getting started with linkedin recruiter

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Welcome to LinkedIn Recruiter! In just a few moments, you’ll have a simple yet complete set of tools to help you source the perfect candidates. We wrote this guide to help you get started with the basics in three simple steps. Getting Started with LinkedIn Recruiter in 3 Easy Steps Getting Started LinkedIn Recruiter with

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Page 1: Getting started with LinkedIn Recruiter

Welcome to LinkedIn Recruiter! In just a few moments, you’ll have a simple yet complete set of tools to help you source the perfect candidates. We wrote this

guide to help you get started with the basics in three simple steps.

Getting Started with LinkedIn Recruiter in 3 Easy Steps

Getting StartedLinkedIn Recruiter

with

Page 2: Getting started with LinkedIn Recruiter

Find candidates with Search

The expression “business

analyst” NOT IT will help you

search for business analysts

who do not have IT in their

job titles.

1 %RROHDQ�PRGLƓHUV��a crash course

NOT

OR + NOTThe expression (Google OR

LinkedIn) NOT Salesforce will

help you source candidates

from Google or LinkedIn but

not from Salesforce.

The expression “business

analyst” OR “systems

analyst” will broaden

your search by displaying

candidates with one, both,

or either title.

OR

To learn more about CPPMFBO�NPEJmFST reference this guide here. You can also read about common mistakes with boolean NPEJmFST�here.

1DUURZ�RU�H[SDQG�NH\ZRUG�VHDUFKHV�XVLQJ�ERROHDQ�PRGLƓHUV#PPMFBO�NPEJmFST�DBO�IFMQ�ZPV�HFOFSBUF�TFBSDI�SFTVMUT�UIBU�BSF�NPSF�DMPTFMZ�SFMBUFE�UP�UIF�UZQFT�PG�QSPmMFT�UIBU�ZPV�OFFE�UP�mOE��$PNNPOMZ�VTFE�NPEJmFST�UIBU�ZPV�DBO�VTF�in Recruiter include AND, OR and NOT, quotes, and parentheses. You can build these TFBSDI�TUSJOHT�JO�UIF�,FZXPSET �5JUMF �/BNF �BOE�$PNQBOZ�'JFMET���

8VH�ƓOWHUV�WR�ƓQG�FDQGLGDWHVRecruiter allows you to source candidates CBTFE�PO����mMUFST�TVDI�BT�KPC�UJUMF �ZFBST�JO�role, employer, interests, location, languages spoken, and even degree or school. Get started by experimenting with these settings to see what types of search results you’re able to generate.

When you open Recruiter, your most commonly used ƓOWHUV�ZLOO�DSSHDU�ƓUVW�

tip

The best way to get started with Search is to practice for 10 minutes each day. Over time, the candidate search process will become second nature.

Practice

Save your searches so that you can reference them in the future

As a recruiter, you often hire similar roles over time. When you save a search or a project, LinkedIn will actively run that search and return new candidates every day.

4FBSDI�BMMPXT�ZPV�UP�mOE�UIF�FYBDU�QFPQMF �QSPGFTTJPOBM�CBDLHSPVOET �BOE�TLJMMTFUT�UIBU�ZPV�SF�seeking out. This section will teach you how to focus your research efforts and quickly source top candidates for your open roles. Getting started is simple. Here’s what you need to do:

Action: Try this now

Page 3: Getting started with LinkedIn Recruiter

2On average, InMail response rates are 3x KLJKHU�WKDQ�HPDLO��

People who follow your company on LinkedIn are 81% more likely to respond to your InMail than those who don’t.

You’re 21% more likely to get a response from a candidate when you send an InMail to someone who shares a group with you.

21%

Referencing a former employer in common increases your chances of getting an InMail response by 27%.

27%

Referencing a connection in common increases response rates by 31%.

31%

Did you know?

Put yourself in the shoes of someone who is receiving your message out of the blue. You’ll need to build a strong relationship with this person — right off the bat. Here are some ideas to help you capture your candidate’s attention:

Personalize your message

Contact candidates with InMail

.FOUJPO�B�TLJMM�PS�QSFWJPVT�QPTJUJPO�UIBU�ZPV�OPUJDFE�PO�IJT�PS�IFS�QSPmMFTalk about a blog post that this person may have recently sharesMention a group membership that you shareSomething positive about the candidate’s background"�SFGFSFODF�UP�BO�JOUFSBDUJPO�UIBU�ZPV�WF�IBE�XJUI�UIF�DBOEJEBUF�J�F��UIF�DBOEJEBUF�WJFXJOH�ZPVS�QSPmMF"�QPJOU�PG�JOUFSFTU�UIBU�ZPV�TIBSF�JO�DPNNPO�XJUI�UIF�DBOEJEBUF�J�F��NFNCFSTIJQ�XJUIJO�B�HSPVQ

$BOEJEBUFT�NBZ�OPU�IBWF�IFBSE�PG�ZPVS�DPNQBOZ �TP�JU�T�JNQPSUBOU�UP�FYQMBJO�TPNF�CBTJDT�about your company – who you are, what you do, and the perks that you offer. Be very clear BCPVU�UIF�WBMVF�UIBU�ZPVS�DPNQBOZ�PGGFST �BOE�TFMM�UIF�FYQFSJFODF�UP�DBOEJEBUFT��'PS�BEEFE�DPOUFYU �ZPV�DBO�JODMVEF�MJOLT�UP�ZPVS�XFCTJUFT �WJEFPT �BOE�-JOLFE*O�$PNQBOZ�1BHFT�

'HVFULEH�\RXU�FRPSDQ\�DQG�EHQHƓWV

:PVS�NFTTBHF�T�TVCKFDU�MJOF�JT�UIF�mSTU�UIJOH�UIBU�DBOEJEBUFT�XJMM�TFF�XIFO�ZPV�SFBDI�PVU�UP�UIFN��8JUI�more and more messages being read on mobile devices, subject lines need to be extra compelling.

Create an attention-grabbing subject line

Increase your response !ate

81%

With a 25% average response rate, InMails offer you a way to connect with the best (and toughest to SFBDI�DBOEJEBUFT�PO�-JOLFE*O��:PV�OFFE�UP�UIJOL�DBSFGVMMZ�BCPVU�ZPVS�NFTTBHJOH�CFGPSF�ZPV�SFBDI�PVU��Here are some tips to get started:

You’ll be writing a lot of InMails, and you’ll need to make sure that you aren’t reinventing the wheel. Write engaging messages that you can quickly customize around your candidates’ personalities, values, and goals.

Create InMail templates that you can customize

Page 4: Getting started with LinkedIn Recruiter

7KHUH·V�DOVR�D�EHWWHU�WLPH�RI�GD\�²�EHWZHHQ���$0�DQG����$0�ORFDO�WLPH�IRU�WKH�UHFLSLHQW��RQ�D�7KXUVGD\��<RX·UH�DERXW�12% more likely to get a response at that time of day than

RQ�D�)ULGD\�DIWHUQRRQ��ZKHQ�HYHU\RQH·V�WKLQNLQJ�DERXW�WKH�weekend.

7LPLQJ�PDWWHUV��)LUVW��GRQ·W�VHQG�WKDW�,Q0DLO�over the weekend! InMail messages sent on Saturdays are 16% less likely to get a response compared to those sent earlier in

the work week.

16%

%RRVW�HIƓFLHQF\�ZLWK�SLSHOLQLQJ

You can save your InMail as a WHPSODWH��<RX�FDQ�ƓQG�PRUH�,Q0DLO�WLSV�KHUH�

Not every candidate will be ready for an immediate career move. Some people are only passively looking. Others will be B�CFUUFS�mU�GPS�B�GVUVSF�SVMF��4BWF�them to projects so that you can keep track of them in the future.

Save candidates to projects

8VH�WDJV�WR�PDNH�FDQGLGDWHV�HDVLO\�VHDUFKDEOH��6WDUW�ZLWK�D�EURDG�VHDUFK�DQG�WKHQ�FUHDWH�D�SLSHOLQH�IROGHU�IRU�LW��<RX�FDQ�DOVR�WDJ�UHPLQGHUV�WR�VSHFLƓF�FDQGLGDWHV�WR�PDNH�VXUH�WKDW�\RXōUH�IROORZLQJ�XS�DW�MXVW�WKH�ULJKW�WLPH��)RU�PRUH�WLSV��FKHFN�RXW�����7LSV�WR�%XLOGLQJ�D�6WXQQLQJ�7DOHQW�3LSHOLQH�

tip

Know your ratio of screens to hire so that you can determine how many contacts you need to engage. Measure progress, over time, by seeing which recruiting channels (i.e. employee referral programs BOE�EJSFDU�TPVSDJOH�PWFS�UJNF�

'HƓQH�FULWHULD�IRU�VXFFHVVBefore placing candidates JO�ZPVS�QJQFMJOF �mOE�PVU�from mutual connections whether they are a cultural BOE�QFSGPSNBODF�mU�XJUI�your organization.

Pre-screen top performers

3FDSVJUFS�JT�EFTJHOFE�UP�IFMQ�ZPV�TBWF�UJNF�BOE�TPVSDF�DBOEJEBUFT�GBTUFS��)FSF�BSF�B�GFX�TVHHFTUJPOT�UP�IFMQ�ZPV�TUBZ�FGmDJFOU�

tip

Increase your !esponse !ate

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