4. LinkedIn Membership continues to grow
4M+
INDONESIA
3M+
PHILIPINNES
2M+
MALAYSIA
1M+
SINGAPORE
1M+
SAUDI ARABIA
21M+
BRAZIL
115M+
UNITED STATES
OF AMERICA
11M+
CANADA
30M+
INDIA
7M+
AUSTRALIA
1M+
NEW ZEALAND
4M+
SOUTH AFRICA
1M+
UNITED ARAB EMIRATES
18M+
UNITED KINGDOM
9M+
FRANCE
7M+
ITALY
2M+
BELGIUM
1M+
DENMARK
4M+
TURKEY
5M+
NETHERLANDS
2M+
SWEDEN
6M+
SPAIN
8M+
CHINA
364M+ Members
worldwide 39M+
Students & Recent College
Graduates on LinkedIn (fastest
growing demographic)
7M+
MEXICO
1M+
REP. OF
KOREA
1M+
IRELAND
1M+
NORWAY
4M+
ARGENTINA
2M+
CHILE
1M+
ECUADOR
1M+
VENEZUELA 4M+
COLOMBIA
1M+
JAPAN
1M+
THAILAND 1M+
HONG
KONG
3M+
RUSSIA
7. Passive
70%
365M+
Active
30%
Members
Note: Active-passive figures come from the 2014 Talent Trends survey conducted by LinkedIn Research
Network. For more information, visit talent.linkedin.com or download our white paper here
Agencies turn to LinkedIn to reach more
candidates, whether active or passive
Job
Boards
Job
Boards
7
10. So, how to build a
great recruiting profile
on LinkedIn?
What is your goal? Who is your audience?
Let the real you shine
Display pride and excitement
22. 22
Job Requirements:
Technical Consultant
Project Manager
JavaScript
3+ years of experience
Bachelors in Computer Science (BS/CS)
Position can be located in Bangalore or Mumbai
Technical Solutions Consultant
23. Job Requirements:
Technical Consultant
Project Manager
JavaScript
3+ years of experience
Bachelors in Computer Science (BS/CS)
Position can be located in Bangalore or Mumbai
Technical Solutions Consultant
Booleanos
Filtros
24. Keywords and related words
24
Technical Solutions Consultant Project manager JavaScript
• technical solutions consultant
• solutions consultant
• technical consultant
• architect
• solutions architect
• technical architect
• sales engineer
• solutions lead
• technical lead
project management
project manager
PM
managing
manage
managed
budget
budgeted
budgeting
• JQuery
• Javascript
• JS
Separate this into keywords and current job
28. Strengthen Your Searching
Job Title
(“technical solutions” OR “technical sales” OR technical OR solutions OR delivery
OR systems)
AND
(consultant OR architect OR lead OR engineer)
Key Words
(“project manager” OR PM OR “project management” OR managing OR manage
OR managed OR budgeting OR budget OR budgeted)
AND
(java OR javascript OR js)
488 People
33. e
0- Try to identify key
words in this job
description
• A
• B
• C
• D
• E
• F
• G
• H
34. e
1- How can we look
for them? Using
filters or booleans?
• A
• B
• C
• D
• E
• F
• G
• H
35. e
• A
• B
• C
• D
• E
• F
• G
• H
Keyword and Title Search using common keywords and titles
Conceptual Search Searching using alternate keywords and job
titles
Implicit Search Identify candidates based on what is not
explicitly mentioned in their profiles
Natural Language
Search
Expand search using actions/verbs related to
the skills
Indirect Search Leveraging initial search results to make
connections to aditional results and leads.
2- Now it is time to remember the methodologies of
searching…
36. e
• A
• B
• C
• D
• E
• F
• G
• H
Keyword and Title
Conceptual Search
Implicit Search
Natural Language
Search
Indirect Search
3- How can these methodologies be useful for our
searches? Think in examples.
37. e
• A
• B
• C
• D
• E
• F
• G
• H
Keyword and Title
Conceptual Search
Implicit Search
Natural Language
Search
Indirect Search
3- How can these methodologies be useful for our
searches? Think one example for each category.
38. I think that your search
can work, but I forgot to
mention something…
This engineer needs to
speak chinese…
39. This guy needs to speak
chinese…
Give me some additional
time please…
40. Do not worry and take
your time for it…
Thanks Sir
43. Native, bilingual
✓Search on keywords like native, fluent, bilingual and combine it
with a language to get to the right profiles.
✓Type in the keywords field: (fluent OR “native speaking” OR
bilingual) AND French
44. Search on skill of profile
✓Some profiles have the skill set on “language”. Try typing in
“full professional proficiency” language.
✓This search will give you the results based on the the language
skill on the profiles of the candidates
"full professional
proficiency" AND (dutch
OR german OR
hungarian OR
portugese OR french
OR italian OR flemish
OR spanish)
45. Search on study or school
▪Type in some “school names” that will give you the profiles that
have attended an Italian university. Change country and you have an
Italian speaking person in that country as well.
▪Using specific local names of studies will work as well.
46. Search in groups
▪ Type in the jobtitle i.e. Sales
manager
▪ Head over to LinkedIn.com and
search for german speaking groups.
▪ Type all the group names in the
refinement tool: All Groups
▪ Have the users save the language
groups through custom filters to
make sure they are searching to
those language specific groups
47. e
Strategies…
4 – How can we look for this chinese speaker? Use
the methodologies recently studied…
55. Track leads and keep in contact
– Hunt per job opening
– Select per job opening
Build a clear proposition
Build relationships
Use own employees as
ambassadors
Share knowledge and
opportunities
57. Centralize
Transform Transform into up-to-date profiles
Associate information for a lead with
that person’s LinkedIn Profile
Pipeline
Organize, track, and nurture leads
Search your pipeline for warm leads
Collaborate
Synchronize your team
Avoid duplication of effort
Analyze
Know your best sources for talent
Track leads through your pipeline
Talent
Pipeline
Centralize all your leads in one place
Track them all in Recruiter
58. Projects, Tags, Sources & Status
• Create uniformity
• Use naming
conventions:
Jobtitle – Country – City –
Recruiter Initials
Financial Controller – UK –
London - JP
Projects
• Tags are used to
easily identify
skillsets of
candidates
• Have the
recruiters create
tags
Tags
• Keep track of the
source of every
candidate
• Use existing
sources
Sources
• Shows you where
the candidate is in
your Pipeline
• This determines the
overall workflow of
your team.
• Take your time to
determine all the
steps in the process
before you
implement
Status
59. Talent Pipeline from the profile of the candidate
Add tags for to easily identi
skillsets of candidates
Use alerts for
tracking
Import data, CV,
files…
Add the candidate
to a project and
select his status
Update me
Use notes for sharing
comments about the
candidate with your
team.
Work in team!
64. 1. Exercise: think about what sources, status and tags
can be useful for yourself and your team
2. How can Linkedin Talent Pipeline be usefull in
coordination with your internal ATS?
66. Hiring Manager
Hiring Manager needs a profile on LinkedIn.com
Few capabilities: checking profiles & evaluating candidates.
Up to 20 Hiring Managers per Recruiter license
67. Why collaborating with Hiring
Managers?
- Hiring Managers can help us in order to know better the position we
are looking to fill.
- Collaborating with Hiring Managers can help us in knowing better what
the HM priorizes in the potential candidate.
- Hiring Managers can provide us some good candidates that they know
and also can help us in where we can find these candidates.
- A good collaboration can reduze timings in the processes, improve
quality in the hirings and reduze the turn-over.
(...)
71. SHARING PROJECTS
Type only the name ofthe
Hiring Manager if he is a 1st
contact of your personal net.
Type the e-mail adress of
the Hiring Manager if he is
not part of your net.
78. Example
Subject:
Looking for exceptional MBA candidates for Linkedin!!!
Message:
I came across your profile and think you would be a good fit for an opportunity with our
Business Analytics Team, within our Global Sales Organization at LinkedIn. I noticed that you
are a 2013 MBA Candidate and wanted to reach out to you about this position.
For this position we look for MBA candidates that have following qualities:
-Demonstrated ability to interface with sales people, all levels of management and experience
working across multiple functional groups.
-Experience developing analytics-based tools and methodologies in a sales/marketing
environment.
-Demonstrated strength in strategic data interpretation and visual representation of data.
-Passionate about technology.
We're growing fast and our culture is creative and energetic; what we do everyday touches the
lives of hundreds of millions of people. If this sounds like something that piques your interest, I
would love to sit down with you and explain the benefits of our program.
Looking forward to hearing from you soon.
Best,
79. Subject:
Graduates opportunities within LinkedIn
Message:
Dear XXXXX,
I hope you’re off to a great start with your final semester. My name is XXXXX
and I’m recruiting for LinkedIn’s sales team. Your profile stood out to me and
I’d love to discuss a career for you in Sales at LinkedIn.
If you are ambitious, competitive, and want to help bring economic
opportunities to people around the world, consider doing it at LinkedIn.
LinkedIn is growing incredibly fast, with two new members signing up every
second! LinkedIn is hiring top talent and growing at an unprecedented rate—
your opportunities for growth and impact will be limitless at LinkedIn.
If you're interested in discussing your goals and the opportunities at
LinkedIn, please send me a few times you're able to talk next week.
I look forward to hearing from you!
Cheers,
Leo
Ps: check out this cool video that blew my mind when I was in your shoes.
http://bit.ly/Tzj4o3
Example
80. We give them way too much
information!
They may opt out before ever
speaking with us.
Common InMail pitfalls
#intalent
81. Common InMail pitfalls
We make it all about us!
Prospects should feel special, not
like they have to do you a favor.
#intalent
82. We make the prospect feel like
a number.
This message is an obvious
template – nothing personalized,
nothing to grab attention.
Common InMail pitfalls
#intalent
83. Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
84. Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
85. Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
86. Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
87. Touch points along a prospect’s journey
1. Receives InMail
2. Visits your profile
3. Visits your company page
4. Views a job opportunity
5. Opts in or out
#intalent
88. Due to the personalization
(consequence of the
specialization of the team) we
got 54% RR when we were
having a 34% RR”
Eva Roca, HR Manager - Softon
90. Summary
1 Act like a recruiter, think like a candidate
2 Personalise, personalise, personalise
3 Speak the same language
4 Sell a future, not a “today”
5 Be mobile and think about when you press “Send”
