This document discusses improving a passive candidate recruiting strategy on LinkedIn. It covers: 1. Building an effective recruiting profile and branding the agency on LinkedIn 2. Expanding reach and increasing efficiency through LinkedIn Recruiter features 3. Crafting InMails that appeal to candidates by including what they want to know like responsibilities, growth opportunities, and company culture.

1. 4 Ways to Improve Your Passive Candidate
Recruiting Strategy on LinkedIn
#Staffing
#HiretoWin

2. Cathy LeBlanc
Success Manager
Meet your presenter

3. What we’ll cover in the next 45 minutes
Brief overview of LinkedIn
Passive candidate deep dive
4 ways to improve your passive candidate recruiting on LinkedIn
Q&A

4. LinkedIn: A global pool of talent
4M+
INDONESIA
3M+
PHILIPPINES
2M+
MALAYSIA
1M+
SINGAPORE
1M+
SAUDI ARABIA
23M+
BRAZIL
122M+
UNITED STATES OF
AMERICA
11M+
CANADA
33M+
INDIA
7M+
AUSTRALIA
1M+
NEW ZEALAND
4M+
SOUTH AFRICA
1M+
UNITED ARAB EMIRATES
19M+
UNITED KINGDOM
10M+
FRANCE
8M+
ITALY
2M+
BELGIUM
1M+
DENMARK
4M+
TURKEY
5M+
NETHERLANDS
2M+
SWEDEN
7M+
SPAIN
12M+
CHINA
400M+
members
worldwide +2 New members per second

5. Knowledge
The definitive professional
publishing platform
Network
We connect the world’s
professionals
Identity
The professional
profile of record
Professionals come to LinkedIn to develop their careers,
not just to find jobs
6

6. Passive
70%
400M+
Active
30%
members
Note: Active-passive figures come from the 2015 Talent Trends survey conducted by LinkedIn Research Network.
For more information, visit business.linkedin.com.
Agencies turn to LinkedIn to reach more candidates,
whether active or passive
Job
Boards
7
Your
agency

7. PollDo you currently have a passive
candidate recruiting strategy in
place?
8

8. 2015 Talent Trends 9
How interested are you in talking to an in-house corporate recruiter or a headhunter for a search and staffing firm about a new job
opportunity?
Talent’s interest in hearing from a corporate recruiter
46% 25% 24% 5%
Extremely and very interested Somewhat interested Not very or not at all
interested
Don’t
know
Talent’s interest in hearing from a staffing recruiter
31% 30% 34% 5%
Extremely and very interested Somewhat interested Not very or not at all interested Don’t
know
The breakdown in North America

9. 10
When you send an
InMail or post a job,
what is the first thing
candidates do to learn
more?

10. 11
Build a recruiting profile
Be a thought leader within your network
Expand your reach and increase your efficiency
Craft an InMail that gets a response
1
2
3
4
1) Build a recruiting profile

11. Add a
professional photo
1
More likely to be
viewed if you have
photo
14x

12. Write an attention-
grabbing headline
2
Explain what it is you do
Show your passion and value

13. 3
Draft a
compelling summary
40 words or more – about you
Include keywords, not buzzwords
Write for your target audience

14. Add a company
overview & your
role specifics
More likely to be
viewed if have more
than 1 position listed
12x
4

15. Your professional brand doesn’t stop at your profile
Share updates with your network Read and share industry news
Follow competitors, clients and prospectsJoin Groups

16. A powerful brand is your ticket to placing more candidates
17
No Brand? No Business.
Only
18%
of talent thinks of a staffing
firm when looking for new
job opportunities.
When candidates do use
agency recruiters
74%
report having a good
experience.
Of those interviewed by
an agency recruiter
41%
were offered a job.
Source: 2015 Talent Trends survey results.

17. 18
Build a recruiting profile
Brand your agency
Expand your reach and increase your efficiency
Craft an InMail the gets a response
1
2
3
4
2) Brand your agency

18. Visit linkedin.com/company/add/show to get started
19
Company page basics
Creating a page is easy
Add a company logo, banner image and
description.
Speak to your target audiences
Make sure your content resonates with
both clients and candidates.
Add specialties
Think search keywords & Google when
you’re listing your specialties.

19. 100%
People that follow your company
on LinkedIn are 100% more likely
to respond to an InMail
20

20. 79%
79% of members are interested
in job opportunities from
companies they are following
21

21. 22
Build a recruiting profile
Brand your agency
Expand your reach and increase your efficiency
Craft an InMail that gets a response
1
2
3
4
3) Expand your reach and increase your efficiency

22. FREE vs. LINKEDIN RECRUITER
RECRUITING ON

23. MEET FRED AND RACHEL.
Rachel uses
LinkedIn Recruiter.
Fred uses
LinkedIn.com for free.

24. Fred and Rachel’s searches begin in a similar way.
They enter “director AND finance” in the search field.

25. 26
Build a recruiting profile
Brand your agency
Expand your reach and increase your efficiency
Craft an InMail that gets a response
1
2
3
4
4) Craft an InMail that gets a response

26. 2015 Talent Trends 27
Regardless of your level of interest, what are the most important pieces of information that an in-
house corporate recruiter or a headhunter for a search and staffing firm should include in their
initial message to you?
The role’s responsibilities
Projected salary range
Why you’re reaching
out to them specifically
The company’s culture
64%
U.S. and Canada
Global
69%
72%
52%
60%
73%
47%
45%
What to write: What candidates want to know when
you first reach out to them
What talent wants to know first: U.S. and Canada vs. Global
Make it personal. What makes them stand out?
Don’t include the job description – rather how
the role is more impactful and the growth
opportunity. Give them some “sizzle!!”
Hold off. Ask to have a conversation first. If the
job doesn’t represent a career move, the
compensation doesn’t matter.
Including the company culture will help sell the
role – and allow the candidate to determine if it’s
a good fit from the start.

27. What to say: Convert more passive candidates
into placements
Know what matters to candidates as they consider a job offer from your client
2015 Talent Trends 28
Top 5 factors for talent in the US and Canada when considering a job offer
of talent says being
contacted by their
prospective manager can
make them accept a job
offer faster
94%
Which of the following are the three most important factors that would entice you to accept a new job opportunity?
Better compensation
Better work / life balance
Better place to work (culture)
Better fit for my skill set
Opportunities for advancement
Better compensation package
More opportunities for advancement
Increased job security
Better professional development
Better fit for my skill set
Better work / life balance
More challenging work
Better office location
Better place to work
A more influential role within the company
56%
34%
24%
24%
22%
20%
17%
17%
16%
15%

28. 29
Consider the member experience
In their
Inbox
On the
LinkedIn
homepage
When they
network with
your
employees
When they
search for jobs
Via mobile
LinkedIn app
When they
research your
company

29. Next Steps
31
• Build out your LinkedIn profile
• Brand your agency by creating a LinkedIn Company Page – commit
to posting on it.
• Request a free, personalized consultation: business.linkedin.com
• Check our blog for daily recruiting tips: http://lnkd.in/LTSBlog