1. Developing a LinkedIn Recruiting Strategy
February 17, 2009

2. Agenda
 Introductions
 The Evolution of Online Recruiting
 Online Recruiting Today
 LinkedIn Overview
 A Beginner’s Guide
 Advanced Concepts & Best
Practices
 Questions David Cohen
Sr. Account Executive, LinkedIn
Chicago Area | Internet
Public Profile:
http://www.linkedin.com/in/davidalyncohen
Connections: 203 Recommendations: 1
Email: dcohen@linkedin.com
Phone: 312-466-7655

3. Evolution of Online Recruiting
Circa 1995: Growth of the Internet. Companies create websites and begin listing
employment opportunities online
Circa 2000: Job Posting Sites Grow. Monster.com and
HotJobs advertise during the SuperBowl!
Circa 2005: Online Networking
gains traction. MySpace,
Facebook, LinkedIn become
destinations
Circa 2008: Passive recruiting in Web 2.0 becomes the new standard
One-fourth of all Web users visit social networks at least once per month.1
1995 2000 2005 2008
SOURCES:
1. Jupiter Research

4. Recruiting Today
The War Against Non-Talent…
Over 40,000 job boards online1
Large companies receive over 25k resumes/week2
1,200 to 1,300 resumes per job posted3
28% resume misrepresentation4
Recruiting teams are asked to do more with less:
 Fewer or less skilled resources
 Less budget
 More senior level searches due to increased turnover
 More job applicants
SOURCES:
1. International Association of Employment Websites
2. iLogos Research (a division of Taleo)
3. PeopleBonus founder Jason Krumweide (according to CBS MarketWatch.com)
4. Christian & Timbers

5. Recruiting Trends for 2009
 Upgrading Employment Branding
 Reinvigorating Referral Programs
 Renewing the Focus on Quality of Hire
 Reinforcing the Business Case for Recruiting
 Utilizing Social Networks
 Utilizing Video
 Upgrading Succession Planning
 Using Employee Blogs for Recruiting
 Using Mobile Phone Recruiting
 Revitalizing Corporate Jobs Page
 Using A CRM Model for Hiring
 Hiring Innovators
 Recruiting Globally
SOURCE:
Adapted from “13 Trends in Corporate Recruiting for 2009” by Dr. John Sullivan

6. Company Overview
LinkedIn Corporation
 Founded in 2003,
HQ: Mountain View, CA
 Offices in San Francisco,
New York, Chicago,
Omaha, London
 325+ employees
LinkedIn is the world’s most
powerful business network

7. LinkedIn Network Statistics
Network Membership & Reach Latin America
Europe 3%
 Over 35 million professionals* 24%
 ~2 million members join
per month
 Roughly 1 new sign-up
Asia
per second 8%
 200 countries
Africa
 English, Spanish, German and 1%
French
Middle East
 150 industries 1%
 Members from all five hundred Oceania
of the Fortune 500 2%
Other North America
0% 61%
*As of January, 2009

8. Getting Started: A Beginner’s Guide to Recruiting on
LinkedIn

9. Step 1: Search

10. Step 1: Search

11. Step 2: Reach Recommendations

12. Step 3: Join LinkedIn Groups

13. Step 4: Review LinkedIn Answers

14. Step 5: Become an Expert!
How to tap into the wisdom of your crowd using LinkedIn Answers:
1. Ask your Network: Need an answer in a particular area of
professional expertise? LinkedIn has hundreds of categories in the
professional space ranging from the mundane to the obscure.
2. Search for Answers: Don’t have time to ask a question? Somebody
may have encountered the same issues you have or may have asked
the question on LinkedIn and found a satisfactory solution to it.
3. Help your Network with your Answers: Want to earn some Digital
Karma? Answer questions in your area of expertise that can help
both your professional network as well as others looking for similar
solutions.

15. Advanced Solutions: How Leading Companies Use
LinkedIn for Recruiting

16. The most cost-effective way to
find, attract and hire the world’s
best talent.

17. LinkedIn Talent Advantage
Product Family
Find and engage Attract the best Fill urgent Develop your Position your
the best passive candidates with positions fast with employer brand company as an
candidates with precise targeting highly targeted on LinkedIn with employer of choice
unparalleled and viral direct InMail® dynamic, viewer- to high value
search and distribution of campaigns
aware content professionals
communication job postings
tools

18. Find and engage the best passive
candidates with unparalleled
search, communication and
collaboration tools.

19. LinkedIn Recruiter: What Makes it Great
Feature Benefit
Increased Search Space – search across the entire Most qualified candidates available anywhere
LinkedIn network of over 35 million professionals
Best Search Tools – focused search criteria that includes Focused search to help recruiters get to the best passive
Radius + Distance to look beyond a major metro area candidates immediately
Automatic Search Alerts – Recruiter continues to search Most cost effective means of recruiting hard-to-fill and
for key people on a nightly basis frequently recurring searches
Team Collaboration Tools – allows multiple recruiters to Increased efficiency of the recruiting team
conduct similar searches without fear of overlap
1-to-many InMail Templates – send personalized InMails Enhanced efficiency of each candidate search
to up to 20 people at once
Integration with ATS systems – import key searches into Greater ROI for existing technology investments
your ATS and track with OFCCP numbers

20. Attract the best candidates with
precise matching and effective viral
distribution of job postings

21. Automated Talent Matching
 Target jobs to the right
professionals
 Auto-generate a list of
candidates
 Automatically display to
passive and active candidates

22. Unique Experience for Job Seekers
 Candidates see how they are
connected to the company,
recruiter, or hiring manager
 Quick links provide relevant
insights

23. Fill urgent positions fast with highly
targeted direct InMail® campaigns

24. Targeted, Relevant Contact
 Subject line appears on
the candidates’ LinkedIn home
page
 Remains in the
candidates’ inbox until they act
 LinkedIn® Talent Direct™
open rates reach up to 44%
*Up to 60 days

25. Convenient and Relevant to Candidates
 Links to a landing page
 Includes banner ad options and
prominent call-to-action button

26. Talent Direct Case Studies
Objective Industry Subject Line Call-to-Action Open Rate
B2B Lead I.T. “Share XYZ Company’s Vision of “Download the 20%
Generation Services IT Optimization” Whitepaper”
B2B Lead Computer “Exclusive Invitation to Join “Join Group” 35%
Generation Software XYZ Industry Executive Group”
Hiring Telecom “XYZ Company Careers: “Apply Now” 31%
Retail Sales”
Hiring Computer “Careers @ XYZ Company, “Apply Now” 44%
Networking Bangalore”
Hiring Computer “Come to XYZ Company in “Apply Now” 33%
Software Colorado”
Boost Event Internet “You are cordially invited to…” “Click to Learn 34%
Attendance Consulting More”

27. Develop your employer brand
on LinkedIn with dynamic,
viewer-aware content

28. Relevant, Engaging
Experiences for Candidates
 Displays content you tailor
and update
 Adapts to the viewers based
on their industry, job function,
location, etc.
 Move beyond job listings to
recruitment branding

29. Various Modules to Differentiate Your Brand
 Appeals to candidates on a
personal level Recruiter Recruitment
profiles message
 Employee spotlights introduce
peers of related experience
 Polling invites interaction and
Job List
 Video clips showcase culture Employee
& Career
spotlights
page links
 Links help interested
candidates take action
Video Interactive
Clips Polls

30. Position your company as an
employer of choice to high
value professionals

31. Expose Your Company
To Relative Candidates
 Brand exposure to
the largest professional
network of senior, technical
and hard-to-find candidates
 Ads can be targeted by
profession, seniority, industry,
company size and more

32. Improve Candidate
Perception of Your Brand
 Increase company / brand
awareness and image
 A less cluttered ad environment
ensures your message is seen

33. What Our Customers Are Saying
“Our open days has dropped from 70 to 40 since using LinkedIn. It’s
radically impacted cost savings.”
– John Zweig, Director of Staffing, Logitech
“With LinkedIn, the team taps into a much larger network of highly
qualified candidates in a much shorter time period. It easily paid for itself
two times over in the first three months we used it.”
— John Beard, Manager of Talent Acquisition, Kaiser Permanente
“LinkedIn was instrumental in helping us to source and hire a CFO and
other C-level candidates.”
— Kim Bermuda, senior staffing manager, Adaptec, Inc.
“LinkedIn is one of the most valuable recruiting tools available in targeting
high quality, passive job seekers.”
— Director Global Staffing, Juniper Network

34. Recruiting Trends for 2009
 Upgrading Employment Branding
 Reinvigorating Referral Programs
 Renewing the Focus on Quality of Hire
 Reinforcing the Business Case for Recruiting
 Utilizing Social Networks
 Utilizing Video
 Upgrading Succession Planning
 Using Employee Blogs for Recruiting
 Using Mobile Phone Recruiting
 Revitalizing Corporate Jobs Page
 Using A CRM Model for Hiring
 Hiring Innovators
 Recruiting Globally
SOURCE:
Adapted from “13 Trends in Corporate Recruiting for 2009” by Dr. John Sullivan

35. How to Learn More
• http://learn.linkedin.com
• Interested in LinkedIn Talent Advantage?
David Cohen
Sr. Account Executive
312.466.7655
dcohen@linkedin.com
Wade Burgess
Director of Sales, Central Region
312.466.7669
wburgess@linkedin.com

36. Questions?

37. Thank You!
Thank You
David Cohen
Sr. Account Executive
312.466.7655
dcohen@linkedin.com