more efficiently
- #8 Now that we’ve covered the platform itself, I’d like to take you through three trends that emerged from our recently released survey – 2016 Contractor & Full-time talent trends that have an impact on search and staffing companies and how they approach talent.
- #9 The first trend that’s important to note is that 84% of global professionals are interested in hearing from a staffing firm. This is not split out between contractor or full time, so whether someone is an active or passive candidate they want to know about your open roles.
- #10 The next stat to note is that 36% of talent on LinkedIn is active. 64% of talent on the platform is passive. Both audiences live on LinkedIn. By passive, we mean people who are not necessarily looking for a new opportunity, but open to discussing if it’s the right fit. Companies are turning to LinkedIn jobs to reach both audiences and get in front of the BEST candidates.
- #11 In this next statistic we look at how talent lands a new job with differing results for permanent vs. contract workers. For PERMANENT employees – the top 3 ways are Referrals, through a 3rd party website or job board and using social professional networks For CONTRACTORS, referrals are also the number one way that talent lands a new job. The most important statistic to see, however, is that the Breakdown for contractors includes a third party recruiter/headhunter or staffing firm as the second most popular way that this talent got the job. Again the third most popular way that contractor talent landed a new job was using social professional networks.
- #12 Now that we’ve seen the latest trends, here is how you can address. First…. Give contractors good service Compared to full-time candidates, contractors are more likely to hear from recruiters who don’t match them with the right role or don’t provide enough information about the company. Train your consultants to look for strong signals that someone is a match. Empower your consultants to be brand ambassadors Your consultants are the first touchpoint in a candidate’s journey. They can be the determining factor for whether candidates work with your firm or not. This makes your consultants your most important asset. Position your firm to stand out from the competition Have a presence at each step of a candidate’s journey. Encourage your teams to share updates on your firms values, people, culture and of course, your open jobs. Use the 80/20 rule for the best results .– 80% of your posts should be thought leadership content and industry news, while 20% of your posts should be dedicated to promoting your open roles.
- #13 And now let’s see how you can leverage our solutions to source the best talent
- #14 As mentioned, LinkedIn is the only place on the web where you can recruit both passive and active candidates. As you can see from the graph, traditional job boards only provide access to approximately 36% of professionals who are actively looking. LinkedIn provides access to both active candidates, and the 64% of passive candidates who are not actively searching on job boards. Jobs allows you to find the ideal candidates on our network and REACH OUT TO THEM DIRECTLY.
- #15 So let me tell you how do the job slots actually work. Once you post a job, it will be accessible to over 433M members worldwide, both passive and active. They will be exposed to your jobs on their homepage news feed, your employee profile pages, on your company’s LinkedIn career page, on LinkedIn mobile job search and more. (I will show these in more detail on the following slides) Whenever you feel it is the right time, you can swap any of your jobs into the same slot all year long. You can then analyse the pool of applicants, filtering on location, experience, role and more. You can also view candidate profiles and track who’s looking at your jobs, who’s applying, what their skills are, and what companies they’ve been working with. This will allow you to measure how good your job descriptions are and whether you need to make any changes to the content or add any extra information which will reduce the number of not suitable applications.
- #16 The benefits that LinkedIn Job slots provide are: Target top candidates Harness all the power of LinkedIn’s data to promote your jobs to just the right candidates. Feature Jobs on the home page Attract new prospects with personalized job postings qualified candidates will see right on their homepages. Feature Jobs on your Career Page Get the word out about great new jobs on your company’s Career Page so prospects can easily find your jobs.
- #17 Reach candidates in their inbox Want to take your job posts further? Amplify your reach by contacting the right candidates right in their inbox. Promote Jobs in the LinkedIn Job Search App Then, get the visibility you need in the LinkedIn Job Search App - so you’re sure to be seen by candidates who are actively searching for jobs.
- #18 When addressing prospects on LinkedIn, we have to take into account their journey and what they see. We typically see that prospects follow a similar path on the network. When we take a look at the actual candidate journey, there is an opportunity for you to promote you and your staffing agency throughout many of the stops along the way. This is a refresher for some of you but generally we need to remember all the research that goes in to a prospect making a decision to apply for a job. Click When a candidate receives an InMail from a recruiter. They check out the recruiters profile, then Linkedin Company page and get a better understanding of the role and potentially other roles that the agency is hiring for. The job description is a place where your top candidate can opt in or out and we need to make sure they have what they need to make an educated decision.
- #19 When a candidate receives an InMail from a recruiter. They check out the recruiters profile. Click
- #20 then Linkedin Company page and get a better understanding of the role and potentially other roles that the agency is hiring for. Click
- #21 The job description is a place where your top candidate can opt in or out and we need to make sure they have what they need to make an educated decision.
- #22 So what does this mean for your agency? It means that more people are browsing jobs to see if a better career opportunity exists. It means that more people are networking with employees at your company and reaching out to connections at some point in their job search. And it means that hiring is becoming increasingly more of a two-way street And we know that when we find that perfect match of talent with opportunity it’s a win win. At the same time that your recruiters are finding the perfect candidate, members are trying to find the perfect job. And that’s why I’m really excited about the massive amount of investment going into our Jobs products from both sides of the equation.
- #23 Now let’s dive into the three stages of the Job seeking journey: discover, assess and apply. Each step has it’s own questions and challenges for a candidate: Discover: Where do I find relevant jobs? How do I filter through the noise? With a full-time job, how do I not miss out on a great opportunity? Assess: how do I know if the company culture, if the job is right for me, and do I even have a chance? Applying: which jobs do I choose to invest my time to apply for Today I will walk you through some of the ways LinkedIn helps you get your job to the right high-quality applicants, and how we these members then discover your job that is right for them.
- #24 Jenny is what we call a career builder Jenny is a successful young professional, currently employed, and open to new job opportunities that would build her career. Sometimes she searches, sometimes she browses, and sometimes she just looks at jobs that sound interesting. But her ears are always open for a career building opportunity. What does her next job look like? Well, she’s not always sure - but she’s looking for it.
- #25 As a casual job seeker, Jenny sometimes likes to browse jobs. Maybe she's had a bad day at work. Maybe she’s on lunch break or trapped in a meeting. Maybe she's thinking about the future. LinkedIn let’s Jenny browse jobs, rather than just scroll through endless search result lists. For Jenny, and anyone who’s ever searched for a job, the actual searching can be the hardest part. This is where LinkedIn can help Jenny - we know about Jenny from her profile and search history, and can improve the relevance of her search results - so that the right jobs come to her. And for you, our recruiters, we get your job to the right candidates. Did you know that over 50% of application from our passive candidates come from the JYMII module on the feed? Flavors: As Jenny is reviewing her search results, we’ve added a new feature we are currently ramping, which we call “flavors,” to help show her how these job postings are relatable to her. These flavors include: shared connections at a company, and if the company has hired from her current employer Other ways LinkedIn surface relevant to jobs to our members, like Jenny, is sponsored jobs. Using targeting, we can surface your job to members in different experiences on LinkedIn. Maybe Jenny is checking her feed, where she will see sponsored updates. Or maybe she’s visiting a company page of a friend who just update their new employer, where Jenny will see open jobs posted by that company. We bring jobs to Jenny both through email, and with her on-site experience on LinkedIn. All these great functionalities are available also on the LinkedIn Jobs Mobile app and on our flagship app.
- #26 I mentioned earlier that we can help Jenny browsing through jobs. Here is how we match them to her profile directly on the Jobs Tab of her LinkedIn Profile. Our recommendations are based on Edu, Experience, Skills, Preferences, Network and Activity. We can also surface how she is connected to a potential new employer company. Let me show you another way LinkedIn Jobs can help you find the right talent
- #27 Here’s a typical online job posting: it’s quite text heavy, there is no option to save if the candidate wanted to come back to it later. It’s difficult to see exactly who the poster is and can make the application process look daunting.
- #28 Here is how a LinkedIn Job looks like: On a role candidates can see which connections of theirs work at the company. We also learned in the 2016 contractor and full time talent trends report that Contractors don’t just want jobs, they’re interested in challenge, career growth and culture, so the feature of desired skills allows us to showcase exactly what we’re looking for from this candidate and makes it simple for them to analyse their own profile to see if they’re a correct fit. Another trend that was mentioned by contractor talent as a source of dissatisfaction was Being contacted by recruiters who didn’t provide them with enough information about the role or company, our jobs function allows to view the company page but also see where they have hired candidates from in the past.
- #29 The “apply with LinkedIn feature” makes job applications as simple as a click of a button for candidates. The ease of application for candidates is huge and as a recruiter you can also request that they additionally add their resume.
- #30 What does this mean for you and your bottom line?
- #31 And now just a couple of key thought to summarise what we’ve covered today….
- #32 LinkedIn Job Slots can help you reach candidates at each step of their journey. Bring the best candidates to your doorstep by reaching the right candidates with the right jobs – automatically. Thank you so much for joining us today and we would now like to open the floor to questions. Please pop your questions in the Chat box on the right hand side of the screen now. Please also feel free to reach out to me or Donatella after the webcast to have a discussion about how LinkedIn Jobs can work for you. Your Jobs Are Finding Our Members Your jobs are served to members through personalized job recommendations The matching algorithm puts your jobs in front of the right people
- #33 Step 1 – Update your company page Step 2 – Begin posting your jobs Step 3 - Fill in your contact details in the survey at the end to be contacted by a LinkedIn executive to continue the conversation, if you would like to see a live demo of the LinkedIn Jobs tool. Or reach out to us directly by calling 855-655-5653 – the number on screen now.