5 Strategies for Recruiting Passive Candidate on LinkedIn

Welcome! Meet your presenters

Sean CampbellRelationship ManagerLinkedIn, Talent Solutions

Lainey BellCustomer Success ManagerLinkedIn, Talent Solutions

3

Agenda

Passive vs. active breakdown in the professional workforce

5 strategies for recruiting passive candidates

Live demo of the NEW LinkedIn Recruiter

Q&A

LinkedIn: A global pool of talent

4M+INDONESIA

3M+PHILIPPINES

2M+MALAYSIA

1M+SINGAPORE

1M+SAUDI ARABIA

23M+BRAZIL

122M+UNITED STATES OF AMERICA

11M+CANADA

33M+INDIA

7M+AUSTRALIA

1M+NEW ZEALAND

4M+SOUTH AFRICA

1M+UNITED ARAB EMIRATES

19M+UNITED KINGDOM

10M+FRANCE

8M+ITALY

2M+BELGIUM

1M+DENMARK

4M+TURKEY

5M+NETHERLANDS

2M+SWEDEN

7M+SPAIN

12M+CHINA

433M+ membersworldwide +2 New members per second

KnowledgeThe definitive professional

publishing platform

NetworkWe connect the world’s

professionals

IdentityThe professional profile of

record

Professionals come to LinkedIn to develop their careers, not just to find jobs

5

Passive64%

433M+

Active36%

members

Note: Active-passive figures come from the 2016 Talent Trends survey conducted by LinkedIn Research Network. For more information, visit business.linkedin.com.

Agencies turn to LinkedIn to reach more candidates, whether active or passive

Job Boards

6

Your agency

Top three global recruiting trends for recruitment firms in 2016

7

Most essential and long-lasting trends

8

When you send an InMail or post a job, what is the

first thing candidates do to learn more?

9

Build a recruiting profile

Brand your firm

Expand your reach

1

2

3

4

1) Build a recruiting profile

Attract the RIGHT candidates to your jobs5

Craft an InMail that gets a response

Add a professional photo

1

More likely to be viewed if you have photo

14x

Write an attention-grabbing headline

2

Explain what it is you do

Show your passion and value

3

Draft a compelling summary

40 words or more – about you

Include keywords, not buzzwords

Write for your target audience

Add a company overview & your role specifics

More likely to be viewed if have more than 1 position listed

12x

4

 A powerful brand is your ticket to placing more candidates

14

No brand? No business.

Only

18% of talent thinks of a recruitment firm when looking for new job opportunities.

When candidates do use agency recruiters

74% report having a good experience.

Of those interviewed by an agency recruiter

41% were offered a job.

Source: 2015 Talent Trends survey results.

15

Build a recruiting profile

Brand your firm

Expand your reach

Craft an InMail that gets a response

1

2

3

4

2) Brand your firm

Attract the RIGHT candidates to your jobs5

 Visit linkedin.com/company/add/show to get started

16

Company page basics

Create your pageAdd a company logo, banner image and description.

Build your credibility List specific examples of results you’ve achieved to grab visitors’ attention.

List your specialtiesThink search keywords & Google when you’re listing your specialties.

Share updatesStay top of mind by sharing updates from your page – don’t just share jobs.

17

Build a recruiting profile

Brand your firm

Expand your reach

Craft an InMail that gets a response

1

2

3

4

3) Expand your reach

Attract the RIGHT candidates to your jobs5

FREE vs. LINKEDIN RECRUITER

RECRUITING ON

ALLOW US TO REINTRODUCE OURSELVES.

We’re both recruiters sourcing for a Senior Software Engineer.

Let’s see how our experiences differ…

LAINEY uses LinkedIn Recruiter

SEAN uses LinkedIn.com for free

20

Build a recruiting profile

Brand your firm

Expand your reach

Craft an InMail that gets a response

1

2

3

4

4) Craft an InMail that gets a response

Attract the RIGHT candidates to your jobs5

2015 Talent Trends 21

Regardless of your level of interest, what are the most important pieces of information that an in-house corporate recruiter or a headhunter for a search and staffing firm should include in their initial message to you?

The role’s responsibilities

Projected salary range

Why you’re reaching out to them specifically

The company’s culture

64%

U.S. and CanadaGlobal

69%

72%

52%

60%

73%

47%

45%

What to write: What candidates want to know when you first reach out to them

What talent wants to know first: U.S. and Canada vs. Global

Make it personal. What makes them stand out?

Don’t include the job description – rather how the role is more impactful and the growth opportunity.

Hold off. Ask to have a conversation first. If the job doesn’t represent a career move, the compensation doesn’t matter.

Including the company culture will help sell the role – and allow the candidate to determine if it’s a good fit from the start.

22

Build a recruiting profile

Brand your firm

Expand your reach

Craft an InMail that gets a response

1

2

3

4

5) Attract the RIGHT candidates to your jobs

Attract the RIGHT candidates to your jobs5

Post your job and automatically recommend the right job to the right candidate

Target top candidatesHarness all the power of LinkedIn’s data to

promote your jobs to just the right candidates.

Feature Jobs on Career PageGet 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 homepageAttract new prospects with personalized job

postings qualified candidates will see right on their homepages.

©2014 LinkedIn Corporation. All Rights Reserved.2015

bit.ly/contacttalentsolutions 1-855-655-5653