Be Found and Find a Job Using LinkedIn…Fast!<br />Webinar Presented by:<br />Anita Lauhoff, F3 Executive Recruiter<br />Shelley Roth, Springboard Works<br />
Welcome to Your Webinar! We will get started shortly<br />Anita Lauhoff<br />Executive Recruiter, F3<br />http://linkedin.com/in/anitalauhoff<br />Shelley Roth<br />Springboard Works<br />http://linkedin.com/in/shelleyroth<br />
Agenda<br /><ul><li>Why you Must be on LinkedIn to Be Found
Strategies and Action Steps for your Job Search
How to send out E-mails and Voice Mails that get Call Backs
Recruiting teams are asked to do more with less:</li></ul>Fewer resources<br />Less budget<br />More job applicants<br />SOURCES:<br /> 1. .International Association of Employment Websites<br /> 2. iLogos Research (a division of Taleo)<br /> 3. PeopleBonus founder Jason Krumweide<br /> 4. Christian & Timbers<br />
Recruiter TypesKnow who you are working with<br />Retained: Employing firm pays a fee upfront to find the candidate <br />Contingency: Employing firm pays a % of annual salary, if candidate is hired<br />Corporate: Internal employees or contractors who secure talent solely for the firm <br />Staffing Agency (Temp/Contract):Hires jobseekers/employees for a client company's temporary/contract hiring needs. Agency pays wages, taxes, benefits, etc.<br />Retained<br />Executive Search<br />Staffing Agency<br />Corporate<br />Recruiter<br />Contingency<br />Third Party<br />
How your experiences are relevant to the job posted</li></li></ul><li>Your Job Search Action Plan!<br />Complete Resume<br />List Target Companies <br />Create a LinkedIn Profile<br />Connect with a Network<br />Add Resume to Job Board(s), Set Spiders<br />Research Open Positions<br />Attend Industry Network Meetings<br />Create an Elevator Speech <br />
Your ability to connect (not collect) is what sets you apart!<br />Build a Professional LinkedIn Network <br />Work the Network<br />“You can have everything in life that you want if you just help enough other people get what they want.” ZigZiglar<br />
“Exactly how do I network?”<br /><ul><li>Build your target company list
Identify key people with your target companies
Follow-up and stay in touch with your network</li></li></ul><li>Custom E-Mail Examples<br /><ul><li>“I just spoke with a mutual friend of ours, Joe Shmoe. He mentioned you worked in the marketing group at Smith Inc. and suggested that I reach out to you …”
“We are both members of the Internal Auditors Association and I…
“While doing a search on LinkedIn for professionals in our industry, I came across your profile (very impressive!) and believe that we have several areas of common interest. I hope you don’t mind my reaching out to you this way.”</li></li></ul><li>How NOT to leave a voicemail <br />with a Recruiter or Hiring Manager<br /> <br />Here are some typical voice mails that DO NOT get call backs: <br /> "Mary, I sent you my resume. If you could call me to discuss, I would appreciate it."<br /> <br />"Ms. Taylor, I saw your posting on Monster and sent in my resume. I am very interested in this position (or I am the perfect candidate for this position) and I would like to discuss it with you. My number is....."<br /> <br />"Mary, I sent you my resume and wanted to make sure you got it. If you could let me know."<br /> <br />Remember, recruiters seek the person who can DO the job. The job seeker needs to give them a reason to call them back. None of the above provides a compelling reason to call you back.<br /> <br />Here is a voice mail that WILLget a return call: <br />"Mary, I saw the position on (wherever) where you are looking for a chemical engineer with batch process experience. I am a 1988 Chemical Engineer from Clemson University. I have experience with batch processes to include the manufacturing of surfactants and personal care items. I have a proven track record of improving manufacturing efficiencies and driving costs out of the processes. I just improved one process we have and it is saving the company $200,000 per year now. I can be reached at....."<br /> <br />Value is in the above voice mail. When a recruiter has 36 voicemails and can only return six, what are you going to do to make sure YOU GET the CALL BACK? The exact same concept applies when you are calling a hiring manager. The call, "I am calling to follow up on the resume I sent to your company," will NOT solicit a return phone call. <br />
Know Your Pitch! AKA: Elevator Speech<br />TEMPLATE<br /> SAMPLE<br /> Who are you?<br /><ul><li>My name is…
specializing in… </li></ul> What you do<br /> Why you are the best<br /> Your call to action <br />My name is Anita Lauhoff. I am an experienced corporate recruiter who connects with talent specializing in the energy and financial services industries.<br />I attract, assess, align and close the right people in the right roles for the right purposes.<br />I have a reputation for being "First, Fast, and Focused" at building networks, identifying qualified candidates, and asking the right questions! <br />Network with me on LinkedIn! <br />Source: http://www.15secondpitch.com/new/<br />
How LinkedIn Will Fire Up Your CareerFortune, April 2010<br /> “…To pick these hires the old fashioned way, the firm would rely on headhunters, employee referrals, and job boards. But the game has changed. To get the attention of John Campagnino, Accenture's head of global recruiting, you'd better be on the web…” <br /> “To put a sharper point on it:<br />If you don't have a profile on LinkedIn, you're nowhere. <br />Partly motivated by the cheaper, faster recruiting he can do online, Campagnino plans to make as many as 40% of his hires in the next few years through social media. Says he: "This is the future of recruiting for our company.“<br />
Bonus: STARR Questions<br />Situation<br /><ul><li>What was the situation?
What was the context?</li></ul>Task<br /><ul><li>What was your role?
What were your goals & objectives?</li></ul>Action<br /><ul><li>What did you do?
What difficulties did you encounter?</li></ul>Relationship<br /><ul><li>Who was involved in the situation?
How did you influence or motivate others?</li></ul>Results<br /><ul><li>What was the outcome?
What did you learn?</li></li></ul><li>What was your contribution to achieving the vision of your company?<br />Give an example of when you identified an opportunity to grow the business.<br />Describe a situation when you were able to influence other people.<br />Give an example of when you developed relationships with key customers/stakeholders.<br />Tell me a time when you exceeded your customers’ expectations.<br />What approaches did you introduce to promoted a supportive learning environment.<br />What networks did you build that effected the way you did your job?<br />Tell me about a decision that you made which impacted others.<br />Bonus: Sample Interview Questions(Use STARR to answer)<br />
Houston Lunch & Learn Schedule<br />06.25.10 Facebook for Business<br />Lunch & Learn hosted by J. Tyler Office Furniture & HNN<br />7.08.10 Fabulous Facebook Fan Pages<br />Lunch & Learn hosted by J. Tyler Office Furniture & HNN<br />Webinars & Onsite Training Available<br />http://springboardworks.eventbrite.com<br />All workshops and events <br />
Webinar Schedule<br />6.18 Be Found and Find a Job Using LinkedIn…Fast!<br />6.22 LinkedIn Advanced<br />6.24 Facebook Advanced<br />All Webinars are from 11-12:30 Central and are priced $29-39 <br />Consulting & Onsite Training Available from<br />Springboard <br />http://springboardworks.eventbrite.com<br />All workshops and events <br />