Passive candidates make up a large, high quality candidate pool. The highest quality candidates generally don’t post resumes or respond to job listings, they’re recruited by former bosses and colleagues to their next opportunity.LinkedIn provides the largest source of passive candidates – over 70 million and growing by 3 million a monthPassive candidates need to be recruited differently than active candidates They’re busy and already have a job they’re happy with, so the bar is higher to motivate them to respond They’re demanding because they already have a job, so you need to approach them with the right message to get their interestWith passive candidates, it’s more important than ever to be an employer of choice and know what it will take to convince these candidates to join your firm
LinkedIn Research Network was started two years ago to help market research firms conduct research with professional audiences. We serve a number of the largest B2B research companies and our background is firmly grounded in the market research industry.This year, we started applying our research capability to help hiring organizations source more effectively. What we observed was that best-in-class recruiting organizations understood their target candidates very well – how they were perceived by them, how that compared to competitors, and what those candidates cared most about in a job.We created Recruitment Insights to help all of our clients gain this understanding of their target talent.With Recruitment Insights, LinkedIn surveys a sample of your target candidates to discover:What do candidates think of you?How does that compare to your competition?What do your candidates care most about in their next job?Starts with a standard survey template making it quick and easy to conduct the research. Get results within 4 weeksYou pick the companies to benchmark against.We allow for additional questions so that you can customize it to meet your needs.We do the rest - execute the survey, collect results and prepare an easily consumable powerpoint report.
Here’s an example of the type of output included in a Benchmark ReportThe Benchmark survey provides insight into what your target candidates are looking for in their next job.We help you identify the most important elements of a job so that when you contact candidates your message will resonate with them. We’ve found that what matters most to candidates varies for each audience and is different by seniority, function, industry, geography, etc.Knowing exactly what candidates care about before you contact them will enable you to improve the response rate to your communications.Also, we benchmark how your company is perceived versus the competition.For example, one of the areas we benchmark is how likely candidates would be to consider working at each company. This will tell you whether you’re winning or losing the war for talent and to whom
The second type of Recruitment Insight survey is a Campaign Impact survey. The purpose of a campaign impact survey is to measure the effectiveness of an employer branding campaign in changing perception. Brand investments can be difficult to measure because success is determined by soft metrics like raising awareness and changing perceptions, which can’t be measured easily by click-through rates, number of pipeline candidates or number of hires.When companies run an employer branding campaign on LinkedIn, we recommend that they run a Benchmark survey before the campaign to establish a baseline of how the company is viewed. Then we run a Campaign Impact survey after the campaign which includes the same questions as the Benchmark plus additional questions about recall of the advertising. To measure success we compare the results and determine how much the campaign changed people’s perceptions. This provides actionable data to evaluate the brand investment and determine ROI.
LinkedIn Recruiting Solutions
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There are fundamental differences betweenactive and passive candidates ACTIVE PASSIVE - Will apply to ATS - Unlikely to apply to ATS - Listens to opportunities - May/not listen to opportunities - Responds quickly - May/not respond - Seeks information - Information to be presented to her Recruiting Solutions 2
Best practice for sourcing top talent UNDERSTAND your target audience POSITION your MEASURE results company as ‘employer of choice’ ENGAGE top talent Recruiting Solutions
LinkedIn Recruitment InsightsDiscover what candidates think about you and your competitors Survey target talent Benchmark versus competitors Learn what candidates care most about Recruiting Solutions 4
Benchmark SurveyDiscover what candidates care most about and how likely theyare to consider working for you Shape your message based on what candidates care most about Benchmark how desirable your jobs are vs. the competition Recruiting Solutions
Campaign Impact SurveyMeasure your impact on candidate preferences and likelihoodto consider your jobs Measure the change in the competitive landscape after a recruitment advertising campaign Recruiting Solutions
Testimonials “The process has already helped us do better searches on LinkedIn.” -Michelle Sirott, Senior Associate, Point B *** “This is the first time I’ve seen us being so thoughtful about recruiting” -Steve Cadigan, VP People Operations, LinkedIn *** “..[its] like Nirvana for recruiters.” -Kim Rutledge, Director of Talent Acquisition, Americas, Dell Recruiting Solutions 7
Recruitment Insights - OfferingsFeatures Benchmark Survey Campaign Impact SurveySurvey Objectives • Benchmark candidate perceptions • Measure impact of recruitment media on candidate perceptions • Identify job attributes candidates care most aboutSurvey Timing Standalone Survey After a Recruitment Media or Campaign* Before a Recruitment Media CampaignNumber of Completed 150 responses 150 responses – control groupSurveys 250 responses – exposed to adsDelivery Time 4 weeks 4 weeksCustom Questions Up to 5 Up to 5*Must be packaged with a benchmark survey. Recruiting Solutions