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Attract the Top Talent You Will Place [Webcast]


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Industry expert and Certified Personnel Consultant, Barbara Bruno walks through solutions that will drive more referrals and boost your bottom line.

Want to boost your recruiting strategy, check out the Recruiting Firm's LinkedIn Field Guide:

Published in: Recruiting & HR
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Attract the Top Talent You Will Place [Webcast]

  1. 1. Attract the Top Talent You Will Place
  2. 2. 4 Meet today’s presenter ​Barbara J. Bruno, CPC, CTS ​President ​Good As Gold Training
  3. 3. 5 Today we’ll address: • Why the candidate experience is critical to your success • How to attract top talent by building your brand on LinkedIn • How to improve negative social media postings • Actions you can take to reduce status or update calls • Steps to substantially increase candidate referrals • How to differentiate yourself from your competition
  4. 4. Why the candidate experience is critical to your success 6
  5. 5. Job seekers feel vulnerable as they put their talent and career on the line 7 Job seeker
  6. 6. Recruiters are judged on their ability to attract talent that will be hired and retained 8 Recruiter
  7. 7. Hiring authorities want to identify recruiters who will make them look good 9 Hiring authority
  8. 8. See your services through the eyes of a job seeker. 10 Step 1: Think outside | in
  9. 9. The majority of individuals who submit their resume or CV do not receive a response. 11 Step 2: Communicate
  10. 10. Create a process that’s flexible enough to recognize and attract top talent. 12 Step 3: Personalize your recruiting process
  11. 11. Think of candidate feedback as a vital dialogue, a lesson and an inspiration. 13 Step 4: Change and improve
  12. 12. If they are treated with respect and given resources that can assist them, they are far more likely to refer others. 14 Step 5: Provide alternative resources
  13. 13. Attract top talent by building your brand on LinkedIn
  14. 14. 16
  15. 15. 17 Additional tips for your summary • First person is key • Talk about yourself in the first two lines • Who do you help • WIIFM (What’s In It For Me) focused • Call to action • Use bullet points • Add links to your website • Add media, YouTube Videos – add keywords to description
  16. 16. 18 Your experience is 2,000 characters – not a copy of your resume or CV • Reiterate what you can do for who • Call to action • If different lines of business – separate them out ​Think of it as a mini-sales letter
  17. 17. 19 Add your skills and expertise
  18. 18. Only list endorsements that highlight your top ten skills 20 Add endorsements
  19. 19. Interests could trigger things in common 21 Include interests
  20. 20. If you hit Shift F3 in the bar at the top and put in keywords, LinkedIn will highlight use of the words in your profile. 22 Bonus tip
  21. 21. How to improve negative social media postings
  22. 22. 24 Reputation management is critical to your success as a recruiter
  23. 23. 25 Answer these questions • How many resumes or CV’s do you receive each month? • How many job seekers are actually contacted? • How many job seekers are interviewed? • How many are hired?
  24. 24. 26 If there is a negative post on social media: • Respond vs. ignore • Display patience and understanding • Contact the individual privately • If the conversation is positive, ask them to remove the post • Let your “followers” respond
  25. 25. Actions you can take to reduce status or update calls 27
  26. 26. It is estimated that most recruiters spend a minimum of 60-90 minutes daily responding to status or update calls from candidates you will never place. 28
  27. 27. • Provide a written list of expectations • What they can expect from you • What you need from them to find them an opportunity they will accept • Set specific times and reasons for updates and follow up calls • Provide the LPC (Least Placeable Candidates) with something to do and the calls will stop 29 This can be resolved by the following actions:
  28. 28. Steps to substantially increase candidate referrals 30
  29. 29. “From your last place of employment” 31 When making recruiting presentations, add six words to dramatically improve the number of referrals you obtain. The six words are:
  30. 30. • Call their last two employers and ask for them If you want to double or triple the number of candidates you represent, implement the following:
  31. 31. “Has anything changed since the last time we talked?” 33 To eliminate surprises, start out every subsequent conversation with your candidates with the same question:
  32. 32. 34 In order to dramatically increase candidate referrals you must: 1. Create a referral process 2. Assure candidates they’re not referring competition 3. Bonus individuals providing referrals 4. Communicate on a regular basis 5. Send lists of open jobs, contracts or assignments bi-monthly with an article of interest
  33. 33. How to really differentiate yourself from your competition
  34. 34. 36 Your personal brand Ask yourself the following questions: • What can you say that others can’t? • Why should candidates send you their resume or CV? • What is your personal brand that you can share with candidates?
  35. 35. Whether you are talking on the telephone or meeting face-to-face, you have a few seconds to establish a strong first impression. 37 Think about your first impression
  36. 36. 38 Your candidates must feel that you are: • An expert • More knowledgeable than your competition • Providing information that helps them succeed, which builds trust and respect • Helping to influence their decisions • Open to being called by them • Always going above and beyond their expectations • Highly recommended
  37. 37. 39 Tips to differentiate
  38. 38. • With social media and the internet, there is no reason for unprepared recruiting, networking or marketing presentations • Research LinkedIn profiles making informed, planned calls 40 1. Be more prepared
  39. 39. • Learn as much as possible about your candidates • Focus on how you can benefit them, address their WIIFM (What’s In It For Me) 41 2. Be more engaging
  40. 40. • It’s not your answers but your ability to ask the best questions that will attract top talent. • The ability to identify the priorities of your candidates will differentiate your from your competition 42 3. Ask better questions
  41. 41. • Position yourself as a trusted advisor • Listen twice as much as your talk 43 4. Become the best listener
  42. 42. • Show your dedication and enthusiasm • Share testimonials and success stories 44 5. Be more enthusiastic – work at a level 10
  43. 43. • Ask what offers they have received and turned down • Realize their resume or CV reflects their past, not necessarily what they want to do now 45 6. Commit to provide results
  44. 44. • Build rapport that leads to trust • Position yourself as a consultant 46 7. Establish rapport and trust with candidates
  45. 45. 47 Follow the advice in this training and you will attract the top talent you will place!
  46. 46. ©2014 LinkedIn Corporation. All Rights Reserved. Thank you!