Passive candidates account for almost 80 percent of working professionals around the world. Do you know what they want and how to maximize your chances of success in recruiting them? We share the latest LinkedIn research and ten great tips from some of our most successful corporate customers on how to win with passive talent. Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

1. Recruiting Solutions
Inside the world of passive talent
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2. Passive talent rules the professional world
Recruiting Solutions LinkedIn research, 2011 2

3. What passive talent wants…
120%
more likely to want
to make an impact
56%
more likely to want
a corporate culture that
fits their personality
33%
more likely to want
challenging work
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4. …and is less concerned about
21%
less likely to need
recognition for their
contributions
17%
less likely to need
skill development
opportunities
Recruiting Solutions LinkedIn research, 2011 4

5. We consulted some of our most successful customers
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6. And developed these ten winning ways with passive
candidates
Be a real advisor to 1. Get on the same page quickly
your hiring managers 2. Be the strategic partner they want
3. Build/leverage your own hiring team
Source for success
4. Find the stars beneath the radar
Make a great first 5. Immerse yourself in the candidate’s world
impression 6. Build relationships; avoid being transactional
Build meaningful 7. Listen and adapt
connections 8. Develop your personal brand – online and offline
Think long-term with 9. Keep the door open
your relationships 10. Mind your manners
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7. Be a real advisor to your hiring managers
Get on the same Be the strategic
1 page quickly 2 partner they want
• Meet face-to-face • Keep in touch even when
• Understand skills & there’s no role open, to
personality requirements uncover business needs.
• Share LinkedIn profiles to Understand your
set the baseline organization.
• Know what’s essential vs. • Track hire success and
nice-to-have share insight on best
sources
• Develop a winning
employee value proposition
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8. Source for success
Build/leverage your Find the stars
3 own hiring team 4 beneath the radar
• Connect with colleagues • Go beyond initial search
on LinkedIn to solicit results; give skeleton
referrals and cherry-pick profiles a chance
from their networks • Find ‘un-findable’ people
• Make great hiring the through referrals from
responsibility of EVERY their colleagues on
team member LinkedIn
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9. Make a great first impression
Immerse yourself in Build relationships; avoid
5 the candidate’s world 6 being transactional
• Get industry smart – • Send fewer, more
check out LinkedIn Today targeted InMails
• Research your prospect’s • ‘Dangle a carrot’ – don’t
current role blast job descriptions
• Leverage mutual • Ask to connect and
connections continue the dialogue
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10. Build meaningful connections
Develop your personal
7 Listen and adapt 8 brand – online & offline
• Invite candidates to talk • Balance social platform
about themselves activity with live
• Uncover needs and conversation – on the
motivations; keep phone and in person
detailed notes • Be transparent, open and
• Explain why YOUR positive
opportunity is relevant
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11. Think long-term with your relationships
9 Keep the door open 10 Mind your manners
• Be respectful of • Be patient!
candidates who are too • Don’t hound them – stay
junior, not ready or not top-of-mind through
hired indirect channels like
• They may become LinkedIn status updates
tomorrow’s top- • Always respond
performing hire – or a • Never waste a
referral source candidate’s time
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12. To learn more, visit our best practices center
http://talent.linkedin.com/passivetalent
Explore our solutions at
http://talent.linkedin.com
Follow us at @hireonlinkedin
Share your own tips using #passivetalent
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