Download the full Recruiter's end of year toolkit: https://lnkd.in/end-of-year-toolkit The toolkit will help you prepare for the January job spike with simple steps you can do now.

1. Are you ready for the New Year hiring rush?
The January job spike:

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In 2016, the number of job
changers increased by
29%in January compared
to the rest of the year.*
* LinkedIn Data

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So we’ve got time to
recruit for 2017, right?
It’s early. The pool of active
candidates aren’t switching jobs yet.

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So we’ve got time to
recruit for 2017, right?
It’s early. The pool of active
candidates aren’t switching jobs yet.
WRONG.
With 83% of job changers landing their
new role in 60 days, your 2017 hires
are considering a move right now.

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So we’ve got time to
recruit for 2017, right?
It’s early. The pool of active
candidates aren’t switching jobs yet.
WRONG.
With 83% of job changers landing their
new role in 60 days, your 2017 hires
are considering a move right now.
ARE YOU READY FOR THE
NEW YEAR HIRING RUSH?

6. 6 * LinkedIn Data
Twice as many people
changed jobs in January
2016 compared to
December 2015*
But don’t be fooled by the lull
in December job movement.

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It’s quiet around Christmas
because job changers have
already jumped ship or moved
up the ranks. They’re actively
looking for plum 2017 roles
in October and November,
NOW!

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What does this mean for HR
& recruitment professionals?
It means that if you
wait until the pop of
the champagne bottle
in December, the best
candidates might just
fizzle out.

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What does this mean for HR
& recruitment professionals?
It also means that:
• Your competition are also
searching right now for the
talent they need for 2017.
• Job offers will be made
by mid-November.

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What steps should savvy
recruiters take now to
attract and secure top
talent looking for new
roles in 2017?
STEP #1
Get your LinkedIn
house in order
STEP #2
Get your hiring
managers ready
STEP #3
Test your candidate
experience

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• Identify and talk to your
target audience today so
they know who you are.
• Put all your jobs
on LinkedIn now for
maximum visibility:
You want potential
candidates to ind out
about all available 2017
opportunities as soon as
possible. Request a demo
of LinkedIn Jobs here.
• Consider LinkedIn
Sponsored Updates and
receive 30–50% more
applicants for your high
priority positions.
STEP #1
Get your LinkedIn house in order
Freshen up employee LinkedIn profiles and update
Company and Career Pages to attract the right candidates.
To prepare for the New Year hiring rush, make sure you:

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Ensure your LinkedIn Career Page is compelling, on-brand
and up to date.
A strong LinkedIn Career Page will:
• Strengthen awareness of your talent brand.
• Attract and engage active and passive candidates
looking to change jobs with personalised content.
• Build your brand at scale.
STEP #1
Get your LinkedIn house in order

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STEP #1
Get your LinkedIn house in order
Tips for a top-notch
LinkedIn Career Page:
• Tell your company story.
Display a compelling
mission, values and vision
statement.
• Feature all 2017 job posts
on your Career Page where
prospects can easily find
them.
• Personalise messaging and
job recommendations
based on member
location, industry and
function.
• Bring your employer brand
to life with testimonials and
rich media.
• Make it relevant to 2017.
Adapt and change your
recruitment messaging to
meet your 2017 business
objectives and target your
ideal candidates.
Find out more
about LinkedIn
Career Page
here.

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STEP #1
Get your LinkedIn house in order
Showcase your brand with a sparkling, up-to-date
LinkedIn profile.
Why does your professional Recruiter brand matter?
• It increases your online visibility with prospective
employees.
• It lets you actively communicate your brand and values
to candidates.
• It can make the difference between attracting and losing
the best talent.

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STEP #1
Get your LinkedIn house in order
56%of professionals start their job
search by exploring online
social professional networks
(GLOBAL TALENT TRENDS 2015: WHAT TALENT WANTS).

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Genuine passion
Recommendations
Personalise messagingCreate content
Headline
03
05
04 06
02
01
STEP #1
Get your LinkedIn house in order
An impressive Recruiter profile includes:
• A high-quality head shot.
• A descriptive headline.
• Engaging content.
• Personalised messaging.
• Great recommendations.
• Genuine passion.
Did you know that having a profile
picture makes it 14 times more likely
to be viewed by others?

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Content is King:
Be active online and post regular, engaging
content always, but especially before Christmas.
Try out:
• Sponsored Updates about career change and
corporate culture to target job switchers and
reinforce your talent brand.
• Long-form posts on LinkedIn and your
Careers Page.
STEP #1
Get your LinkedIn house in order

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STEP #2
Get your hiring managers ready
The second step to get ready for 2017 is to make sure
hiring managers are informed, excited and raring to go
with all the right tools at their disposal to make sure the
perfect candidate has an excellent interview experience
and ultimately says yes to your job offer.

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Nail the job requirement
process
In your haste to get your
jobs posted don’t just fall
back into asking the same
old questions such as:
• What do you want to pay?
• What are the major
responsibilities?
• What kind of education
does it require?
• What technology does
the candidate need
to be proficient in?
STEP #2
Get your hiring managers ready
At this time of year your hiring managers might be
thinking of slowing down but when it comes to recruiting
you need them on top of their game.
Your relationship with the hiring manager can make or
break the success and speed of a hire at this critical time
of year.

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All-important, but they will result in boring job
descriptions that your perfect candidate probably
won’t apply for. To make your job stand out, try asking
unconventional questions such as:
1. What are three non-negotiable must-haves for the
candidate?
2. What three qualities would immediately get a
person fired from this job and why?
3. If you had to hire someone without any prior
experience for this job, what kind of personality
and aptitude would they need to quickly get
themselves up to speed?
STEP #2
Get your hiring managers ready
To get more tips
download 7 Tricks
for an Irresistible
Job Description
here.

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Once you have got a killer job description
then what?
• Set the action plan together: Outline raw
skills and personality requirements.
• Tap their contacts: Ask your hiring managers
to refer star performers for consideration.
• Prepare them for candidate engagement:
Ensure hiring managers tailor pitches to
each individual’s goals.
• Educate them on your employer brand:
Build profiles that convey their excitement
about working for your organisation.
Want even more tips for a
knockout hiring manager
relationship?
Download our LinkedIn
book, Zen and the Art
of Hiring Manager
Maintenance, here.
STEP #2
Get your hiring managers ready

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“It’s about talking to people and understanding their
motivations, goals and dreams,” says Scott MacDonald,
chief operating officer at Stellar Recruitment.
“What’s special about LinkedIn Talent Solutions is that it
allows that conversation to take place in a digital sphere.”
STEP #2
Get your hiring managers ready
Make sure your hiring managers have honest conversations about
their prospective candidate’s career dreams and motivations for 2017.
Relationships matter

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• Regardless of the job, there is a shortage
of the best people in any field.
• Most of the best people are not looking
for another job.
• The best will opt out early, unless the
candidate experience is first class.
STEP #3
Test your candidate journey
If you want quality candidates to say yes and start in
January 2017, you need to take a long hard look at your
candidate journey to make sure it is the best it can be.

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The Airbnb story: Listen to
and learn from candidates
In its busy startup days, when it ran out of
recruitment rooms, Airbnb discovered that people
loved sitting out in the open, absorbing the exciting
company culture. By listening to and learning from
the candidates, Airbnb realised its biggest selling
point was its fun and inclusive culture.
Want to hear more about how Airbnb, The Iconic
and Dell created a candidate-first experience
with their talent brand? Check out the Airbnb
candidate journey here.
STEP #3
Test your candidate journey

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1. Put your process everywhere.
2. Brand your emails; especially the automated ones.
3. Contact candidates frequently and put the onus on them to check in.
4. Ask this question every single time: “Is there anything you didn’t get a
chance to tell us today that you think we should know?”
For more hiring tools to help you create a memorable candidate
journey, download our free Hiring Toolbox Kit. It’s designed for
small business, but big business will find it useful as well!
Here are some quick tips to improve
your candidate journey from the
candidate’s point of view:

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Interested in learning more
about getting ready for the
2017 January job spike?
CONTACT US