Realise the power of social
recruiting

The recruitment landscape is changing
fast. Recruiters can no longer post, pray and expect results.

Today:

Today: 1. Candidates have more
career choices.

Today: 1. Candidates have more
career choices. 2. Clients have more channels to research potential partners.

Today: 1. Candidates have more
career choices. 2. Clients have more channels to research potential partners. 3. The recruitment industry is more competitive than ever.

Q.How do you stay ahead?

Q.How do you stay ahead?
A. Connect directly with the best candidates before your competitors do.

Q.How do you stay ahead?
A. Connect directly with the best candidates before your competitors do. SOCIAL NETWORKS MAKE THIS POSSIBLE

Social networks enable you to:
• Listen, participate and engage with candidates and clients. • Develop a company brand that makes clients and talent want to partner with you. • Build pipelines to find talent faster.

Social networks are booming 22.5%
of all internet time is spent on social networking.1 Social professional networks have become the number 1 source of quality hires for global staffing firms.2 Read more: LinkedIn’s Global Staffing Trends Report reveals 3 hot trends that every staffing and search leader needs to know: 2015 Global Staffing Trends (tip sheet) 2015 Australia Staffing Trends (full eBook) 2015 India Staffing Trends (full eBook) 2015 Southeast Asia Staffing Trends (full eBook) non APAC countries 67% 43% 29% 41% Social professional networks Internet job boards Employee referral programs Internal candidate database3

Social recruiting is the new
normal and is an essential tool for: • Tapping into talent pools. • Connecting and engaging with quality talent. • Locating hard-to-find talent.

Recruitment patterns are also evolving.
Most professionals: • No longer need to actively job seek. • Are connected via social media. • Can choose from multiple opportunities. • Are also being targeted by your competitors.

In this new context, the
best recruiters act like marketers. • They invest in their brand. • They engage with clients and candidates online. • They recruit more efficiently. • They grow their business as a result.

As a recruiter, your talent
pool has expanded. Your ability to reach and engage that pool has improved.

As a recruiter, your talent
pool has expanded. Your ability to reach and engage that pool has improved. Now, you need the right social recruiting solution at your fingertips.

Enter LinkedIn LinkedIn is the
modern recruiter’s best friend • LinkedIn has more than 364 million members worldwide.4 With LinkedIn you can: • Build your personal brand and your firm’s brand. • Engage key talent pools and potential clients. • Recruit candidates and new clients.

Let’s take a brief look
at how it works.

Let’s take a brief look
at how it works. Step 1: Build your brand LinkedIn helps you build a strong personal brand as well as a strong company brand.

Your personal brand A great
personal brand can make the difference between attracting and losing top talent. LinkedIn lets you build your personal recruiter brand using your LinkedIn profile.

Your personal brand A great
personal brand can make the difference between attracting and losing top talent. LinkedIn lets you build your personal recruiter brand using your LinkedIn profile. An average of 45 million profiles are viewed on LinkedIn every day.5 45M

Your LinkedIn profile is a
prime branding opportunity The number one activity on LinkedIn is checking out profiles. Recruiters have 10 times more traffic to their profiles than the average member.6 A stand-out LinkedIn profile is the ultimate way to: • Show talent why it’s worth connecting with you. • Show clients what a stellar recruiter you are.

LinkedIn lets you measure the
success of your personal- brand-building strategy. Free analytics tools let you: • See who’s viewed your profile. • See who’s viewed your status updates. • See how your network is expanding. Read more: Devoting time to building your personal brand will increase your response and referral rates and help you recruit better talent. These 6 simple steps outline the key areas you should invest in to boost your brand on LinkedIn. 6 Steps to Building Your Recruiter Brand on LinkedIn

What about your company brand?
Do candidates and clients view you as a trusted partner, or have they never heard of you?

With a LinkedIn Company Page
you can: • Build your brand presence. • Showcase your company culture. • Differentiate yourself from your competition. A stand-out LinkedIn Company Page will make clients and talent want to engage with you. 48K 48,000+ staffing and recruiting companies have Company Pages on LinkedIn.7

The best thing about a
Company Page? It lets LinkedIn members follow your firm. And followers are valuable: • 79% are interested in job opportunities from companies they follow.8 • 68% want to receive relevant news and insights from companies on LinkedIn.9 • 100% are more likely to respond to an InMail from someone at a company they follow.10

Track your Company Page performance
Free LinkedIn analytics let you: • See who’s visiting your Company Page. • See if the audiences you want to engage are well represented. • Benchmark your ‘followship’ against similar organisations and competitors. Read more: Do you love data? Measure the strength of your talent brand & get your agency’s customized index score. Learn more about Talent Brand Index.

Step 2: Engage your target
audiences LinkedIn helps you engage with clients and talent via personal and Company Page status updates, and with your Career Page.

Personal status updates Personal status
updates are the perfect way to stay top-of-mind and engage your LinkedIn connections at scale. Status updates can include interesting stories, news, blog posts (yours or others’), photos, videos, SlideShares and more.

Company Page status updates Company
Page status updates allow you to leverage your following. Companies that post at least one status update on LinkedIn per week get: • 40% more views. 11 • 25% more applications. 12 Read more: One of the best ways to boost your firm’s brand is to use content marketing. Read the Content Marketing Guide for Talent Acquisition tailormade for time-poor staffing and search professionals.

Career Pages Career Pages allow
you to engage the broader LinkedIn network with relevant information on: • Your open opportunities. • Your brand. • Your team. Learn more about LinkedIn Career Pages.

Step 3: Recruit candidates and
clients LinkedIn helps you do what you do best: recruit!

Recruit candidates

Find that needle in the
haystack Even in a global marketplace, great talent can be hard to find. LinkedIn can help you find the right candidates and get their attention.

Activate passive talent Increasingly, top
talent doesn’t even enter the marketplace. Yet across the global talent pool 85% of professionals are approachable and open to hearing about a new opportunity.13

Unlock passive talent potential As
the world’s largest source of passive candidates, LinkedIn helps you: • Connect with passive talent. • Find the right talent for your clients and your firm.

Build a talent pipeline With
LinkedIn you can pipeline talent so you can fill roles (including hard-to- hire positions) more quickly. Talent Pipeline in LinkedIn Recruiter enables you to aggregate, track, contact and nurture talent leads. Read more: Imagine having an engaged talent pool at your fingertips for every hard-to-hire role. Those who pipeline talent are living that dream. Pipelining not only saves you and your team from reinventing the wheel for every role, it reduces time to hire and leads to better quality candidates. 12 Tips to Build a Stunning Talent Pipeline

Recruit clients

Warm up cold leads 69%
* of buyers are more likely to choose a vendor if the salesperson is recommended to them by someone in their professional network. LinkedIn allows you to leverage members of your own network and reach out to mutual connections and potential clients. *Survey of 1,500 LinkedIn members who influence or make B2B purchases and are Managers or above (LinkedIn).

Reach out to job posters
For professional recruiters, LinkedIn Groups can be a useful lead generation tool. By seeing which companies are posting jobs in Groups, you can engage with active job posters at a time when they are potentially open to a conversation.

Keep tabs on targeted clients
Follow the LinkedIn Company & Career pages of potential clients to receive news about any new jobs posted and any staff joining or leaving. Use Search Alerts created in LinkedIn Recruiter Professional Services to remain informed of any new relevant LinkedIn members who could be potential new leads.

Gain Market Intelligence With information
gained through LinkedIn Recruiter Professional Services, you can: • Gain insight into the hiring trends of the locations, industries, and companies you recruit for. • Identify any companies undergoing growth that may be in need of your services. Read more: Tired of cold calling? Let us help you. Download “Business Development on LinkedIn: The Staffing Professional’s Guide”, a technical guide that features step-by-step instructions on how to utilize LinkedIn for business development purposes. For anyone in a sales, business development or marketing role, or those running a full desk within the staffing industry.

So there you have it.
New recruitment landscape? No problem. With LinkedIn you can build, engage and recruit successfully in today’s social-media-charged environment.

Now you know why you
need LinkedIn, you’re ready to learn more about how you and your firm can benefit from it. The recruiting firm’s LinkedIn field guide provides an in-depth look at how LinkedIn can help you: Build your brand foundations. Engage your target audiences. Recruit more candidates and clients. DOWNLOAD THE RECRUITING FIRM’S LINKEDIN FIELD GUIDE.

LinkedIn tools at a glance
Free LinkedIn Tools Personal Profile Targeted Status Updates Talent Pool Reports Job Posts Job Slots Sponsored Jobs LinkedIn Recruiter and Recruiter Professional Services Build Engage Recruit Company Page Employee Profile Ads Sponsored Updates Career Pages Targeted Ads LinkedIn Followers (http://lnkd.in/CompanyPages) (http://lnkd.in/Ads) (http://lnkd.in/ SponsoredUpdates) (http://lnkd.in/CareerPages) (http://lnkd.in/Ads) (http://lnkd.in/TPReports) (http://lnkd.in/JobPosts) (http://lnkd.in/JobSlots) (http://lnkd.in/SponsoredJobs) (http://lnkd.in/LIRecruiter) LinkedIn Talent Solutions

Additional resources Build Engage Recruit
6 Steps to Building Your Recruiter Brand on LinkedIn Content Marketing Guide for Talent Acquisition Recruiter Professional Services 12 Tips to Build a Stunning Talent Pipeline Business Development on LinkedIn: The Staffing Professional’s Guide The Recruiter’s Guide to Writing Effective LinkedIn InMails LinkedIn Career Pages The Employer Brand Playbook Talent Brand Index (lnkd.in/rb) (lnkd.in/cm) (lnkd.in/rps) (lnkd.in/ppl) (lnkd.in/bd) (lnkd.in/SSInMailGuide) (lnkd.in/cp) (lnkd.in/EBPlaybook) (lnkd.in/TBI)

1 LinkedIn, The industry trends
every staffing executive needs to know. 2 LinkedIn, Top Southeast Asian staffing trends for 2015. 3 ibid. 4 LinkedIn Talent Solutions, Six steps to building your recruiter brand on LinkedIn. 5 Brad Mauney, Five simple ways to boost your professional brand on LinkedIn, http://linkd.in/1fKrxuD, July 2013. 6 LinkedIn, The industry trends every staffing executive needs to know. 7 LinkedIn Research (as referenced in The recruiting firm’s LinkedIn field guide). 8 ibid. 9 LinkedIn Company Pages and Followers (http://lnkd.in/dyMcXda). 10 LinkedIn Research (as referenced in The recruiting firm’s LinkedIn field guide). 11 LinkedIn Talent Solutions, Hacking the science behind LinkedIn status updates. 12 LinkedIn, The industry trends every staffing executive needs to know. 13 Talent Trends 2014: What’s on the minds of the professional workforce (http://lnkd.in/TalentTrendsReport).

Interested in knowing more about
how LinkedIn can help you beat your competition to the best candidates and become a preferred partner to your clients? Speak to a Business Solutions Consultant for Staffing and Search in your region, or request a free demo.