Training edp 0615

1

Your tools

8 Recruiters 10 Job Slots

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

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+ Membersworldwide 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

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

Passive70%

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

Your Part in the Bigger Picture on LinkedIn

You!

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

Create and develop a “Profile that Recruits”

Building Your Toolbox

©2013 LinkedIn Corporation. All Rights Reserved.

Refinement and Custom Filters

Search Alerts

Similar Profiles/ Profiles also viewed

Boolean Modifiers

Boolean Deep Dive

(“financial analyst” OR accountant) AND oracle NOT “venture capital”

Boolean on LinkedIn

(“financial analyst” OR accountant) AND oracle NOT “venture capital”

Boolean on LinkedIn

(“financial analyst” OR accountant) AND oracle NOT “venture capital”

Boolean on LinkedIn

(“financial analyst” OR accountant) AND oracle NOT “venture capital”

Boolean on LinkedIn

(“financial analyst” OR accountant) AND oracle NOT “venture capital”

()(Bailarina OR Futbolista) AND Flamenco

Futbolista OR (Bailarina AND Flamenco)

()

(Chocolate OR Strawberry) AND Cake

Chocolate OR (Strawberry AND Cake)

Testing your knowledge of booleans.

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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

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

Keywords and related words

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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

If it doesn´t appear…it doesn´t exist?

LinkedIn Confidential ©2013 All Rights Reserved

Advanced keyword

How can these advanced keywords be useful?

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

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.

And now what? Save your search

LinkedIn Confidential ©2013 All Rights Reserved

We can save up to 50 alerts!

First day: First interviewsDay 2nd-5th second part of the process.

Days 6th-15th: Sending candidates to the client.

Why is it important?

Let´s do it together!

e

0- Try to identify keywords in this jobdescription

• A

• B

• C

• D

• E

• F

• G

• H

e

1- How can we look for them? Usingfilters or booleans?

• A

• B

• C

• D

• E

• F

• G

• H

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 jobtitles

Implicit Search Identify candidates based on what is notexplicitly mentioned in their profiles

Natural Language

Search

Expand search using actions/verbs related to the skills

Indirect Search Leveraging initial search results to makeconnections to aditional results and leads.

2- Now it is time to remember the methodologies of searching…

e

• A

• B

• C

• D

• E

• F

• G

• H

Keyword and Title

Conceptual Search

Implicit Search

Natural LanguageSearch

Indirect Search

3- How can these methodologies be useful for oursearches? Think in examples.

e

• A

• B

• C

• D

• E

• F

• G

• H

Keyword and Title

Conceptual Search

Implicit Search

Natural LanguageSearch

Indirect Search

3- How can these methodologies be useful for oursearches? Think one example for each category.

I think that your search

can work, but I forgot to mention something…

This engineer needs to

speak chinese…

This guy needs to speakchinese…

Give me some additional

time please…

Do not worry and takeyour time for it…

Thanks Sir

Create and develop a “Profile that Recruits”

Bilingual candidates

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

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)

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.

Search in groups▪ Type in the jobtitle i.e. Sales

manager

▪ Head over to LinkedIn.com andsearch for german speaking groups.

▪ Type all the group names in the

refinement tool: All Groups

▪ Have the users save the languagegroups through custom filters to

make sure they are searching to

those language specific groups

e

Strategies…

4 – How can we look for this chinese speaker? Use the methodologies recently studied…

LinkedIn Confidential ©2013 All Rights Reserved

Create a project

LinkedIn Confidential ©2013 All Rights Reserved

Paso 1. Creamos un nuevo proyecto

LinkedIn Confidential ©2013 All Rights Reserved 52

LinkedIn Confidential ©2013 All Rights Reserved 53

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

©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

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

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

Talent Pipeline from the profile of the candidate

Add tags for to easily identiskillsets 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!

You can personalized your own Talent Pipeline

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

Keep tracking from the search results list

1. Exercise: think about what sources, status and tagscan be useful for yourself and your team

2. How can Linkedin Talent Pipeline be usefull in coordination with your internal ATS?

Hiring Manager collaboration

Hiring Manager

Hiring Manager needs a profile on LinkedIn.com

Few capabilities: checking profiles & evaluating candidates.

Up to 20 Hiring Managers per Recruiter license

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.

(...)

Sharing candidates from the project or the searches

Only in searches 2.0.

Ask for evaluation!

Sharing candidates from the project or the searches

Sharing projectsClick here in order to access in to the functionalities of sharing a project

SHARING PROJECTS

Type only the name oftheHiring Manager if he is a 1st

contact of your personal net. Type the e-mail adress of the Hiring Manager if he isnot part of your net.

Let´s do it together!

are passive and not

looking to move

70%

60%

of them are opento opportunity!!

©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

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.

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.

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,

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

We give them way too much information!

They may opt out before ever

speaking with us.

Common InMail pitfalls

#intalent

Common InMail pitfalls

We make it all about us!

Prospects should feel special, not

like they have to do you a favor.

#intalent

We make the prospect feel like a number.

This message is an obvious

template – nothing personalized,

nothing to grab attention.

Common InMail pitfalls

#intalent

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

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

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

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

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

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

InMail on mobile

Prospects are on the go!

Make that message short but

impactful.

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”

Think about possible templates for recurrent positions…

Feel inspired…https://www.youtube.com/watch?v=HuvO2W--Bi8

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