Ask the Experts about LinkedIn Recruiter for Staffing Professionals
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Check out this small deck about how to use key features that will help you become a more effective recruiter. Tips range from basic to intermediate levels. Areas covered: Pipelining your talent Crafting better InMails Finding the right candidates with custom filters Watch the full recording of the webinar: http://youtu.be/N4gsi2LYVEY. Additionally, check out one of our most popular webinars on how to write better InMails: lnkd.in/inmailwebinar
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Ask the Experts about LinkedIn Recruiter for Staffing Professionals
- 1. Ask the Experts (aka: Recruiter features you want to know more about – For Staffing Professionals) May 2015
- 2. Today’s agenda LinkedIn Recruiter to make that hire More of your questions Key takeaways Crafting better InMails Finding the right candidates Pipelining your talent
- 3. Finding the right talent with custom filters
- 4. How do I craft better InMails to get higher Response Rates?
- 6. When sending an InMail – Consider Passive Talent Do Start a conversation Make it feel personal Strong Subject Line Be brief and to the point Mention shared connections/groups Don’t List all job specifics Include the job title or req ID in the subject line Use jargon & biz-speak Ask for a resume right away
- 7. Avoid 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."
- 10. Now for more questions from you!
- 11. More questions, comments or ideas? Drop a note at our Help center Take our Training Module for a spin – All the content is searchable Check out weekly product tips – LNKD.IN/product-tips
- 12. Leverage the recent enhancements TWO things you can take away from today… Download Data Driven Recruiting e-book Download e-book: lnkd.in/ddr15 Bookmark: lnkd.in/productupdates
- 13. Thank you Sankar Venkatraman Global Product Evangelist LinkedIn Andy Best Customer Success Consultant LinkedIn
- 14. 1 Thanks for viewing! Follow us on social media: talent.linkedin.com/blog #hiretowin
Notes de l'éditeur
- Sankar: Here's your opportunity to ask any questions you may have about Recruiter Key Takeaways: Optimizing the job posting experience Crafting better InMails Managing and nurturing talent
- 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….
- 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 aren’t 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 aren’t 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 approachable
- Here are some DOs and DON’Ts
- Empower your candidates by telling them how, in this position, they’ll 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.
- Sankar to tee-up based on customer inputs but definitely to cover: Projects enhancements - efficiently manage your prospect pipeline 3-ways to Import Profiles Update Me/Smart To Do Sharing Jobs from Recruiter
- Sankar: If we did not get to your questions today – do check out these 3 channels
- Text/Links to put in chat box: Thanks for joining! We will start shortly. In the meantime, follow us on social media: Twitter: @HireOnLinkedIn LinkedIn: https://www.linkedin.com/company/linkedin-talent-solutions SlideShare: http://www.slideshare.net/linkedin-talent-solutions YouTube: https://www.youtube.com/user/LITalentSolutions Blog: http://talent.linkedin.com/blog/