Gone are the days when you used the company directory to cold call candidates. Now you have access to more candidate information than ever before. But can you find what you're looking for? This presentation will show you the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time.

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5 Steps to Sourcing Like a Pro on LinkedIn

2. ©2013 LinkedIn Corporation. All Rights Reserved.
Jean O’Brien
Customer Success Consultant
LinkedIn
Rob Leach
Media Solutions Consultant
LinkedIn

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Agenda
What we’ll cover in the next 30 minutes:
• How to get Smart on the Talent Pool
• Mastering Boolean and Other Search Techniques
• The Golden Rules of InMails
• Managing Prospects with Talent Pipeline
• Measuring Your Success
• What our most successful clients do

4. 2M+
INDONESIA
2M+
PHILIPPINES
1M+
MALAYSIA
1M+
SINGAPORE
1M+
SAUDI ARABIA
16M+
BRAZIL
93M+
UNITED STATES
OF AMERICA
9M+
CANADA
24M+
INDIA
5M+
AUSTRALIA
1M+
NEW ZEALAND
3M+
SOUTH AFRICA
1M+
UNITED ARAB EMIRATES
15M+
UNITED KINGDOM
7M+
FRANCE
6M+
ITALY
1M+
BELGIUM
1M+
DENMARK
2M+
TURKEY
4M+
NETHERLANDS
1M+
SWEDEN
5M+
SPAIN
300M+ Members
worldwide
+2 New members per second
187M Monthly unique visitors
How to get Smart on the Talent Pool

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 Quotes
– For an exact phrase, enclose it in quotation marks (e.g. "product manager")
– Narrows your search
 NOT
– To exclude a particular term, type NOT before it (e.g. NOT recruiter)
– Narrows search
 AND
– To get results that must include 2 or more terms in a list, use AND as a separator (e.g. manager AND director)
– Narrows search
 OR
– To include at least 1 term, separate 2 or more with OR (e.g. sales OR marketing). Great for common spellings or
synonyms of a word
– Broadens search
 Parentheses
– To do a complex search, combine terms using parentheses. For example, if you are looking for a number of
different job titles bracket them (manager OR supervisor OR director OR VP)
– Narrows search
Mastering Boolean and Other Search Techniques
Master the Art of Boolean

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Mastering Boolean and Other Search Techniques
Other Search Techniques
Search Alerts
Similar Profiles and
People Also Viewed
Refinement and
Custom Filters
Groups

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InMailing
The Golden Rules of InMailing
Do:
 Start a conversation
 Be brief and to the point
 Personalize the message
 Be authentic
 Emphasize growth
 Leverage shared connections
 Ask for referrals
 Include next steps
Don’t:
 Make it feel like a template
 Focus on the job
 Include the job title in the
subject line
 Ask for a resume
 Don’t send the job description

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Managing Prospects with Talent Pipeline
Source
Identify
where you
know the
lead from
Status
Track the
progress of a
lead through
the pipeline
Tags
Add skills,
experience,
job roles,
attributes
Activity
View activity
on a lead
________
Add
reminders
Contact
Access to
personal
contact
information

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Measuring Your Success
Recruiter Usage
• Searches Performed
• Saved Searches and Search
Alerts
• Profiles Viewed
Job Analytics
• Number of Views
• Number of Applies
• Number of Shares
• Deeper Dive into each Job
Posted
Pipeline Analytics
• Most used status
• Sources – where are you getting
the best talent from
• Most used tags among the team
InMail Analytics
• Number Sent
• Number Accepted
• Number Declined
• Response Rate
• Percentage of Templates Used

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Review:
5 Steps to Sourcing Like a Pro on LinkedIn
 Get smart on the Talent Pool
 Mastering Boolean and Other Search Techniques
 The Golden Rules of InMails
 Managing Prospects with Talent Pipeline
 Measuring Your Success
 What our most successful clients do

11. What do our most
successful clients do?

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Three core components work together to drive recruiting
effectiveness
Proactive
Sourcing
Automated
Engagement
Strategic Sourcing
and Pipelining
Metrics and
Analytics
Personalized
Job Targeting
Talent Brand
Development

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Meet Tom
Your ideal passive candidate
Tom Harris
500+
Connections
2nd
Software Engineer
Has 500+
connections –
primarily in IT
He is a tech geek
and follows all the
high profile gurus
and keeps up to
date in groups
He follows his
favourite software
companies to hear
about projects. He
also sees their jobs.
He is a typical
passive candidate
with 6 years in an
IT consultancy.
He is comfortable in
his company but is
open to opportunities

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Recruitment messaging appears in front of your
targeted members
Picture yourself with a career in
Reach your ideal
audience wherever
they go on LinkedIn
Tom Harris
Monarch Recruitment LtdPicture Yourself at
Your ideal passive candidate
Tom Harris
500+
Connections
2nd
Software Engineer
As seen by:

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Follow your target audience wherever they go on
LinkedIn
Your
Recruitment
Message Here
Your
Recruitment
Message Here
Your
Recruitment
Message Here

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Connections posting, liking and sharing content
Your ideal passive candidate
Tom Harris
500+
Connections
2nd
Software Engineer
As seen by:

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The number one activity on LinkedIn is viewing
member profiles
Your ideal passive candidate
Tom Harris
500+
Connections
2nd
Software Engineer
As seen by:
Tom Harris
Monarch Recruitment LtdPicture Yourself at

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When members research your company,
engage them with branding and personalised jobs
• 20% of visitors click the top
banner and/or links
• A third of visitors go on to
click on a job
Your ideal passive candidate
Tom Harris
500+
Connections
2nd
Software Engineer
As seen by:

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One size does not fit all. Relevant content increases
engagement with a passive audience.
Audience: Oil & Gas
Audience: IT
Audience: Refer a Friend

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Increased engagement with talent doubles the
effectiveness of your proactive outreach
Likelihood to
accept an InMail
No previous engagement
APPROX.
20%
30%
OR MORE
40%
OR MORE
Only one previous touchpoint
Fully Engaged:
Researching your company
Following your company
Viewing relevant jobs and media
Your ideal passive candidate
Tom Harris
500+
Connections
2nd
Software Engineer

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11%
34%
0%
10%
20%
30%
40%
Clients who invest in branding on LinkedIn can
more successfully hire passive and active candidates
Clients on LinkedIn
(Recruiter + some Jobs)
Clients who have invested in talent
brand on LinkedIn
(The LinkedIn Solution)
Percent of all hires/placements impacted on LinkedIn
“LI hire” measured as employees changing their profile from another company to client company from December 2011- May 2013
These averages include companies in all regions and account sizes

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Review:
5 Steps to Sourcing Like a Pro on LinkedIn
 Get smart on the Talent Pool
 Mastering Boolean and Other Search Techniques
 The Golden Rules of InMails
 Managing Prospects with Talent Pipeline
 Measuring Your Success
 What our most successful clients do