LinkedIn Talent Advantage provides recruiters with exclusive tools to efficiently identify and contact passive candidates through LinkedIn's large professional network. It enables access to accurate and up-to-date profiles of highly qualified professionals while reducing costs compared to traditional recruiting methods. Key features include searching passive candidates, direct messaging capabilities, job posting distribution, and developing an employer brand through customizable company profiles.
LinkedIn is being increasingly used as a recruitment tool by Australian employers and recruiters to source passive candidates. It allows users to search the profiles of over 70 million professionals to find those that are a perfect fit. Employers can also use LinkedIn to post job openings, engage potential candidates, build their employment brand, and conduct targeted advertising. While recruitment agencies have traditionally relied on LinkedIn, it is a valuable tool that can be used alongside traditional methods to source talent.
LinkedIn's social media recruitment solutions allow companies to reach passive job seekers and improve hiring metrics. Specifically, it provides access to 161 million professionals' profiles to source candidates beyond job boards. Targeted ads and content are delivered directly to ideal candidates. Additionally, employees' networks can be leveraged as a referral system to find qualified applicants with an interview-to-offer ratio of 81% for passive candidates discovered through LinkedIn versus 26% for active candidates.
Social media recruitment with LinkedIn offers targeted and effective solutions to source candidates. It allows companies to reach "passive" job seekers who are open to new opportunities but not actively searching. LinkedIn analysis can provide insights into a company's network and identify potential candidates. Advertising is tailored to each viewer's profile, increasing applicant rates up to 400% with less time and cost spent on other channels.
Deep dive into LinkedIn solutions and applicationsJacco Valkenburg
Talent Advantage : Referral Engine, Recruiter, Talent Direct, Recruitment Advertising, Jobs Network
Employer Branding: Custom Company Profiles, Career Pages
By Jacco Valkenburg, Recruitment Architect and Trainer, Recruit2
For European Online Recruitment Seminar in Barcelona 23-24 November 2011
Talent Pipeline Customer Success Story Red HatAndy Solty
Talent Pipeline helps Red Hat build long-term relationships with candidates and maintain a centralized pool of qualified talent. It allows recruiters to have warm contacts with candidates instead of cold calls. Recruiters can also leverage previous work to quickly find suitable candidates for new roles. New recruiters can immediately access a ready pipeline of talent. Talent Pipeline helps Red Hat recruit more efficiently and be a better partner to its business.
Social media recruitment with LinkedIn offers employers a targeted way to reach both active and passive job seekers through an existing professional network, increasing applicant pools by up to 400% while saving time and money compared to traditional recruiting channels. Detailed analytics and viewer-dynamic targeting help match candidates to open roles, while employer branding builds a company's profile to attract top talent.
This document summarizes a one-day workshop on business writing skills. Participants will learn how to plan, write, and revise business messages effectively by considering audience, purpose, context and culture. They will learn how to communicate better through good writing style and tone. Key topics include writing emails, memos, and other documents strategically and correctly, using email effectively to get results, and various writing and formatting techniques to engage readers. The workshop is aimed at improving business writing skills for anyone who writes on the job.
LinkedIn is being increasingly used as a recruitment tool by Australian employers and recruiters to source passive candidates. It allows users to search the profiles of over 70 million professionals to find those that are a perfect fit. Employers can also use LinkedIn to post job openings, engage potential candidates, build their employment brand, and conduct targeted advertising. While recruitment agencies have traditionally relied on LinkedIn, it is a valuable tool that can be used alongside traditional methods to source talent.
LinkedIn's social media recruitment solutions allow companies to reach passive job seekers and improve hiring metrics. Specifically, it provides access to 161 million professionals' profiles to source candidates beyond job boards. Targeted ads and content are delivered directly to ideal candidates. Additionally, employees' networks can be leveraged as a referral system to find qualified applicants with an interview-to-offer ratio of 81% for passive candidates discovered through LinkedIn versus 26% for active candidates.
Social media recruitment with LinkedIn offers targeted and effective solutions to source candidates. It allows companies to reach "passive" job seekers who are open to new opportunities but not actively searching. LinkedIn analysis can provide insights into a company's network and identify potential candidates. Advertising is tailored to each viewer's profile, increasing applicant rates up to 400% with less time and cost spent on other channels.
Deep dive into LinkedIn solutions and applicationsJacco Valkenburg
Talent Advantage : Referral Engine, Recruiter, Talent Direct, Recruitment Advertising, Jobs Network
Employer Branding: Custom Company Profiles, Career Pages
By Jacco Valkenburg, Recruitment Architect and Trainer, Recruit2
For European Online Recruitment Seminar in Barcelona 23-24 November 2011
Talent Pipeline Customer Success Story Red HatAndy Solty
Talent Pipeline helps Red Hat build long-term relationships with candidates and maintain a centralized pool of qualified talent. It allows recruiters to have warm contacts with candidates instead of cold calls. Recruiters can also leverage previous work to quickly find suitable candidates for new roles. New recruiters can immediately access a ready pipeline of talent. Talent Pipeline helps Red Hat recruit more efficiently and be a better partner to its business.
Social media recruitment with LinkedIn offers employers a targeted way to reach both active and passive job seekers through an existing professional network, increasing applicant pools by up to 400% while saving time and money compared to traditional recruiting channels. Detailed analytics and viewer-dynamic targeting help match candidates to open roles, while employer branding builds a company's profile to attract top talent.
This document summarizes a one-day workshop on business writing skills. Participants will learn how to plan, write, and revise business messages effectively by considering audience, purpose, context and culture. They will learn how to communicate better through good writing style and tone. Key topics include writing emails, memos, and other documents strategically and correctly, using email effectively to get results, and various writing and formatting techniques to engage readers. The workshop is aimed at improving business writing skills for anyone who writes on the job.
LinkedIn Career Pages allow companies to promote their employer brand and showcase jobs to passive jobseekers. There are three tiers - Silver ($10k) allows one page for all audiences with no ads. Gold ($30k) includes customizing for up to 4 audiences plus 600k ad impressions. Platinum ($70k) provides customization for up to 29 audiences and 1.5 million ad impressions, giving the highest media value and visibility.
Reduce your time to hire with LinkedIn Talent SolutionsFrancesco Costanzo
The document discusses how LinkedIn solutions can help reduce a company's time to hire. It begins with an overview of time to hire metrics and challenges. Then it outlines LinkedIn Recruiter and Talent Solutions, which allow tracking candidates from events, seeing profile activity, and engaging employees' networks. The presentation concludes with a case study of how Adidas reduced time to hire from 70 to 52 days using LinkedIn. The key takeaways are that time to hire must be defined and measured, LinkedIn can help lower it, and LinkedIn provides tools as well as support.
This document provides 8 tips for recruiters to optimize their LinkedIn presence and connect with top talent:
1. Build an engaging personal profile with a photo, compelling headline, recommendations, and rich media content to establish your personal brand.
2. Join and participate actively in relevant LinkedIn groups to stay informed on the talent market and position yourself as an expert.
3. Share your job postings across LinkedIn, Facebook, Twitter, and with individuals to expand your reach.
4. Use status updates, polls, and sharing company information to position your employer brand and advertise opportunities.
Foresquare is an IT consulting company that focuses on providing HR, business applications, and infrastructure management consulting services. It was founded by experienced IT professionals to partner with companies using a unique philosophy. Foresquare provides centralized application support services using in-depth functional and technical expertise to address client needs in a timely and cost-effective manner. Its vision is to be one of the most esteemed consulting companies through software development, and its mission is to build a professional team that drives towards goals through cultivating core values.
Are You Missing Out On Placements For No Good Reason? How Recruiters Blow it ...RecruiterMLS™
This paper tackles the difficulties contingency recruiters face and how they often lose out on placements. It also addresses how to fill the gaps, and it points to one comprehensive solution that can tie up all the loose ends with an increase in overall efficiency.
Recruiters and HR managers who hire overqualified candidates urge their peers not to overlook the benefits of having these skilled professionals on the team.
This document discusses LinkedIn's hiring solutions which provide access to their large pool of over 161 million professionals worldwide. It outlines how recruiters can use LinkedIn Recruiter to search the entire LinkedIn network and directly contact candidates, and how LinkedIn Jobs allows posting jobs to be automatically distributed and revealed to the best matches. Contact information is provided for a LinkedIn sales representative to discuss setting up these hiring solutions.
Imagine Inc. is a leading human resource consulting organization based in Ahmedabad, India that provides staffing solutions across various industries. It has over four years of experience helping companies hire senior and middle-level positions. The company is committed to understanding clients' culture and ensuring candidates match requirements rather than just profiles. It aims to place the missing pieces in right places by building relationships with clients, defining job profiles, meeting time schedules efficiently, and working closely with clients through all assignment stages. The recruitment process involves personal contacts, databases, advertising, turnkey solutions, and outstation methods like direct advertising, networking, referrals, online ads, and head hunting.
The War for Talent is a tough one to win, but it's more difficult if you have a weak employer brand. Find out how important making an emotional connection to prospective candidates can really shape your recruitment strategy and improve your quality of hire.
Consulting Point is an executive search firm focused on recruiting for Business Information Management roles. They have extensive experience recruiting for BI, ECM, and CRM positions. Their team includes former management consultants with networks throughout the EMEA region. Consulting Point uses a consultative approach to identify qualified permanent and contract candidates for their clients. They have a database of over 45,000 candidates and use innovative techniques like LinkedIn headhunting to source passive candidates not listed on job boards.
2018EFI03 Organizational Transformation with Effective Training and RecruitmentAli Ridha Jaffar
The document discusses how to effectively transform an organization to focus on technology like Web2Print through proper training and recruitment. It emphasizes the importance of having dedicated technical teams, recruiting the right skills both internally and externally, and ensuring sales and support staff are adequately trained on new systems. Examples of job descriptions are also provided to help with the recruitment process for digital designers and developers.
Employees as brand advocates in the social media sphere - Social Media Week C...Kasper Risbjerg
The document discusses how IBM uses employee brand advocates and experts on social media. It outlines IBM's strategy of identifying key employees to represent the company online, providing them training and resources, and measuring the impact of their social media engagement. The goal is to build trust in the IBM brand through collaborative relationships with influencers and drive business results such as leads and conversions that are 3 times more effective than traditional digital marketing.
This document summarizes presentations from a talent, social and mobile summit focused on the retail, hospitality and travel sectors. The first presentation discusses how talent attraction and social media collide, noting 10 reasons for this including being ready to be social, identifying talent, building employer brand, and building talent communities. The second presentation focuses on the evolution of mobile recruitment, covering the mobile landscape, mobile applications, using context and content, and providing a case study. The third presentation discusses transforming talent and recruitment functions by aligning them with company brands, leading recruitment like a business, and integrating new employees. A free talent function audit is offered to attendees.
Talent Attraction 101 is a guide for founders and hiring managers of startups and small and medium sized businesses (SMBs / SMEs). It covers the foundations of how to build a magnetic employer brand and in order to attract great talent to your company.
A great recruiting strategy is formed around an obsession over the hiring process and a great candidate experience. Only when unsuccessful candidates still recommend their friends to your company's job openings have you truly created a great hiring strategy.
Engineering the right candidate. Richard Clegg (Recruitment Manager) outlines why the recruitment of top Engineering Managers can be beset with problems.
Salt is a global recruitment consultancy focused on finding talent in creative, marketing, sales, and technology roles. They have offices around the world and over 160 staff. The document provides details on Salt's services such as permanent hiring, contracting, project services, and digital recruitment outsourcing. It also discusses their commitment to diversity and inclusion.
Sony Electronics faced challenges attracting top talent due to negative perceptions after jobs were moved overseas. Their recruitment efforts were ineffective. Peter Moore overhauled their talent acquisition strategy using LinkedIn to transform Sony's employment brand image and directly engage candidates. They emphasized the local opportunities and built visibility for recruiters on their Career Page. Using LinkedIn's tools, Sony sourced 25% of hires in just 5 months and recruiters became strategic partners instead of just order takers.
Brown Mackie College's Career Services team introduces new resume building tools through a partnership with OptimalResume.com. Students can now easily create professional resumes and other online career profiles through an intuitive online system. This will help students strengthen their job search and interview skills. A graduate profile highlights how one student utilized their degree in electronics to obtain a position diagnosing and repairing televisions. The Career Services team welcomes a new member and several graduates share how they obtained careers through utilizing the support of Career Services.
Imagine Inc. is leading Human Resource Consulting Organization. It is a business Organization with an objective to facilitate the corporate sector to drive their Business Operation effectively and efficiently. Our company provides staffing solution in diverse industrial segments to clients all over INDIA & Oversees.
The document discusses hiring solutions for nonprofits using LinkedIn tools. It describes features of Career Pages, LinkedIn Recruiter, InMail best practices, Jobs Network, Talent Direct, usage metrics, and provides an example case study of a company that used Recruiter to find specialized candidates more efficiently. The tools can help nonprofits understand audiences, position as employers of choice, measure results, and engage top talent.
LinkedIn Career Pages allow companies to promote their employer brand and showcase jobs to passive jobseekers. There are three tiers - Silver ($10k) allows one page for all audiences with no ads. Gold ($30k) includes customizing for up to 4 audiences plus 600k ad impressions. Platinum ($70k) provides customization for up to 29 audiences and 1.5 million ad impressions, giving the highest media value and visibility.
Reduce your time to hire with LinkedIn Talent SolutionsFrancesco Costanzo
The document discusses how LinkedIn solutions can help reduce a company's time to hire. It begins with an overview of time to hire metrics and challenges. Then it outlines LinkedIn Recruiter and Talent Solutions, which allow tracking candidates from events, seeing profile activity, and engaging employees' networks. The presentation concludes with a case study of how Adidas reduced time to hire from 70 to 52 days using LinkedIn. The key takeaways are that time to hire must be defined and measured, LinkedIn can help lower it, and LinkedIn provides tools as well as support.
This document provides 8 tips for recruiters to optimize their LinkedIn presence and connect with top talent:
1. Build an engaging personal profile with a photo, compelling headline, recommendations, and rich media content to establish your personal brand.
2. Join and participate actively in relevant LinkedIn groups to stay informed on the talent market and position yourself as an expert.
3. Share your job postings across LinkedIn, Facebook, Twitter, and with individuals to expand your reach.
4. Use status updates, polls, and sharing company information to position your employer brand and advertise opportunities.
Foresquare is an IT consulting company that focuses on providing HR, business applications, and infrastructure management consulting services. It was founded by experienced IT professionals to partner with companies using a unique philosophy. Foresquare provides centralized application support services using in-depth functional and technical expertise to address client needs in a timely and cost-effective manner. Its vision is to be one of the most esteemed consulting companies through software development, and its mission is to build a professional team that drives towards goals through cultivating core values.
Are You Missing Out On Placements For No Good Reason? How Recruiters Blow it ...RecruiterMLS™
This paper tackles the difficulties contingency recruiters face and how they often lose out on placements. It also addresses how to fill the gaps, and it points to one comprehensive solution that can tie up all the loose ends with an increase in overall efficiency.
Recruiters and HR managers who hire overqualified candidates urge their peers not to overlook the benefits of having these skilled professionals on the team.
This document discusses LinkedIn's hiring solutions which provide access to their large pool of over 161 million professionals worldwide. It outlines how recruiters can use LinkedIn Recruiter to search the entire LinkedIn network and directly contact candidates, and how LinkedIn Jobs allows posting jobs to be automatically distributed and revealed to the best matches. Contact information is provided for a LinkedIn sales representative to discuss setting up these hiring solutions.
Imagine Inc. is a leading human resource consulting organization based in Ahmedabad, India that provides staffing solutions across various industries. It has over four years of experience helping companies hire senior and middle-level positions. The company is committed to understanding clients' culture and ensuring candidates match requirements rather than just profiles. It aims to place the missing pieces in right places by building relationships with clients, defining job profiles, meeting time schedules efficiently, and working closely with clients through all assignment stages. The recruitment process involves personal contacts, databases, advertising, turnkey solutions, and outstation methods like direct advertising, networking, referrals, online ads, and head hunting.
The War for Talent is a tough one to win, but it's more difficult if you have a weak employer brand. Find out how important making an emotional connection to prospective candidates can really shape your recruitment strategy and improve your quality of hire.
Consulting Point is an executive search firm focused on recruiting for Business Information Management roles. They have extensive experience recruiting for BI, ECM, and CRM positions. Their team includes former management consultants with networks throughout the EMEA region. Consulting Point uses a consultative approach to identify qualified permanent and contract candidates for their clients. They have a database of over 45,000 candidates and use innovative techniques like LinkedIn headhunting to source passive candidates not listed on job boards.
2018EFI03 Organizational Transformation with Effective Training and RecruitmentAli Ridha Jaffar
The document discusses how to effectively transform an organization to focus on technology like Web2Print through proper training and recruitment. It emphasizes the importance of having dedicated technical teams, recruiting the right skills both internally and externally, and ensuring sales and support staff are adequately trained on new systems. Examples of job descriptions are also provided to help with the recruitment process for digital designers and developers.
Employees as brand advocates in the social media sphere - Social Media Week C...Kasper Risbjerg
The document discusses how IBM uses employee brand advocates and experts on social media. It outlines IBM's strategy of identifying key employees to represent the company online, providing them training and resources, and measuring the impact of their social media engagement. The goal is to build trust in the IBM brand through collaborative relationships with influencers and drive business results such as leads and conversions that are 3 times more effective than traditional digital marketing.
This document summarizes presentations from a talent, social and mobile summit focused on the retail, hospitality and travel sectors. The first presentation discusses how talent attraction and social media collide, noting 10 reasons for this including being ready to be social, identifying talent, building employer brand, and building talent communities. The second presentation focuses on the evolution of mobile recruitment, covering the mobile landscape, mobile applications, using context and content, and providing a case study. The third presentation discusses transforming talent and recruitment functions by aligning them with company brands, leading recruitment like a business, and integrating new employees. A free talent function audit is offered to attendees.
Talent Attraction 101 is a guide for founders and hiring managers of startups and small and medium sized businesses (SMBs / SMEs). It covers the foundations of how to build a magnetic employer brand and in order to attract great talent to your company.
A great recruiting strategy is formed around an obsession over the hiring process and a great candidate experience. Only when unsuccessful candidates still recommend their friends to your company's job openings have you truly created a great hiring strategy.
Engineering the right candidate. Richard Clegg (Recruitment Manager) outlines why the recruitment of top Engineering Managers can be beset with problems.
Salt is a global recruitment consultancy focused on finding talent in creative, marketing, sales, and technology roles. They have offices around the world and over 160 staff. The document provides details on Salt's services such as permanent hiring, contracting, project services, and digital recruitment outsourcing. It also discusses their commitment to diversity and inclusion.
Sony Electronics faced challenges attracting top talent due to negative perceptions after jobs were moved overseas. Their recruitment efforts were ineffective. Peter Moore overhauled their talent acquisition strategy using LinkedIn to transform Sony's employment brand image and directly engage candidates. They emphasized the local opportunities and built visibility for recruiters on their Career Page. Using LinkedIn's tools, Sony sourced 25% of hires in just 5 months and recruiters became strategic partners instead of just order takers.
Brown Mackie College's Career Services team introduces new resume building tools through a partnership with OptimalResume.com. Students can now easily create professional resumes and other online career profiles through an intuitive online system. This will help students strengthen their job search and interview skills. A graduate profile highlights how one student utilized their degree in electronics to obtain a position diagnosing and repairing televisions. The Career Services team welcomes a new member and several graduates share how they obtained careers through utilizing the support of Career Services.
Imagine Inc. is leading Human Resource Consulting Organization. It is a business Organization with an objective to facilitate the corporate sector to drive their Business Operation effectively and efficiently. Our company provides staffing solution in diverse industrial segments to clients all over INDIA & Oversees.
The document discusses hiring solutions for nonprofits using LinkedIn tools. It describes features of Career Pages, LinkedIn Recruiter, InMail best practices, Jobs Network, Talent Direct, usage metrics, and provides an example case study of a company that used Recruiter to find specialized candidates more efficiently. The tools can help nonprofits understand audiences, position as employers of choice, measure results, and engage top talent.
LinkedIn offers targeted social media recruitment solutions that can increase applicant rates by up to 400% compared to traditional methods. Their viewer-dynamic targeting displays jobs and company profiles to passive candidates who aren't actively searching but are well-qualified. This expands the candidate pool five-fold while saving time, money and reducing irrelevant applications versus multiple recruiting channels. Detailed analytics also help optimize the employer brand and identify where to source new hires internally or externally on LinkedIn.
Social Media Recruiting with LinkedIn (english)Dana Fengler
LinkedIn offers targeted social media recruitment solutions that can increase applicant rates by up to 400% compared to traditional methods. Its detailed member profiles and network data allow companies to directly reach passive candidates, who make up 80% of potential job changers but are not searchable on job boards. Viewer-dynamic content ensures the right candidates see job postings. This helps reduce costs and time spent on irrelevant applications and external recruiting channels.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
Recruiting Solutions allows companies to advertise job opportunities on their employees' LinkedIn profiles, turning employees into brand ambassadors. The ads appear directly on profiles and connect passive talent to relevant jobs. This increases reach and positions the company as an employer of choice. The ads have click through rates up to 4 times higher than banner ads, strengthening the talent pipeline by driving quality candidates to the company's career page. Setting up the ads is simple - companies provide their creative and LinkedIn displays the ads on all employee profiles and provides campaign reports.
Work With Us Ad: leverage your own employees\' profilesmtaborada
This document describes LinkedIn Recruitment Ads, which allow companies to advertise job opportunities on their employees' LinkedIn profiles. These ads position a company as an attractive employer and can drive 4x more clicks than banner ads by reaching passive job seekers in the context of researching or connecting with employees. Companies simply provide their creative content and LinkedIn will set up the ads across all employee profiles within days, providing reporting on campaign impact.
Datasheet Diversity and LinkedIn Jobs NetworkColin Frankland
LinkedIn has partnered with The Professional Diversity Network (PDN) to help companies reach diverse candidates across more websites. Through this partnership, jobs posted on LinkedIn will automatically be distributed to PDN's network of eight professionally-focused diversity websites that each attract a specific demographic. This allows companies to target qualified candidates based on their unique skills and backgrounds across more places on the web. It also helps companies establish themselves as employers of choice to diverse audiences.
This document contains summaries of various case studies of companies that have used LinkedIn recruiting solutions. The case studies are organized by company, sector, size, location and LinkedIn products used. Some of the key case studies summarized include L'Oréal saving over $15,000 on a single hire through LinkedIn, Dixons Retail cutting agency usage from 95% to 4% and saving millions, and Sony Electronics finding 25% of hires in 5 months through LinkedIn. The document shows how various companies across multiple industries and of different sizes have leveraged LinkedIn's recruiting tools to improve their hiring processes and results.
Maximizing your presence on linked in editedPhil Mogilev
The document discusses how to use LinkedIn to both recruit talent and be recruited for jobs. It provides an overview of how to manage a personal and company profile on LinkedIn to attract talent. The presentation recommends building networks, engaging with connections, and following companies to influence candidates at different touchpoints. It demonstrates how the LinkedIn solution can help measure the platform's impact on hiring by influencing passive candidates to view relevant jobs and ultimately join a company. The key is for recruiters to post all jobs, own the full candidate experience, and use LinkedIn Recruiter to source and strategically reach the best candidates.
LinkedIn Recruiter allows companies to search LinkedIn's database of profiles to source and engage passive candidates. Key features include seeing full names and profiles beyond a user's network, advanced search filters, direct messaging of candidates, and tracking candidate engagement and team activities. The tool aims to help recruiters find and contact qualified candidates faster and more cost-effectively than other methods.
LinkedIn Recruiter, Career Pages, Jobs Network, and Recruitment Ads help companies find and engage talent on LinkedIn. Recruiter allows searching profiles beyond a user's network to find qualified candidates. Career Pages help companies showcase their brand and opportunities. Jobs Network posts jobs to LinkedIn to reach both active and passive candidates. Recruitment Ads help companies engage candidates and build talent pipelines.
Executive search and recruitment of prescreened professionals, talent bank em...Harry Nauta
This document summarizes the TalentBank service, which helps recruiters and managers find professional candidates through matching candidates' skills, behaviors, and values to open positions. Users can create a function profile describing desired qualities, search anonymized candidate profiles, and purchase credits to view full profiles of matching candidates. TalentBank consultants then help with selection and placement. The goal is to save time and money in executive search through qualitative matching of candidates' competencies and organizational fit.
This document provides information about a half-day LinkedIn training course exclusively for firms. The training will teach attendees how to unlock the power of LinkedIn and make it work for their role. It will provide an overview of LinkedIn functionality and how to set up an effective profile. Attendees will learn best practices for using LinkedIn to develop their network and find relevant business connections. The course aims to empower attendees to use LinkedIn as a high-value business tool. It will be delivered on-site for up to 20 people at a cost of £1,850 plus expenses.
The document summarizes LinkedIn Recruiting Solutions which help recruiters source both active and passive candidates. It highlights that LinkedIn has over 161 million members, 82% of Fortune 100 companies use its recruiting solutions, and it allows recruiters to target candidates by function, seniority, location, industry, and company size. It also describes LinkedIn Recruiter which gives recruiters visibility and access to all 161 million members, powerful search tools, and trusted communication with candidates.
This document provides an overview of how small businesses can leverage LinkedIn for hiring. It discusses how LinkedIn allows employers to reach both active and passive job candidates. Small businesses make up the majority of U.S. businesses and face challenges in finding qualified applicants. The document then outlines LinkedIn products like Career Pages, Work With Us, and LinkedIn Recruiter that small businesses are using successfully to improve key metrics like time-to-hire and cost-per-hire. It concludes with five tips for small businesses to get started leveraging LinkedIn for recruiting.
This document provides an agenda and overview for a LinkedIn sales presentation. The agenda includes introductions, a LinkedIn overview, solutions for staffing departments, product specifics, and a Q&A session. The overview sections explain LinkedIn's business network and statistics, how professionals use LinkedIn, and LinkedIn Talent solutions to find, attract, and hire talent including Recruiter, Jobs, Talent Direct, and Employer Advertising. Customer testimonials praise the cost savings and improved hiring results from using LinkedIn Talent solutions.
We provide personalized outplacement services featuring one-on-one time with a Career Transitions Consultant at pricing below many group seminar-based and individual outplacement modules. Whether the employer is downsizing one or more employees, we provide companies and their HR departments with the means to offer them effective and affordable outplacement services.
Similar to Linked In Talent Advantage Brochure (20)
3. The most cost-effective way to
find, attract and hire the world’s
best talent.
LinkedIn® Recruiter™
Introducing LinkedIn
Talent Advantage Find and engage the best passive
candidates with unparalleled search and
Gain unparalleled access to the world’s best
communication tools
talent pool with LinkedIn Talent Advantage,
the most cost-effective way to beat your
LinkedIn® Jobs Network™
competition to the hire.
Attract the best candidates with precise
This exclusive corporate recruiting solution targeting and viral distribution of job postings
enables you to accurately identify and reach
LinkedIn® Talent Direct™
passive candidates for your senior, technical
and hard-to-fill positions. It will allow you Fill urgent positions fast with highly targeted
to reduce job board and third-party spends direct InMail® campaigns
for great cost-effectiveness.
LinkedIn® Custom
Locate and contact highly qualified
‚‚
‚
Company Profiles™
passive candidates.
Develop your employer brand on LinkedIn
Leverage a holistic and targeted
‚‚
‚ with dynamic, viewer-aware content
recruiting arsenal.
LinkedIn® Employer Advertising™
Benefit from premium personal
‚‚
‚
Position your company as an employer of
service, including training and dedicated
choice to high value professionals
account management.
Leverage tools to help you stay compliant
‚‚
‚
with OFCCP guidelines.
4. “With LinkedIn Recruiter, 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
5. LinkedIn
Recruiter
Find and engage the best passive Identify the best matches from the largest
‚‚
‚
candidates with unparalleled search and and most qualified pool of passive
communication tools. candidates using unparalleled search tools.
‚‚ access to names and complete
Get
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Now your team can work collaboratively
profile details.
to identify and reach top candidates you
might not find otherwise. With Recruiter’s Reach candidates directly with 50 InMails
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‚
exclusive tools you’ll fill key positions per month per seat—they roll over if unused.
faster and reduce your third-party spend.
Count on premium dedicated support
‚‚
‚
and account management, including
customized training.
Designed to help your team stay OFCCP
‚‚
‚
compliant.
6. “Today we outsource less than 1%
of our jobs to agencies. It’s radically
impacted cost savings.”
John Zweig, Director of Staffing, Logitech
7. LinkedIn
Jobs Network
Accurate and well-qualified profile
Attract the best candidates with ‚‚
‚
data helps target the right professionals.
precise targeting and viral distribution
of job postings. ‚‚ proprietary matching algorithm
A
‚
auto-generates a list of strong candidates
Find stronger candidates and save time
for the position.
as you fill positions faster. Your job posting
dollars will work harder with uniquely ‚‚ connections easily forward postings
Your
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effective distribution. and provide referrals, thanks to recommen-
dations for “who to forward the job to.”
‚‚ ad is automatically created and targets
An
‚
passive candidates on LinkedIn.
Candidates see how they are connected to
‚‚
‚
you and your company.
8. “LinkedIn is one of the most valuable
recruiting tools available in targeting
high quality, passive job seekers.”
Director Global Staffing, Juniper Network
9. LinkedIn
Talent Direct
InMail lets you contact thousands of
Fill urgent positions fast with highly ‚‚
‚
candidates at once with a highly
targeted direct InMail® campaigns.
customized offer, opportunity or message.
Engage many highly-qualified passive
‚‚ subject line appears on the prospect’s
Your
‚
candidates quickly, leveraging the
LinkedIn home page for maximum visibility.
trust and ease-of-use of LinkedIn’s InMail
and front page. LinkedIn Talent Direct InMails’ open rates
‚‚
‚
reach up to 44%.
10. “LinkedIn was instrumental in
helping us source and hire a CFO
and other C-level candidates.”
Kim Bermuda, Senior Staffing Manager, Adaptec, Inc.
11. LinkedIn
Custom Company Profiles
‚‚ Company Profile displays content you
Your
Develop your employer brand on LinkedIn ‚
easily control and update.
with dynamic, viewer-aware content.
‚‚ content dynamically adapts to the
Your
‚
Relevant messages tailored to specific
viewers, based on their industry, job function
audiences help candidates automatically
or location.
discover the information they care
about most. Customizable modules include recruiter
‚‚
‚
profiles, employee spotlights, polls, videos,
and more.
12. “LinkedIn is one of our most valued
staffing tools. LinkedIn allows us
to expand our network of candidates
using our existing contacts.”
Senior Staffing Manager, Genomic Health, Inc.
13. LinkedIn
Employer Advertising
Accurate, user-generated profile data
Position your company as an employer of ‚‚
‚
enables highly targeted and high-impact
choice to high-value professionals.
online advertisements.
Break through the noise and reach the
Unmatched reach lets you tap the largest
‚‚
‚
best talent pool in the world with great
professional network of senior, technical and
targeting accuracy.
hard-to-find candidates.
Targeted ads on LinkedIn help you build your
Clean, uncluttered layout with fewer ads on
brand or broadcast openings to both passive ‚‚
‚
the page makes your message stand out.
and active candidates.
14. LinkedIn
Talent Advantage
The network works for you The world’s largest and fastest
growing professional network
LinkedIn Talent Advantage lets you harness
the power of the world’s largest professional Already over 30 million, the LinkedIn
network. More efficiently than ever, you can membership grows by one new member
tap into your own and your connections’ per second, or 2 million per month*. As a
networks to drive more referrals, get the word result, the talent pool you tap into and
out, and distribute your postings virally. the organic distribution of your postings
continuously improve, while your costs
remain the same. Your exclusive recruiting
tools get better by the day.
* As of December 2008
15. Highly qualified, accurate and World-class pool of passive
up-to-date profile information candidates
LinkedIn members publish their own Unlike job sites, LinkedIn is an active
unique profile information, including job and valuable professional network
history, education and associations. They where you will find more passive than
understand that professional connections active candidates. This allows you to
and recruiters often view these profiles, identify and reach these successful and
and ensure this information is accurate, hard-to-find professionals.
detailed and current.