1.
​ Craig Ringland
​ Senior Education Services Consultant
​ LinkedIn, London
Stand out, stay ahead & showcase your expertize
with LinkedIn Recruiter Certification

2.
Example presentation
Meet Alex
Alex is our Recruitment hero!
Why?
1.5x more InMails accepted
Impacts 1.7x more hires*
*Than non-certified peers

3.
Example presentation
So what did Alex do to stand out
in an ecosystem with over
2 million Recruiters?

4.
• Like Alex, what can you do to stand out?
• LinkedIn Certified Professional – Recruiter
• What does the learning cover
• Learning options available to you
• What will the Certification exam measure
• Getting ready for the exam
• Chalhoub Group – a Certification Success!
Let’s find out how!

5.
Advance your career
Enhance your knowledge and
credibility to become a trusted
advisor to business partners
and colleagues.
Stand out
The ONLY credential that
differentiates you as an
expert to your LinkedIn
network.
Become an expert
Validate your skills in
finding, engaging and
managing talent effectively.

6.
Our team has effectively been able to take our company
recruiter savings from thousands to millions in a year
after Recruiter Certification. We have been able to fill
our higher-profile roles in less than 60 days and have
seen an increase in our quality of hires.
​ Kelly Bryant
​ Senior Recruiter/Talent Advisor
​ LivaNova

7.
What does Certification learning cover?
Find
All aspects from
Guided Search,
Boolean supported
fields, activity filters,
refinement facets and
Spotlights.
Engage
Pipeline
Understand how your
brand can impact your
recruiting effectiveness
combined with best
practices when crafting
InMail messages.
Diving into the value of
Pipelining. Understand
features and
functionalities available
to you through
Sources, Tags,
Statuses and Import
Candidates.
Organization, Collaboration
and Efficiency. Making the
most of Projects, Search
Alerts, InMail templates
creating greater tool
efficiencies.
Organize
Post
Understand the most
effective way to manage
jobs slots to achieve
optimal results and reach
across the LinkedIn Jobs
network.

8.
Preparing for Certification?
Learning options just got sweeter!

9.
Option 1: Online Learning via The Certification Curriculum

10.
Build your skills with the Learning Center
Tutorials
Modular, targeted
tutorials focusing on
LinkedIn Recruiters
powerful features and
functionality.
Tip Sheets
Fine-tune your
knowledge of specific
LinkedIn Recruiter
features by reading how
LinkedIn experts use
them.
Webinars
Learn foundational and
advanced tips using
LinkedIn Recruiter with
sessions hosted by our
LinkedIn experts.

11.
Option 2: Classroom Learning with Firefly Educate

12.
• 2 day interactive workshop delivered by
Firefly Educate
• Facilitators are all LinkedIn Recruiter
Certified and trained by LinkedIn
• Classes are hosted across selected
North America and EMEA locations
• Price: $1,495 per participant
• Attendees will also receive a 50%
discount voucher for the LinkedIn
Recruiter Certification exam
• www.fireflyeducate.com/linkedin
For Corporate Recruiters

13.
• 1 day interactive workshop delivered by
Firefly Educate
• Facilitators are all LinkedIn Recruiter
Certified and trained by LinkedIn
• Classes are hosted across selected
North America and EMEA locations
• Price: $995 per participant
• Attendees will also receive a 50%
discount voucher for the LinkedIn
Recruiter Certification exam
• www.fireflyeducate.com/linkedin
For Agency Recruiters

14.
Identifying
Talent!
Engaging
Talent!
Building a
Talent
Pipeline!
Jobs !
Organization
&
Collaboration!
What will the exam measure

15.
Complete
Register and take the 90 min
exam at a testing facility or
remotely via online proctoring.
Once you pass, you’re
Certified!
Prepare
Study and practice. Use the
Certification curriculum and
assessment to develop
your Recruiter skills and
prepare for the exam.
Build
your foundation. Successful
certified professionals have
1-2 years of recruiting
experience, and at least 6
months using LinkedIn
Recruiter.
Get Certified in 3 steps

16.
Confirm you’re ready – Advanced Knowledge Check
Circle back and review your
results highlighting areas of
additional focus

17.
Now you’re ready – time to register!
Register via the Talent Solutions Learning centre
Register via the Certification microsite www.certification.linkedin.com
Create your Test Taker account
Choose to test Online or Onsite
Select your date and time
Register with either your Certification voucher or pay by Credit Card (USD $199)

18.
• Both online and onsite exams will be fully proctored.
• Questions: May include, but not limited to, multiple
choice and matching questions.
• Length: You will have 90 minutes and questions will
vary between 60 and 70 questions.
• Big Tip: It’s a Best Practice exam so do read the
questions carefully!
• Your results will be immediate at the end of the exam.
• Your Certification will be valid for two years.
It’s exam time! What to expect

19.
Let’s Practice!

20.
​ Your hiring manager has just informed you she needs to hire six new sales associates by the end of the month. You decide to target
external prospects who might already be familiar with your company as a way to potentially speed up the process.
​ Which three different Spotlights should be used to target members who may already know your company? (Choose 3)
​ 1. Who Your Competitors Target
​ 2. Who Hasn’t Changed Roles in a Few Years
​ 3. Past Applicants
​ 4. Who’s Open to New Opportunities
​ 5. Who has Company Connections
​ 6. Who’s Engaged with Your Talent Brand
Question 1

21.
​ Given the following poorly performing InMail message:
​ Hello,
​ I am an internal Recruiter with Enigma, Inc. We’re a growing firm with 23 locations across the U.S. and are actively planning for global
expansion.
​ I found your profile on LinkedIn and am writing to see if you would be open to speaking about a Technical Recruiter opportunity.
​ Here is the link to the job posting : www.samplejobposting.com
​ How can this InMail message be improved?
​ 1. remove the introduction paragraph
​ 2. remove the link to the job posting
​ 3. include a request for a resume
​ 4. include the salary for the Technical Recruiter opportunity
Question 2

22.
​ You have posted a job for a Product Marketing Manager. The ideal candidate would have a mix of Marketing and Engineering
experience Your applicants have solid Marketing experience but not the Engineering experience that you are looking for.
​ Which action should you take to ensure that your job is being displayed to the right audience?
​ 1. Share your job posting to Engineering groups on LinkedIn.com
​ 2. Add three Job Functions to your job posting that are a mixture of Marketing and Engineering
​ 3. Change the job title to Product Marketing Manager – Engineering Experience Preferred
​ 4. Change the Job Function field to only Engineering to ensure that the opening is being shown to Engineering talent
Question 3

23.
​ What are four benefits of building a pipeline of talent in Recruiter? (Select 4)
​ 1. getting feedback from hiring managers
​ 2. organizing, tracking and nurturing leads
​ 3. transforming leads into up-to-date profiles
​ 4. building a world class active candidate pool
​ 5. centralizing all of your leads in one place and tracking them
​ 6. synchronizing your team and avoiding duplication of effort
Question 4

24.
​ You have a new Recruiter user on your team and you want to see how they are performing with their LinkedIn Recruiter. You pull their
usage from LinkedIn Recruiter reports for the last 30 days and you see the following:
​ Days Visited: 8
​ Searches Performed: 15
​ Profiles Viewed: 27
​ InMails Sent: 230
​ InMail Response Rate: 6%
​ Given the above information which data point should you recommend your new recruiter focus on to increase their InMail Response
Rate?
​ 1. increase InMail messages sent
​ 2. be in the tool more often
​ 3. increase template use
​ 4. review profiles prior to messaging
Question 5

25.
​ Presenter’s Name
​ Presenter’s title, Company
Short titles are more memorableThank You!
www.certification.linkedin.com