10 Tips to Engage Passive Talent | Infographic
 

10 Tips to Engage Passive Talent | Infographic

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Based on interviews with LinkedIn Talent Solutions customers who had the highest InMail response rates, we developed the following framework for passive talent recruiting success. ...

Based on interviews with LinkedIn Talent Solutions customers who had the highest InMail response rates, we developed the following framework for passive talent recruiting success.

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10 Tips to Engage Passive Talent | Infographic 10 Tips to Engage Passive Talent | Infographic Document Transcript

  • Recruiting SolutionsWinning ways withpassive candidatesReach out successfully to top-leveltalent with these 10 tips.Passive candidates aren’t actively seeking their next role—they’re too busy changing the world in theircurrent positions. So engaging with these top professionals requires a different approach.Based on interviews with LinkedIn Recruiting Solutions customers who had the highest InMail responserates, we developed the following framework for passive talent recruiting success. 1. Get on the same page quickly. Meet face-to-face with your hiring manager to understand the roles raw skills and personality requirements. Share sample LinkedIn profiles to set the baseline; agree Be a real which qualities are essential vs. nice to have. Develop a winning advisor to employee value proposition/ sales story for each new role. your hiring 2. Be the strategic partner they want. Keep in touch with hiring manager managers even when theres no open job, to proactively uncover the needs of the business and understand the organization. Share insight on your best sources by tracking success of prior hires. 3. Build and leverage your own hiring team. Connect with all colleagues on LinkedIn to solicit referrals and cherry-pick from their networks. Make it the responsibility of every team member to identify great candidates. Source for success 4. Find the stars beneath the radar. Look beyond initial search results. Dont disregard skeleton profiles, and ask other LinkedIn members to identify outstanding but "un-findable" colleagues with limited or no online presence.
  • 5. Immerse yourself in the candidates world. Get smarter on the industry, using sources like LinkedIn Today to keep up with hot relevant topics. Research your prospects current role andMake a leverage mutual connections when possible.great firstimpression 6. Build relationships, avoid being transactional. Send fewer, more targeted InMails. Compliment profiles sincerely, and dangle a carrot to lure them in rather than blasting out lengthy job descriptions. Ask to connect and continue the dialogue. 7. Listen and adapt. Invite candidates to talk about themselves, uncover their needs/motivations, and keep detailed notes on their profiles or within LinkedIn Recruiter at every touchpoint. Reflect theirBuild input as you explain why your opportunity is right for them.meaningfulconnections 8. Develop your personal brand, online and offline. Balance social network activity with live conversation - on the phone or in person - to make a lasting impression. And regardless of the channel, be transparent, honest, and positive. 9. Keep the door open. Be respectful of candidates who are either too junior, not ready to move, not ultimately hired, or not quite right for the current role. Todays up-and-coming analyst is tomorrowsThink top-performing hire, hiring manager or referral source.long-termwith your 10. Mind your manners. Be patient when waiting for replies. Rather than hounding prospects relentlessly, stay top-of-mind byrelationships using indirect channels like LinkedIn status updates to stay visible and showcase your knowledge. Always reply to candidates, and never waste their time.For a closer look at what passive candidates really want, check out ourinfographic at http://talent.linkedin.com/passivetalent/infographic1 Recruiting Solutions