Training edp 0615
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The document provides an overview of tools and strategies for recruiters on LinkedIn. It discusses having recruiters and job slots on LinkedIn, growing LinkedIn membership globally, the differences between active and passive talent on LinkedIn, and how agencies use LinkedIn to reach more candidates. It also covers building a talent pipeline on LinkedIn by centralizing leads, transforming profiles, organizing and tracking leads, collaborating as a team, and analyzing sources and leads. Additional topics include creating projects and using tags, sources, and status to organize candidates, collaborating with hiring managers by sharing candidates and projects, and examples of effective and ineffective InMail messages to prospects.
Training edp 0615
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- 2. Your tools 8 Recruiters 10 Job Slots
- 3. LinkedIn Confidential ©2013 All Rights Reserved 3 AGENDA Make your profile bright Advanced Searches • Booleans • Methodology Be well organized Talent Pipeline Hiring Manager collaboration Inmails
- 4. LinkedIn Membership continues to grow 4M+ INDONESIA 3M+ PHILIPINNES 2M+ MALAYSIA 1M+ SINGAPORE 1M+ SAUDI ARABIA 21M+ BRAZIL 115M+ UNITED STATES OF AMERICA 11M+ CANADA 30M+ INDIA 7M+ AUSTRALIA 1M+ NEW ZEALAND 4M+ SOUTH AFRICA 1M+ UNITED ARAB EMIRATES 18M+ UNITED KINGDOM 9M+ FRANCE 7M+ ITALY 2M+ BELGIUM 1M+ DENMARK 4M+ TURKEY 5M+ NETHERLANDS 2M+ SWEDEN 6M+ SPAIN 8M+ CHINA 364M+ Members worldwide 39M+ Students & Recent College Graduates on LinkedIn (fastest growing demographic) 7M+ MEXICO 1M+ REP. OF KOREA 1M+ IRELAND 1M+ NORWAY 4M+ ARGENTINA 2M+ CHILE 1M+ ECUADOR 1M+ VENEZUELA 4M+ COLOMBIA 1M+ JAPAN 1M+ THAILAND 1M+ HONG KONG 3M+ RUSSIA
- 6. Key Differences Between Active and Passive Talent ©2013 LinkedIn Corporation. All Rights Reserved. Active Talent - Will apply to ATS - Listen to opportunities - Respond quickly - Seek information Passive Talent - Do not have a current resume - May listen to opportunities - Do not respond to “apply now” - Higher bar to respond
- 7. Passive 70% 365M+ Active 30% Members Note: Active-passive figures come from the 2014 Talent Trends survey conducted by LinkedIn Research Network. For more information, visit talent.linkedin.com or download our white paper here Agencies turn to LinkedIn to reach more candidates, whether active or passive Job Boards Job Boards 7
- 9. Your Part in the Bigger Picture on LinkedIn You!
- 10. So, how to build a great recruiting profile on LinkedIn? What is your goal? Who is your audience? Let the real you shine Display pride and excitement
- 11. Create and develop a “Profile that Recruits”
- 14. Building Your Toolbox ©2013 LinkedIn Corporation. All Rights Reserved. Refinement and Custom Filters Search Alerts Similar Profiles/ Profiles also viewed Boolean Modifiers
- 15. Boolean Deep Dive (“financial analyst” OR accountant) AND oracle NOT “venture capital”
- 16. Boolean on LinkedIn (“financial analyst” OR accountant) AND oracle NOT “venture capital”
- 17. Boolean on LinkedIn (“financial analyst” OR accountant) AND oracle NOT “venture capital”
- 18. Boolean on LinkedIn (“financial analyst” OR accountant) AND oracle NOT “venture capital”
- 19. Boolean on LinkedIn (“financial analyst” OR accountant) AND oracle NOT “venture capital”
- 20. () (Bailarina OR Futbolista) AND Flamenco Futbolista OR (Bailarina AND Flamenco)
- 21. () (Chocolate OR Strawberry) AND Cake Chocolate OR (Strawberry AND Cake) Testing your knowledge of booleans.
- 22. 22 Job Requirements: Technical Consultant Project Manager JavaScript 3+ years of experience Bachelors in Computer Science (BS/CS) Position can be located in Bangalore or Mumbai Technical Solutions Consultant
- 23. Job Requirements: Technical Consultant Project Manager JavaScript 3+ years of experience Bachelors in Computer Science (BS/CS) Position can be located in Bangalore or Mumbai Technical Solutions Consultant Booleanos Filtros
- 24. Keywords and related words 24 Technical Solutions Consultant Project manager JavaScript • technical solutions consultant • solutions consultant • technical consultant • architect • solutions architect • technical architect • sales engineer • solutions lead • technical lead project management project manager PM managing manage managed budget budgeted budgeting • JQuery • Javascript • JS Separate this into keywords and current job
- 25. If it doesn´t appear…it doesn´t exist? LinkedIn Confidential ©2013 All Rights Reserved
- 26. Advanced keyword
- 27. How can these advanced keywords be useful?
- 28. Strengthen Your Searching Job Title (“technical solutions” OR “technical sales” OR technical OR solutions OR delivery OR systems) AND (consultant OR architect OR lead OR engineer) Key Words (“project manager” OR PM OR “project management” OR managing OR manage OR managed OR budgeting OR budget OR budgeted) AND (java OR javascript OR js) 488 People
- 29. The Five Levels of Identifying Talent Conceptual Search Implicit Search Natural Language Search Keyword and Title Indirect Search Searching using alternate keywords and job titles Identify candidates based on what isn’t explicitly mentioned in profiles Expand search using action verbs that are related to the skills that you are looking for Search using common keywords and titles Leveraging initial search results to make connections to additional results and leads ©2013 LinkedIn Corporation. All Rights Reserved.
- 30. And now what? Save your search LinkedIn Confidential ©2013 All Rights Reserved We can save up to 50 alerts!
- 31. First day: First interviews Day 2nd-5th second part of the process. Days 6th-15th: Sending candidates to the client. Why is it important?
- 32. Let´s do it together!
- 33. e 0- Try to identify key words in this job description • A • B • C • D • E • F • G • H
- 34. e 1- How can we look for them? Using filters or booleans? • A • B • C • D • E • F • G • H
- 35. e • A • B • C • D • E • F • G • H Keyword and Title Search using common keywords and titles Conceptual Search Searching using alternate keywords and job titles Implicit Search Identify candidates based on what is not explicitly mentioned in their profiles Natural Language Search Expand search using actions/verbs related to the skills Indirect Search Leveraging initial search results to make connections to aditional results and leads. 2- Now it is time to remember the methodologies of searching…
- 36. e • A • B • C • D • E • F • G • H Keyword and Title Conceptual Search Implicit Search Natural Language Search Indirect Search 3- How can these methodologies be useful for our searches? Think in examples.
- 37. e • A • B • C • D • E • F • G • H Keyword and Title Conceptual Search Implicit Search Natural Language Search Indirect Search 3- How can these methodologies be useful for our searches? Think one example for each category.
- 38. I think that your search can work, but I forgot to mention something… This engineer needs to speak chinese…
- 39. This guy needs to speak chinese… Give me some additional time please…
- 40. Do not worry and take your time for it… Thanks Sir
- 42. Create and develop a “Profile that Recruits” Bilingual candidates
- 43. Native, bilingual ✓Search on keywords like native, fluent, bilingual and combine it with a language to get to the right profiles. ✓Type in the keywords field: (fluent OR “native speaking” OR bilingual) AND French
- 44. Search on skill of profile ✓Some profiles have the skill set on “language”. Try typing in “full professional proficiency” language. ✓This search will give you the results based on the the language skill on the profiles of the candidates "full professional proficiency" AND (dutch OR german OR hungarian OR portugese OR french OR italian OR flemish OR spanish)
- 45. Search on study or school ▪Type in some “school names” that will give you the profiles that have attended an Italian university. Change country and you have an Italian speaking person in that country as well. ▪Using specific local names of studies will work as well.
- 46. Search in groups ▪ Type in the jobtitle i.e. Sales manager ▪ Head over to LinkedIn.com and search for german speaking groups. ▪ Type all the group names in the refinement tool: All Groups ▪ Have the users save the language groups through custom filters to make sure they are searching to those language specific groups
- 47. e Strategies… 4 – How can we look for this chinese speaker? Use the methodologies recently studied…
- 50. LinkedIn Confidential ©2013 All Rights Reserved Create a project
- 51. LinkedIn Confidential ©2013 All Rights Reserved Paso 1. Creamos un nuevo proyecto
- 52. LinkedIn Confidential ©2013 All Rights Reserved 52
- 53. LinkedIn Confidential ©2013 All Rights Reserved 53
- 55. Track leads and keep in contact – Hunt per job opening – Select per job opening Build a clear proposition Build relationships Use own employees as ambassadors Share knowledge and opportunities
- 56. ©2013 LinkedIn Corporation. All Rights Reserved. Five Key Reasons to Build a Talent Pipeline Identify the right talent early Reduce your time to fill Prevent candidates from slipping away Minimize business disruption Strengthen your employment brand
- 57. Centralize Transform Transform into up-to-date profiles Associate information for a lead with that person’s LinkedIn Profile Pipeline Organize, track, and nurture leads Search your pipeline for warm leads Collaborate Synchronize your team Avoid duplication of effort Analyze Know your best sources for talent Track leads through your pipeline Talent Pipeline Centralize all your leads in one place Track them all in Recruiter
- 58. Projects, Tags, Sources & Status • Create uniformity • Use naming conventions: Jobtitle – Country – City – Recruiter Initials Financial Controller – UK – London - JP Projects • Tags are used to easily identify skillsets of candidates • Have the recruiters create tags Tags • Keep track of the source of every candidate • Use existing sources Sources • Shows you where the candidate is in your Pipeline • This determines the overall workflow of your team. • Take your time to determine all the steps in the process before you implement Status
- 59. Talent Pipeline from the profile of the candidate Add tags for to easily identi skillsets of candidates Use alerts for tracking Import data, CV, files… Add the candidate to a project and select his status Update me Use notes for sharing comments about the candidate with your team. Work in team!
- 60. You can personalized your own Talent Pipeline
- 61. You can personalized your own Talent Pipeline Sources • LinkedIn Search • Headhunter • Job Portal • Internal referral • External referral Status • Interested • Not interested • Declined • Declined – contacted • ATS Tags • Silver Medal • STAR • International Mobility • Polish • Portuguese
- 62. Keep tracking from the search results list
- 64. 1. Exercise: think about what sources, status and tags can be useful for yourself and your team 2. How can Linkedin Talent Pipeline be usefull in coordination with your internal ATS?
- 66. Hiring Manager Hiring Manager needs a profile on LinkedIn.com Few capabilities: checking profiles & evaluating candidates. Up to 20 Hiring Managers per Recruiter license
- 67. Why collaborating with Hiring Managers? - Hiring Managers can help us in order to know better the position we are looking to fill. - Collaborating with Hiring Managers can help us in knowing better what the HM priorizes in the potential candidate. - Hiring Managers can provide us some good candidates that they know and also can help us in where we can find these candidates. - A good collaboration can reduze timings in the processes, improve quality in the hirings and reduze the turn-over. (...)
- 68. Sharing candidates from the project or the searches Only in searches 2.0.
- 69. Ask for evaluation! Sharing candidates from the project or the searches
- 70. Sharing projects Click here in order to access in to the functionalities of sharing a project
- 71. SHARING PROJECTS Type only the name ofthe Hiring Manager if he is a 1st contact of your personal net. Type the e-mail adress of the Hiring Manager if he is not part of your net.
- 72. Let´s do it together!
- 74. are passive and not looking to move 70% 60% of them are open to opportunity!!
- 75. ©2014 LinkedIn Corporation. All Rights Reserved. Daily Recruiter Workflow: Contact 150 InMails/recruiter/month Shared resource 90-day rollover 1 to many Attachments Templates Free messaging
- 76. Passive members tend to do the following on LinkedIn.com Catch up on news via Pulse Connect with colleagues Engage in groups Who are Your Messages Going to? Cheryl enjoys her job and doesn’t plan to leave any time soon. Of LinkedIn network is passive, or not actively seeking employment.©2014 LinkedIn Corporation. All Rights Reserved.
- 77. Do: Start a conversation Be brief and to the point Personalize the message Be authentic Emphasize growth Leverage shared connections Ask for referrals Include next steps Don’t: Make it feel like a template Focus on the job Include the job title in the subject line Ask for a resume Consider the Following When Writing an InMail ©2014 LinkedIn Corporation. All Rights Reserved.
- 78. Example Subject: Looking for exceptional MBA candidates for Linkedin!!! Message: I came across your profile and think you would be a good fit for an opportunity with our Business Analytics Team, within our Global Sales Organization at LinkedIn. I noticed that you are a 2013 MBA Candidate and wanted to reach out to you about this position. For this position we look for MBA candidates that have following qualities: -Demonstrated ability to interface with sales people, all levels of management and experience working across multiple functional groups. -Experience developing analytics-based tools and methodologies in a sales/marketing environment. -Demonstrated strength in strategic data interpretation and visual representation of data. -Passionate about technology. We're growing fast and our culture is creative and energetic; what we do everyday touches the lives of hundreds of millions of people. If this sounds like something that piques your interest, I would love to sit down with you and explain the benefits of our program. Looking forward to hearing from you soon. Best,
- 79. Subject: Graduates opportunities within LinkedIn Message: Dear XXXXX, I hope you’re off to a great start with your final semester. My name is XXXXX and I’m recruiting for LinkedIn’s sales team. Your profile stood out to me and I’d love to discuss a career for you in Sales at LinkedIn. If you are ambitious, competitive, and want to help bring economic opportunities to people around the world, consider doing it at LinkedIn. LinkedIn is growing incredibly fast, with two new members signing up every second! LinkedIn is hiring top talent and growing at an unprecedented rate— your opportunities for growth and impact will be limitless at LinkedIn. If you're interested in discussing your goals and the opportunities at LinkedIn, please send me a few times you're able to talk next week. I look forward to hearing from you! Cheers, Leo Ps: check out this cool video that blew my mind when I was in your shoes. http://bit.ly/Tzj4o3 Example
- 80. We give them way too much information! They may opt out before ever speaking with us. Common InMail pitfalls #intalent
- 81. Common InMail pitfalls We make it all about us! Prospects should feel special, not like they have to do you a favor. #intalent
- 82. We make the prospect feel like a number. This message is an obvious template – nothing personalized, nothing to grab attention. Common InMail pitfalls #intalent
- 83. Touch points along a 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 #intalent
- 84. Touch points along a 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 #intalent
- 85. Touch points along a 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 #intalent
- 86. Touch points along a 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 #intalent
- 87. Touch points along a 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 #intalent
- 88. Due to the personalization (consequence of the specialization of the team) we got 54% RR when we were having a 34% RR” Eva Roca, HR Manager - Softon
- 89. InMail on mobile Prospects are on the go! Make that message short but impactful.
- 90. Summary 1 Act like a recruiter, think like a candidate 2 Personalise, personalise, personalise 3 Speak the same language 4 Sell a future, not a “today” 5 Be mobile and think about when you press “Send”
- 91. Think about possible templates for recurrent positions…
- 92. Feel inspired… https://www.youtube.com/watch?v=HuvO2W--Bi8
- 93. 93