LinkedIn research tips


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  • This is important to mention to candidates if they do not want it known that they are connecting with a recruiter
  • LinkedIn research tips

    1. 1. LinkedIn Research Tips Adapted from Josef Kadlec’s book People as Merchandise Powerpoint by Andrew Meadows, Kelley Smith, Emily Ames, Caitlin Heflin, and Sarah Fischetti
    2. 2. “It’s personal, not just a business” Think outside of the box. Do not go with the mainstream recruiting tactics. Let’s change the recruitment sector in favor of the candidates. Think what would the candidate want? Focus on building relationships – focus on personalization to drive communications. Get to know your talent pools The main concern is the candidates
    3. 3. The Modern Headhunter 80% of jobs are filled informally by social recruitment, internal recommendations etc. 20% are filled by job ads. Mastering social recruitment via LinkedIn, is the only way to succeed in the competitive industry. LinkedIn is up-to-date compared with internal database – automatically notified of changes.
    4. 4. Connections 1st degree connections – can be contacted the Send a message function without restrictions 2nd degree connections – can be contacted only by using the connect function. You may also use the Get Introduced function which is not very effective since it is dependent on others. 3rd degree connections – Can only see the users last name initial. Can be only connected by the Get introduced and the Send InMail functions.
    5. 5. Connections Strategically connect to “power users” – who have more connections. Connect with people in your firm’s niche market (government contracting) and geographical locations. Grow your connections every day, strategically. Expand your groups and fine tune your profile. Do your connections include potential candidates, irrelevant people, or competitors?
    6. 6. Goals Reach all potential candidates within your niche and location (should we be inviting anyone who looks like a good candidate when we come across them?) (3rd, 2nd, and 1st connections) Avoid other recruiters parasiting on your network. If you have a search in another geographical location, immediately find “power users” in that location and connect with them. (LinkedIn Open Networkers- LION) – They will accept you. Find power users (recruiters and headhunters) in their niche and location (they may not accept you, if they are smart) – Should we not accept recruiters?
    7. 7. Active vs. Passive Candidates 15% - Tiptoer (thinking about changing a job) 45% Explorer – Not looking for a new job but open 20% - Active Candidates – actively looking for a job. 20% Super Passive – Satisfied at current job. Passive candidates – currently employed, usually at least one year, and not seeking a job. Not closed to new opportunities. Active Candidates – actively looking for a job. Do not discard people who are not interested now. Take a “long term advisor” approach so they will get back to you in the future. Establish a competitive advantage by being extremely efficient in hiring passive candidates Focus on the 60% of approachable candidates.
    8. 8. Recruiting Passive Candidates Credibility Be memorable and interesting to candidates. Step out of the box. Many view recruiters as “all the same” so try to break that stereotype. Use jargon they understand and let them know you understand the role. Mention news from the industry they work in. What drives career change from Passive candidates? They want to make an impact – Highlight impact over a skill focused job description. They want a culture that fits their personality. More important than salary. Emphasize culture and how your candidate can fit into it. Want challenging work. Emphasize the challenges of the job.
    9. 9. Candidate Pipeline & System Communication should be a long conversation. Be an advisor. Develop a system of four groups • Candidates who did not reply to your message yet. • Candidates who are in touch with you • Candidates in process • Candidates who were successfully hired. Keep in touch with candidates who you have recruited! They are not useable for 1-2 years, but after that it is much easier to persuade them above your competition. Devise an “aftercare program” to assist such candidates till the end of their careers. • Develop pipeline of new candidates to your system • Communicate with candidates and solving specific opportunities • Organizing aftercare for hired candidates. Once they are prepared for another challenge, put them back into the second slot.
    10. 10. Advisor, Ambassador, Advocate Push a candidate only when it makes sense. Be friendly, casual, and personal but not sleazy. If they are not interested, suggest you will contact them again in a few months. Become a brand ambassador for your company clients and be prepared to support their brand. Be a career advisor to your candidate Advocate for both clients and candidates Get back to them when they are not right, without exceptions. You never know when they will be a candidate again. Take the longterm approach. His slogan: We provide all job candidates with prompt feedback EVERY TIME” Customize communication with all candidates. Measure your recruitment activities. Try one approach and measure it. Then adjust. Be patient when waiting for replies, but try again with a different message if it did not work. Do not discard candidates with poorly written LinkedIn profiles Do not overwhelm candidates with too much information. Less is more sometimes.
    11. 11. Social Headhunting Description of the vacancy available via a weblink reference – your website. Do not hide the name of the targeted company. Have a client description on your website. Offer success stories, references, and company presentation video. Brand ambassador. Mention all facts which may be attractive. Salary range, benefits, describe workplace and culture. Make it look like you know the company from the insiders viewpoint. Mention that you know about the industry prior to the interview.
    12. 12. Fine Tune Your LinkedIn Profile • Get profile to “All-star” level • Have your profile look “solid and trustworthy”.  A good profile should contain only information that is necessary. • When you update your profile often, your connections visit your profile.  However, sometimes some changes you do not want announced to everyone. Fix your settings to do this. • Put LinkedIn Open networker on your profile. State why people should connect with you.  (I will accept your invitation. 1,000+ direct contacts.  Update number of contacts as you gain them! • Your Headline should not just say HR Professional, Senior Recruiter etc.  Recruiting for X, expert in X, IT Career advocate  Your headline can state you are a LinkedIn Open Networker. • Summary should contain and a synopsis of your professional profile and expertise.  Do not make it too long. Use bullet points.  One or two sentences about yourself  Show candidates what your area of recruitment is (industries/markets/positions)  Mention Geographical area of your openings  Description of your company  Include contact information (website, phone number, email) Picture – Your face is covering most of your picture. Have a friendly picture – Try to look naturally relaxed and happy After your name, put [LION] abbreviation. Publish your email address so people can connect with you as a LION. Add a headline to your profile Use the Summary Section.
    13. 13. Fine Tune Your LinkedIn Profile • Publish up to 5 of your job roles in the experience section.  Mention what your company did, tasks, and some references. • Recommendations  Support your credibility in front of your potential candidates. Aim to get 15 recommendations.  Try to have a recommendation from each of your roles  Ask for recommendations – peers, former clients, former colleagues, successfully hired candidates • Endorsements  Use to gain credit in your field (we can endorse each other too) • Public Profile URL  Can be seen by people who are not on LinkedIn  Edit your Public Profile URL so it’s short (first name followed by last name) • Other Parts of the profile  Leave out unless you have something noteworthy. Otherwise it make it look cluttered.  Move around the most relevant section to the top of the profile Add recommendatio ns Get Endorsements Get a Public Profile URL Add Media
    14. 14. Profile Settings Activity Broadcasts – turn off if you want to make changes unknown to others Who can see your activity feed? Who can see you when you’ve viewed your profile. Depends on if you’re trying to remain anonymous looking at profiles or want them to see you. Who can see your connections? Hide your connections from everyone (but this is not a powerful weapon against your competitors because they still end up in their search results)
    15. 15. LinkedIn Networking Strategy: Cultivate Your Hunting Ground Quality vs. Quantity Increase Connections Establish Goals
    16. 16. What do you want to achieve from using LinkedIn? You’re optimal networking goal is to have a target group within your location reachable via LinkedIn but isolated from your competition. Think about your goals for LinkedIn. What are they?
    17. 17. I know what you’re thinking… Why does it matter? I’m in research – I don’t need a robust network.
    18. 18. Here’s why it matters: The more connections you have, the more targeted and robust your search results will be. From a personal career growth perspective, having a rich and robust LinkedIn network will benefit you far into the future. You will be able to track career moves, locations, and former clients and candidates from your own LinkedIn Profile.
    19. 19. How to Build Your Network Connect •Connect with acquaintances, colleagues, and former colleagues. •You can remove irrelevant connections later. When you are first building your network almost any real connections will do. Connect •Connect with everyone you meet at Dinte. •After an interview, connect with the candidate immediately. They will be more familiar with you and you will be adding a very relevant, richly connected individual to your network. Awesome! •Be sure to create a personal message that references your meeting. This is all apart of the candidate expereince! Join Groups •Groups are a great way to inadvertently expand your network. It is also a way to mine for relevant connections based on a particular industry, career level, or skill. Connect with LIONs! •As discussed previously, these connections will expand and broaden your search results significantly. If you are able, I would suggest to become a LION.
    20. 20. Quality vs. Quantity • Always err on the side of quality (senior level executives, connections in your niche area, etc.), especially as you continue to build and grow your network. • Stay away from adding other recruiters to your network. They will have access to your connections when they conduct advanced searches – even if you have your contacts hidden!
    21. 21. Chase Down Your Targets How to Target Candidates • Boolean search • X-Ray search • User diversity Targeting candidates is about diversity based on their level of competency, geographical area, past company engagements, average or top achievers in terms of skills, etc.
    22. 22. Acting Immediately • One a job opportunity is open, you must act fast and in a large volume. • Work Smarter, Not Harder • Contact as many candidates as possible, but only the relevant ones for sure. • You are seeking people who are suitable for the specific opening. • You are NOT seeking the most accessible candidates, nor those who have their Linked-In profiles best completed.
    23. 23. Standing out Compare Linked-In to an apple tree. • The first apples to be picked are at the bottom where everybody can access them. But for the apples at the top of the tree, you will need a ladder. • If you just use basic search with basic keywords, you will get to the same people as the majority of your competitors.
    24. 24. Basic Search • Using standard search bar • All fields are not case sensitive • Using Quotation Marks – Gets you results with the exact term but miss candidates with alternative titles
    25. 25. Advanced Search • Filtering Current vs. Past Job searches • Avoiding quotation marks – This will include a lot of irrelevant backgrounds, but also uncover relevant potential candidates who are not included in the more obvious search. • This is the difference which can make you successful because the majority of recruiters just try the simple search and do not bother with its modifications.
    26. 26. X-Ray Search • Without a premium account, you only see 100 users in your search results. – X-Ray search is a way to get around this as you get the very same results with the basic as with the premium account.
    27. 27. X-Ray Search • Using Google to find candidates • Non-Linear Search: Looking at the “People also viewed” section • Start broad, and then refine your search. – Search results are sorted by relevance by default. • 1st degree • 2nd degree • 3rd degree • Group members (Linked-In users who are in the same groups as you) • Users based on profile completeness from the highest to lowest • Everyone else with an All-Star profile strength • Everyone else with low profile Completeness
    28. 28. Change the Relevance • You can change the way results are sorted for you in the advanced settings. These can be sorted by: • Relevance (Default) • Relationship • Relationship + Recommendations • Connections • Keywords
    29. 29. Boolean Searches Working smarter & faster • Quotes – “ ” • Parenthesis – ( ) • OR • AND • NOT / (-) 5 Methods to Boolean
    30. 30. Searching Titles • Should search all titles: – Vice President, V.P., VP, SEVP, EVP, SVP, CVP, FVP, AVP – Software Engineer, SW Engineer, Software Developer, SW Developer, Coder, Developer, Programmer • Boolean Titles: – These are always case sensitive – Exclude titles (NOT) = (-) – “Quality Assurance Engineer” NOT manager NOT senior NOT recruiter – “Quality Assurance Engineer” –manager –senior –recruiter
    31. 31. Diversifying your candidates • Putting “Her” or “She” into the keywords • Seeking professionals by company and expanding the targets • This can also be done in Google in their advanced settings to find competitors
    32. 32. Diversification • Using Boolean – “JP Morgan Chase” OR “JPMorganChase” OR “JP Morgan” OR “JPMorgan” OR JPMC – NOT recruitment OR recruiter OR sourcer OR headhunter • Using Dates – “JP Morgan Chase” OR “JPMorganChase” OR “JP Morgan” OR “JPMorgan” OR JPMC – NOT recruitment OR recruiter OR sourcer OR headhunter
    33. 33. Knowledge Management Candidate Search Automation • Save your searches and the keywords used in Google/Linked-In. • Setting alerts to monthly or weekly updates sends you an update when new people enter these search fields. • Downside is you can only save three of these. May only be good for current search work until a candidate is placed. • Can set Google Alerts to do this in creating a query and creating a custom search engine
    34. 34. How to Reach Candidates with LinkedIn Every Time • Strategy for engaging with potential candidates • How to uncover full profiles without upgrading your account
    35. 35. 6 Options for Reaching out to prospects • LinkedIn Invitation • Introduction • LinkedIn Message • InMail • Email • Telephone/VoIP
    36. 36. LinkedIn Invitation • Best way to reach candidates (other than email or telephone) • Things to consider: – Can’t send more than 1 invite to a user without knowing email – Too many declined invites will cause you to be suspended – Customize your invitation. (DUH!)
    37. 37. Introduction • A way to connect with 2nd or 3rd degree connections. • Message is forwarded to the desired user by one of your first degree connections. • Basic accounts only have 5 introductions available • Beware of Tollboothing
    38. 38. LinkedIn Message • Pros: Not limited by characters • Cons: Limited to 1st degree connections
    39. 39. InMail • Form of message for premium users • Can only be sent to 2nd degree connections • You can have up to 50 InMails sent at a time.
    40. 40. Email • Best, non-invasive way to reach a candidate • Research shows average e-mail responses are: – 7 hours for close friends – 11 hours for professional contacts – 50 hours for people you barely know or e-mail you when you’re not expecting it.
    41. 41. How to Find an Email address • Search for published emails within profiles using the “Ctrl + F” Function. • If published, use email rather than wasting invitation. • Finding company emails: – Locate domain name
    42. 42. Finding Company emails • Start by locating the domain name. • In Google type the domain name in the following format: *+<domain name> – For example * – Look for someone within the organization with a published email in order to find proper format.
    43. 43. Verifying Email • • Rapportive gmail extension • Email Permutator
    44. 44. 3 Strategies for reaching out • Aggressive • Conservative • Super Conservative
    45. 45. Aggressive
    46. 46. Conservative
    47. 47. Super Conservative
    48. 48. Which strategy is appropriate? • Depends on your own personal style • Put yourself in the prospect’s shoes • Keep the organization in mind
    49. 49. How to uncover a full profile – for free! • ID Variable Trick • Share profile Trick • X-Ray search • Using a public profile URL • Using a full name