Ask the Experts about LinkedIn Recruiter for Staffing Professionals
Post on 19-Jul-2015
Ask the Experts(aka: Recruiter features you want to know more about For Staffing Professionals)
May 20151Todays agendaLinkedIn Recruiter to make that hireMore of your questionsKey takeawaysCrafting better InMailsFinding the right candidatesLive demos!Pipelining your talentSankar: Here's your opportunity to ask any questions you may have about RecruiterKey Takeaways:Optimizing the job posting experienceCrafting betterInMailsManaging and nurturing talent
Finding the right talent with custom filters3
How do I craft better InMails to get higher Response Rates?Andy: Is this how you feel when you send and InMail out to a prospect? Any recruiter who has ever tried to fill a tough to fill role has certainly had a moment where finding the right person seemed daunting
Average InMail RR is around 25% (Which is more than10x better than email RR and more than 100x better than other forms of response rates)..But that is just average .You obviously want to be better than average.so here are some tips.4
Despite the fact that we are calling passive candidates passive, these type of candidates are more interested in new opportunities than you might think. They just arent going to be going out of their way to actively look for new jobs, but might consider an opportunity if it appeared in front of them.
This diagram shows that of those passive candidates out there, quite a large number of them are actually open ot exploring new opportunities. We have segmented them down into three types of passive talent.
Almost 60% of candidates out there are considered approachable candidates. These are made up of Tiptoers and Explorers.
15% are tiptoers these are people who think about possibly switching jobs and might start reaching out their close associates and friends but are not broadcasting that they are open.44% are Explorers Theser are people who arent looking but are willing ot discuss a new opportunity if the right opportunity is presented to them by a recruiter
Only 20% are Super passive who are happily employeed and not interested in new opportunities, not approachable5When sending an InMail Consider Passive TalentDo Start a conversationMake it feel personalStrong Subject LineBe brief and to the point Mention shared connections/groups
DontList all job specificsInclude the job title or req ID in the subject lineUse jargon & biz-speakAsk for a resume right away
Here are some DOs and DONTs6Avoid Jargon & Biz-speak
"You'll be in charge of a team of 50 salespeople and responsible for increasing revenue by 10% in your first year.""When you're not rolling up your sleeves and analyzing sales data with your team, you'll be coaching territory directors on how to perfect their negotiating skills.""You will get hands-on leadership training and learn how to motivate your team to exceed their sales goals."Empower your candidates by telling them how, in this position, theyll be set up to shape the trajectory of the business and leave a lasting mark. This is a unique advantage you get from InMail - so get your candidates excited by the possibilities and impact.
Showcase the impact the role will have --- Passive talent especially care mostly about IMPACT, not responsibilities. 7
9Now for more questions from you!Sankar to tee-up based on customer inputs but definitely to cover:
Projects enhancements - efficiently manage your prospect pipeline3-ways to Import ProfilesUpdate Me/Smart To DoSharing Jobs from Recruiter
10More questions, comments or ideas? Drop a note at our Help centerTake our Training Module for a spinAll the content is searchable
Check out weekly product tipsLNKD.IN/product-tips
Sankar: If we did not get to your questions today do check out these 3 channels
11Leverage the recent enhancements
TWO things you can take away from todayDownload Data Driven Recruiting e-book
12Thank youSankar Venkatraman
Global Product EvangelistLinkedIn
Customer Success ConsultantLinkedIn
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