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  • Here’s where we’re headed today.We’ll start with a brief introduction to LinkedIn. From there, we’ll dive right in to tips and tricks. First, building a recruiting profile on LinkedIn (this is really all about building your personal brand as a recruiter: so we’ll focus on your profile) And second, researching before you search: everything from understanding what’s going on in your industry and talent market, to what’s important to your candidates, to who might have the skills you need to hire for. So we’ll talk about a slew of free LinkedIn products: the Follow Company feature, Signal, LinkedIn Today, Groups, Skills, and your connections.And then, we’ll shift to talking about using LinkedIn to find and engage candidates. At that point in the webcast, I’m going to do a live LinkedIn Recruiter demo. And to keep things authentic, I’d like to use one of your real-life open reqs. So think about the toughest req your team is working on right now, and go ahead and submit that in the chat box. Give as much detail as you possibly can, so—location, necessary skills and background, really anything essential—and later on in the webcast I’ll chose one of your reqs for a live search.So let’s get started with an intro to LinkedIn!
  • LinkedIn is the only place on the web where you can recruit both passive and active candidatesTraditional job boards provide access to only the 20% of professionals who are actively lookingLinkedIn provides access to both these, and the over 80% of passive candidates who are not actively searching on job boardsMany of these members are the people you’re interested in hiring. In fact, last year your company hired ### LinkedIn membersWe know this because we can track every time a member changes his or her profile to your company[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
  • How can you boost your employer brand on LinkedIn?Meet Erica. She’s a passive candidate who is perfect for a role you are looking to hire. Engage her across LinkedIn with your employer brand. When you engage her, you are warming her up to the career opportunities you have at your company. You can engage her as she views the relevant jobs at your company, as she networks with your employees, when she is researching your company, and ultimately when she follows your company.
  • *Not search
  • *Not search
  • Your profile is your opportunity to build your personal brand and represent your company Here, you’ll see parts of the profile of Brendan Browne, LinkedIn’s Director of Global Talent Acquisition. A couple things to note: First, he has a picture! Make sure you have a picture—I can’t emphasize this enough. It makes a world of difference in making your profile more human, and you more accessible. Second, note Brendan’s headline: “Connecting Talent With Opportunity At Massive Scale.” That’s part of LinkedIn’s mission, and it’s also exactly what Brendan does every day. Be creative with your headline. It doesn’t have to be “Recruiter at Company XYZ.” Also, your headline shows up with your name in search results, so it’s an opportunity to make someone want to click on your profile. Third, you’ll see excerpts from a couple of Brendan’s recommendations. Ask for recommendations from your team, from hiring managers you’ve worked with, AND from people you’ve hired. You want to make sure you’re putting your best foot forward. Little changes, big difference.
  • How many of you are on LinkedIn Today? (show of hands) We launched this platform last year and it’s fast becoming the go-to source for news in your industry. If you go to, you can set up your industry preferences to follow the recruiting industry, as well as any industries in which you recruit. You can also see what individuals in your network are sharing, and which articles are getting the most viral attention. All in all, it’s a great way to stay up on the trends that are impacting your candidates and your company.
  • Create a Company Page for your Organization, the best part is that it is FREE. The number 2 activity on LinkedIn is researching companies, so make sure when professionals research your company there is something to be found. The company overview page allows your organization to include a picture, a summary of your company, general information and a live website link directing them to your corporate website. You can connect your blog, so updates automatically feed to LinkedIn and people that are following your company receive updated status. Ensure all of your employees are linked to the company page!
  • Follow companies in your industry to get the inside track on trends in your labor market. You’ll get updates on those companies’ new hires, new job opportunities, promotions or job changes within the company, and departures from the company—and you’ll be able to see who’s hiring actively, who’s losing talent, and where their talent is coming from or going to. You should also actively monitor who’s following YOUR company—these people are obviously interested in knowing what’s going on there, and this is a prime group of candidates for your own talent pipeline.
  • Use your personal LinkedIn status update as you would a targeted, business edition of Twitter. You can even selectively synchronize the two from or from Your status updates are a fantastic opportunity to share information virally. You can:- Advertise open jobs at your company and ask your network to pass on leads- Share tips on job seeking to position yourself as an expertPost exciting updates about your company and highlight what it’s like to work there(as you’ll see on the slide, here’s Brendan again, sharing news and updates about LinkedIn)We also recently rolled out the ability for COMPANIES to use status updates. These are a great way for you to directly engage the people who are following your company on LinkedIn. You can use the status update to share info on career opportunities, products, company milestones and successes… whatever you wish. All in all, a great way to build the relationship with those who have opted in to learn more about your company.
  • Finally, some additional resources:First, the InMap builder that I mentioned earlier in the webcast—create your own map of connectionsIf you’re interested in more information about LinkedIn Recruiting Solutions products, is the place for youThe LinkedIn Learning Center has plenty of tips about all of LinkedIn’s productsAnd the Recruiting with LinkedIn blog and our Twitter account will keep you up to speed on everything that’s going on at LinkedIn
  • Thank you so much for attending, and have a wonderful day!
  • Smb webinar ppt

    1. 1. Hiring to Win for Small Businesses with LinkedInFebruary 21, 2013 Recruiting Solutions v 1
    2. 2. A few quick instructions: All attendees will be muted by default – no need to manually mute your phone! If you have any WebEx or Technical issues please enter them into the chat box and address to “all panelists” For the Q and A portion for our Small Business panelists, please type your questions in the chat box and address to “all panelists” Recruiting Solutions 2
    3. 3. Today’s Agenda LinkedIn: Small Business Overview – Phil Campos Product Refresher – Lindsay Pierce Featured Small Business Client –Rich Hurh: LinkedIn ModeratorPatrick Emmons: Adage TechnologiesBeth Blyler: Terlato Wines Audience Q&A 5 Tips to Leverage LinkedIn for Free – Jenny Mack Recruiting Solutions 3
    4. 4. Small Business Overview Recruiting Solutions v 4
    5. 5. Traditional Recruiting and LinkedIn <20%  Reach the best candidates, not Active just the active ones  95% of passive candidates 200M+ want to know about your jobs members >80% Passive  Tap candidates on the shoulder when they are on LinkedIn 12Note: Active-passive figures come from 2011 third-party study conducted by Lou Adler and the Adler Group Recruiting Solutions ©2013 LinkedIn Corporation. All Rights Reserved. 5 5
    6. 6.  80% of all U.S. businesses areU.S. SMB Landscape considered SMB (less than 500 employees)  Twenty-two percent of small-business owners plan on increasing the total number of jobs at their company in the next year  Small # of hires means each a bad hire can have a big impact – 1 bad hire in a 25 person company is 4% of work force  80% of SMBs reported few or no qualified applicants for openings Recruiting Solutions 6
    7. 7. SMB Companies Using LTS (LinkedIn Talent Solutions) 7000 companies under 200 employees are LinkedIn customers 1,000 SMB’s are showcasing their employment brand via LinkedIn Career Page and Work With Us Ads Quality Quantity 732 companies under 100 employees have a LinkedIn Career Page Improved key recruiting metrics – Reduced time-to-hire via constant targeting Time Cost – Reduced cost-per-hire (source directly from LI) – Improved quality of hires by accessing top performers Recruiting Solutions 7
    8. 8. Product Refresher Recruiting Solutions v 8
    9. 9. 2. TargetingInfluence candidates at every touch point Viewing Networking relevant jobs with employees Hired Researching Following your company your companyErica RobertsonSalesYour ideal passive candidate Recruiting Solutions©2013 LinkedIn Corporation. All Rights Reserved. 9 9
    10. 10. LinkedIn Jobs Network Qualified Relevant jobs are Candidate served up to your ideal passive candidate>50% Of job applications on LinkedIn come from Passive candidates Recruiting Solutions 10
    11. 11. LinkedIn Work With Us – Sponsor your employees’ profiles The increase in job applications>30% for customers who leverage Work With Us placement Recruiting Solutions 11
    12. 12. InMail from Recruiter LinkedIn Careers Page Linkedin Career Page Employee profiles Job Posting 30% Of Career Page visitors click a posted job Recruiting Solutions 12
    13. 13. Social Recruiting Strategy On LinkedIn Career Page Work With Us Jobs Network LinkedIn Recruiter Build your brand Warm up your audience Now that your audience Reach out to the most foundation by giving by leveraging your is warmed up and qualified, passive & your audience a current employees to aware, advertise all destination to learn share job opportunities active talent for yourabout your employees & & company culture with your job opportunities at team while organizing company culture their network Anomatic & collaborating Social Recruiting Strategy on LinkedInCorporate Solutions
    14. 14. Our PanelistsRecruiting Solutions 14
    15. 15. 5 Tips to Leverage LinkedIn RIGHT NOW! Recruiting Solutions v 15
    16. 16. 1. It all starts with your profile. “Brendan was the staffing manager for Microsoft Research. He did a fantastic job of recruiting top technical talent for us…” Dan Ling, Corporate VP, Microsoft Research “Brendan hired me at LinkedIn. It was a tough decision to leave my former company, but Brendan really made the case.” Sarah James, Director of Sales, LinkedIn- Your profile is your opportunity to build your personal brand as a recruiting leader.- Make sure you have a picture.- Be creative with your headline. It doesn’t have to be “Recruiter at Company XYZ.”Also, your headline shows up with your name in search results, so it’s an opportunity to makesomeone want to click on your profile. Recruiting Solutions 16
    17. 17. 2. Get LinkedIn Today: Recruiting Solutions 17
    18. 18. 3. Create and Update Your Company Page Solutions 18
    19. 19. 4. Follow companies Recruiting Solutions 19
    20. 20. 5. Update your status – personal ANDcompany Recruiting Solutions 20
    21. 21. In Closing Have questions?: reach out to your Account Team Not sure who to reach out to?: Email sales@linkedin.comKey Takeaways: – In small businesses, every hire makes a HUGE impact on your bottom line! – Invest in Passive Recruitment, to result in higher quality talent and positive ROI – A small investment in your employer brand will allow you to be competitive against larger organizations in your industry LinkedIn Corporate Recruiting Solutions home: LinkedIn Learning Center: On Twitter: @hireonlinkedin Recruiting Solutions 21
    22. 22. Thank You!Recruiting Solutions 22