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LinkedIn Extraordinaire Game Show Tips to Engage Candidates
- 2. WhoWants to be a LinkedIn Extraordinaire? Share, learn and win prizes at LinkedIn’s game show Jeff Weiner Chief Executive Officer Stephanie Jacobsen Senior Customer Success Manager Beth Lux Senior Customer Success Manager
- 3. Today’s agenda 3:00 Introductions 3:05 Let’s Meet the Contestants 3:10 The Rules 3:15 - 3:45 Let’s Play!
- 4. Contestants…. come on down to Contestant Corner!
- 5. Meet Neha, Your Ideal Candidate • LinkedIn Product Marketing Manager • Wife & mom • Happy in her current role, but sometimes she will open LinkedIn on the weekend to see what’s out there
- 6. People are increasingly influenced by their peers, reviews, and research as they make employment decisions Follows a company and browses updates Finds and speaks with connections at company Speaks with a recruiter Sees company news Researches employee reviews Sees a job opportunity Neha New Hire!
- 7. • Multiple Choice Question • Need help? • Ask the Audience • Phone a LinkedIn CSM • Win Prizes The Rules
- 8. Question 1 Career FOMO is a real thing. What percentage of candidates are interested in hearing about new opportunities? A. 15% B. 37% C. 68% D. 90%
- 9. Tap into Open Talent 7 million members have already opted in Open Candidates 74% of candidates do not finish the application process Apply Starters 2x more likely to respond and 42% respond within one day Contractors
- 10. Question 2 According to the Global RecruitingTrends report, 80% of leaders believe that Employer Brand has a significant impact to hire great talent. In LinkedIn Recruiter, what is the best way to target individuals who have been impacted by your talent brand? A. Engaged with Talent Brand Spotlight B. Search Insights C. InMail D. Talent Pipeline
- 11. Spotlights allow you to easily filter results for candidates who are likely to engage
- 12. Question 3 So what does “Engaged” really mean on LinkedIn.com? A. A member with a LinkedIn.com Profile B. A member who has interacted with your talent brand on LinkedIn.com C. A sparkly diamond ring D. None of the above
- 13. How to Build your Talent Brand more likely to respond to your InMail 2X I
- 14. Question 4 How long does a candidate spend gathering information before applying for a job? A. 5-10 days B. 1-2 weeks C. 1-2 months D. 5-6 months
- 15. Jobs on LinkedIn more candidates on mobile are viewing jobs 50%
- 16. Question 5 Where are the two places in Recruiter you can access Apply Starters? A. Manage Jobs and Past Applicants Spotlights B. Engaged with Talent Brand Spotlight and Search Insights C. What are Apply Starters? D. Jobs Analytics and Recruiter Analytics Reports
- 17. Apply Starters
- 18. VERONICAVELASCO Apply Starter Success Story Hired by Dropbox “I definitely wouldn’t have completed the application if Kevin [ Dropbox’s Sales Development Manager] hadn’t reached out…I was happy where I was and wasn’t actively searching… I wouldn’t have left for anything less than an amazing opportunity.”
- 19. Question 6 We mentioned 63% of people are flattered when you reach out to them. Which of the following IS an InMail best practice when sending an InMail? A. Talk about yourself B. Copy and paste the job requisition details C. Personalize the InMail and make it about them D. Insert the link to apply to the job
- 20. Question 7 Part of being a good recruiter is balancing instincts with data driven insights, what is the best way to assess your InMail effectiveness? A. What’s InMail? B. InMail Insights C. InMail Analytics D. InMail Pipeline
- 21. Data Driven Insights with InMail Analytics average InMail response rate 30%
- 22. People are increasingly influenced by their peers, reviews, and research as they make employment decisions Follows a company and browses updates Finds and speaks with connections at company Speaks with a recruiter Sees company news Researches employee reviews Sees a job opportunity Neha New Hire!
- 23. Let’s Crown Our LinkedIn Extraordinaire!
- 24. Today’s content was brought to you by For more information check out the LinkedInTalent Solutions blog at https://business.linkedin.com/talent-solutions/blog
- 25. ThankYou!
Editor's Notes
- SJ Starts as Host Show, 1 thing not on LI profile Beth – LI’s Vanna White, 1 thing not on LI profile
- SJ
- SJ – Intro, role, 1 thing not on LI profile Beth, explain a little bit about the rules today. Audio plays automatically, repeats 5x as candidates come up
- BL – Neha introduces Neha to our audience… Tee up candidate journey and open talent
- BL- Let’s discuss the candidate journey and the touch points that Neha will encounter on LinkedIn that will influence her decision.
- Beth 3 contestants. Each contestant gets their own Q. Q4 is buzzer question. At Q4 buzz in
- When Neha checks her LinkedIn app and sees an interesting role at Facebook, she experiences some FOMO, which brings us to our first question.
- Three product updates to help you focus on the right candidates and improve your response rates by 2-4x. They are: Open Candidates, Apply Starters, and Contractor Targeting. Along jobs, along careers, along recruiter – Millenials looking to move make every 2 years…etc. OPEN CANDIDATES: Improves your response rates by 2-4x. APPLY STARTERS: we’ve found that as many as 74% of candidates don’t finish an application when they’re directed to company career sites. Yet these members are just as qualified as other applicants, and are often still interested in the role. This makes them 4x as likely to respond to a recruiter as the average member. CONTRACTORS: There are already over 4 million members on LinkedIn who are likely interested in contract roles. Candidates who self-identify as contractors are 3x more likely to respond, and 40% respond within one day.
- So when Neha is on her LI app, she sees her friends at other leading tech companies in the Bay area sharing updates. Of course the FOMO kicks in so she reads further. This brings us to Q 2.
- So when Neha is on her LI app, she sees her friends at other leading tech companies in the Bay area sharing updates. Of course the FOMO kicks in so she reads further. This brings us to Q 2.
- Engaged with talent brand takes into consideration members who have follows company page, liking a company update, sharing a company update, commenting on a company update, applied to a job (Job Apply Click), applied to a job (Job Application), sharing a job, liking a shared job, commenting on a shared job, Liking a sponsored update, Commenting on a sponsored update and even better it increases an individual to applying to an inmail by 2X. You as a recruiter can take it one step further….. Go into InMail Analytics Report here. As a company – you can create campaigns to help build your companies talent brand- 46% of people learn about your company from other employees, #linkedinlife video campaign – help tell the story of your culture <<<<<<<<<<<(Not sure how you envisioned this part--- let’s talk Monday about it!)
- Neha has done her research, she is warmed up and is contemplating new opportunities bringing us to Q 3.
- Mobile is now a huge part of job seeking in the open talent economy Mobile has been a big enabler of this: people browse in between meetings, on their commute, at lunch In fact, according to a research by the Pew Institute, a whopping 94% of job seekers have used their smartphone to browse or research job listings We’ve seen this on LinkedIn too. More people are open and browsing We now have 20M professionals viewing jobs every week, which is up 2X from 2015 -- and 60% of those job views are from mobile devices By simply adding a Jobs tab on the mobile app, over 20 mil people are now looking at jobs each week on LinkedIn. We also have enhanced the job viewing experience on mobile and are allowing member to help with the targetin g ofhe jobs?** In the US, 75% of job seekers consider commute time when deciding on an opportunity, and half claim it as the primary reason they took their last job. As it turns out, apply starters are just as interested as the people who completed the application and are 4 times as likely to respond to recruiter outreach as the average candidate.
- Neha has done her research, she is warmed up and is contemplating new opportunities bringing us to Q 3.
- By simply adding a Jobs tab on the mobile app, over 20 mil people are now looking at jobs each week on LinkedIn. We also have enhanced the job viewing experience on mobile and are allowing member to help with the targeting of the jobs?** In the US, 75% of job seekers consider commute time when deciding on an opportunity, and half claim it as the primary reason they took their last job. As it turns out, apply starters are just as interested as the people who completed the application and are 4 times as likely to respond to recruiter outreach as the average candidate.
- Steff Apply Starters helps you find candidates you might have otherwise lost. Let’s take a moment to talk about Veronica. Veronica viewed a role at Dropbox but never completed the application. The hiring manager saw her as an Apply Starter and reached out. She’s now a Dropbox employee.
- Let’s bring our story back to Neha. You stumble upon Neha who is now an Open Candidate and we find out that Neha did not complete the app process. You decide to send her an INMail. Beth mentioned 63% of people are …..
- We mentioned 63% of people are flattered when you reach out to them. Which of the following IS an InMail best practice when sending an InMail? So when Neha is on her LI app, she sees her friends at other leading tech companies in the Bay area sharing updates. Of course the FOMO kicks in so she reads further. This brings us to Q 2.
- Was thinking of sharing the stat and then maybe you can briefly demo the new InMail analytics report in the tool? We can reconnect it to the Neha story. When looking at companies, we see Neha’s company she is currently at tends to respond at higher rates. We also see she’s been in her role for 2-3 years, etc……
- BL- Let’s discuss the candidate journey and the touch points that Neha will encounter on LinkedIn that will influence her decision.
- Maybe we can get a fun cheap crown (or medals) like we had a SK this past year in the CSO session. It could be cute and make it fun
- SJ Many of the questions in today’s game were inspired by our latest report, Inside the Mind of Today’s Candidates. You will later be receiving an email with content from today so you can leverage these insights.
- Maybe we can get a fun cheap crown (or medals) like we had a SK this past year in the CSO session. It could be cute and make it fun