The document provides guidance on how to be a "rock star recruiter" when using LinkedIn. It discusses leveraging social networks like LinkedIn to source candidates, focusing on building relationships rather than just interviews, and nurturing candidates throughout the hiring process rather than seeing hiring as a single transaction. Various recruiters then provide examples of how they use LinkedIn to source niche skills, engage their networks to find candidates, and stay connected with candidates from interview to onboarding. The document emphasizes using LinkedIn to source candidates in a more personal, relationship-focused way.
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of “MASTER.”
We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
Průkopník problematiky tzv. talent sourcingu, první certifikovaný LinkedIn profesionál v CEE, autor knihy People as Merchandise a spoluzakladatel společnosti GoodCall, Datacruit a Recruitment Academy, José Kadlec, odhaluje nejnovější techniky, trendy a nástroje, které by měl znát každý moderní recruiter i sourcer.
Jaké jsou současné a budoucí recruitment trendy v online náboru.
Jaké jsou poslední informace a novinky týkající se tzv. talent sourcingu.
Kde všude vyhledávat kandidáty v online světě.
Jak vyždímat maximum z LinkedIn vyhledávače (LinkedIn People Search).
Jak odkrýt skryté zdroje s relevantními zaměstnanci (tzv. hidden talent pools).
Co je to tzv. Boolean vyhledávání a proč je denní rutinou úspěšných recruiterů.
Definice boolean operátorů, modifikátorů a vyhledávacích příkazů.
Co je to tzv. X-Ray vyhledávání a jak cílit a filtrovat LinkedIn uživatele pomocí internetových vyhledávačů.
Vyhledávání na všech platformách včetně LinkedIn, Facebook, Twitter, Instagram, Vkontakte a dalších.
Vyhledávání na specializovaných platformách jako např. Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me, aj.
Které kontaktní metody jsou pro nábor pracovníků nejefektivnější.
Jak měřit efektivitu kontaktování kandidátů a zlepšování její úspěšnosti.
Jak vytvářet zprávy, které kandidáti nemohou ignorovat.
Pluginy, které vám usnadní a zefektivní denní rutinu talent sourcera nebo recruitera.
http://recruitment.academy
According to recent McKinsey research, only half of executives in global companies think they are effective at tailoring recruitment for different geographies. In this webinar, sponsored by SilkRoad and hosted by workplace and human resources expert Alexandra Levit, we'll discuss how to use internal intelligence and analytics to assess what aspects of your talent management strategy need to be truly global. We'll introduce the concept of a geographic "talent hub" and provide advice for attracting the best talent in Asia, Europe and Latin America. Finally, we'll offer advice for creating a global, digital talent community through which you can hire passive candidates in real time, and for reducing complexity via the "marketplace recruiting model."
Learning Objectives:
Understand the underpinnings of a global talent acquisition and management strategy.
Assess how a global talent acquisition program can be most effectively delivered.
Learn how HR analytics can help global talent leaders make intelligent, real-time decisions.
Determine when and where to employ geographic talent hubs and localized online properties.
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of “MASTER.”
We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
Průkopník problematiky tzv. talent sourcingu, první certifikovaný LinkedIn profesionál v CEE, autor knihy People as Merchandise a spoluzakladatel společnosti GoodCall, Datacruit a Recruitment Academy, José Kadlec, odhaluje nejnovější techniky, trendy a nástroje, které by měl znát každý moderní recruiter i sourcer.
Jaké jsou současné a budoucí recruitment trendy v online náboru.
Jaké jsou poslední informace a novinky týkající se tzv. talent sourcingu.
Kde všude vyhledávat kandidáty v online světě.
Jak vyždímat maximum z LinkedIn vyhledávače (LinkedIn People Search).
Jak odkrýt skryté zdroje s relevantními zaměstnanci (tzv. hidden talent pools).
Co je to tzv. Boolean vyhledávání a proč je denní rutinou úspěšných recruiterů.
Definice boolean operátorů, modifikátorů a vyhledávacích příkazů.
Co je to tzv. X-Ray vyhledávání a jak cílit a filtrovat LinkedIn uživatele pomocí internetových vyhledávačů.
Vyhledávání na všech platformách včetně LinkedIn, Facebook, Twitter, Instagram, Vkontakte a dalších.
Vyhledávání na specializovaných platformách jako např. Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me, aj.
Které kontaktní metody jsou pro nábor pracovníků nejefektivnější.
Jak měřit efektivitu kontaktování kandidátů a zlepšování její úspěšnosti.
Jak vytvářet zprávy, které kandidáti nemohou ignorovat.
Pluginy, které vám usnadní a zefektivní denní rutinu talent sourcera nebo recruitera.
http://recruitment.academy
According to recent McKinsey research, only half of executives in global companies think they are effective at tailoring recruitment for different geographies. In this webinar, sponsored by SilkRoad and hosted by workplace and human resources expert Alexandra Levit, we'll discuss how to use internal intelligence and analytics to assess what aspects of your talent management strategy need to be truly global. We'll introduce the concept of a geographic "talent hub" and provide advice for attracting the best talent in Asia, Europe and Latin America. Finally, we'll offer advice for creating a global, digital talent community through which you can hire passive candidates in real time, and for reducing complexity via the "marketplace recruiting model."
Learning Objectives:
Understand the underpinnings of a global talent acquisition and management strategy.
Assess how a global talent acquisition program can be most effectively delivered.
Learn how HR analytics can help global talent leaders make intelligent, real-time decisions.
Determine when and where to employ geographic talent hubs and localized online properties.
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Boletín 1er. congreso psicología infantil y familiaComunidad Deliem
Boletín informativo y proceso de inscripción del 1er. Congreso Psicología Infantil y Familia. Próximo a realizarse el sábado 6 de Junio del 2015 en la ciudad de Irapuato, Guanajuato.
Jsme personálně poradenská společnost specializující se na oblast informačních a telekomunikačních technologií s působností na českém trhu od roku 2001.
Cassandra Day Chicago 2015: The Synergy Between Apache Cassandra and DataStax...DataStax Academy
Speaker(s): Dan Flavin, Solution Engineer at DataStax
Apache Cassandra is a proven always-on, linearly scalable, high performance, NoSQL database widely used for mission critical applications. DataStax Enterprise extends the value of the data stored in the Apache Cassandra database, and provides enterprise-required functionality. Some of the most commonly used DataStax Enterprise features includes integration with Solr for search, Hadoop for batch analytics, a visual administration tool, in-memory capabilities, and built-in security. This talk will focus on the use cases and relationship between Apache Cassandra, DataStax Enterprise capabilities, and other commonly integrated technologies such as Spark, Storm, Kafka, etc.
As cloud adoption grows, Office 365 continues to gain traction among small businesses. This infographic explains cloud concerns and the importance of having a multi-faceted backup plan.
Make 2016 the Year of Learning Impact: Learn From the LeadersHuman Capital Media
Learning teams have high aspirations for their organization — 94 percent seek improvements in productivity, engagement and business agility, yet less than one-third achieve the results they desire.
How can we do better?
To answer this question, Laura Overton, founder of Towards Maturity, has been working with learning teams from companies of all sizes for over a decade. Published in November, Towards Maturity’s 2015-16 industry benchmark report — “Embracing Change” — analyzes 1.5 million data points from more than 600 organizations from around the world to identify what’s working and what isn’t. The findings not only show that the top performing 10 percent of learning organizations are three to eight times more likely to succeed in delivering business results but also highlights why.
How can we do better in 2016?
Join Laura for this webinar and learn how the top performers are:
· Winning hearts and minds of business leaders.
· Supporting the self-directed learner.
· Equipping the L&D team for success.
تعريف القرص الصلب ال Hard Disk بأنه وحدة تخزين للبيانات بجميع أنواعها، وسمي صلبا لأنه مصنوع من مواد صلبة وليست لينة، ويكون مثبتا بداخل الحاسوب وعادة يتكون من أقراص ممغنطة بداخله، ومن خلال رأس مثبتة بداخله عبارة عن لاقط كهرومغناطيسي يقوم بدور قراءة تلك البيانات المخزنة، وعادة يأتي بسعات مختلفة حسب الشركة المصنعة له، هو الجزء الأساسي من بنية الحاسوب والمسؤول عن التخزين الطويل الأمد للبيانات حتى في حالة انقطاع التيار الكهربائي عن الجهاز فهو يقوم بقراءة وتسجيل البيانات بطريقه إلكترونية حیث بإمكانه تخزین كمیة كبیرة من البيانات والمعلومات بالإضافة إلى إمكانية قراءة المعلومات و البيانات بصورة اسرع بكثير من أجهزة تخزين البيانات الأخرى مثل CD-ROM و Tap drives وغيرها من الوسائل التخزينية الأخرى كما أن الغالبية العظمى من المساحة التخزينية تستخدم لحفظ البرامج و تخزينها مثل أنظمة التشغيل المختلفة والبرمجيات المتنوعة والملفات الشخصية
Esta publicación se realiza en la “legítima defensa” que tenemos los ciudadanos peruanos como Derecho consagrado en el artículo2 inciso 23 de nuestra Constitución; para defendernos legalmenteante tanto abuso, vejamen y atropello y ante tanta agresión ilegítima cometida por diversas clase de corruptos funcionariospúblicos y corruptos magistrados del Ministerio Publico y del Poder Judicial que en forma permanente y brutal violan en forma impuney flagrantemente de manera sistemática y constante los máselementales derechos y principios constitucionales de losciudadanos peruanos
If you’re a HR leader, aspiring HR leader, line manager or social recruiting evangelist, this e-book takes you through the process of being a stellar talent finder on LinkedIn. What’s more? You can also learn from 8 Indian rockstar recruiters on how they deliver on key recruiting metrics using social recruiting.
If you haven’t taken the ‘Rockstar Recruiter Meter’ quiz in this e-book...Get cracking now!
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
The digital revolution has transformed the process of recruitment, albeit it has only been a decade since the move away from its conventional ways to modern, innovative and exciting new techniques.
Here we look at the various effective ways of recruitment, how to get referrals from LinkedIn and how to write a hiring alert for open positions for any company.
Thank you,
Sukanya Roy
LinkedIn is where 414+ million professionals from around the world come to connect, stay informed, and get hired. It’s the largest and fastest-growing social network for professionals. Every day, billions of interactions take place on the platform. Members update their professional profiles with new skills, recommendations, education and work experiences. They also build relationships with companies by connecting to employees, engaging with content, and following Company Pages.
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
Finding talent
on LinkedIn
Grow your company and hire more effectively with
the world’s most advanced professional network.
In this guide, you will learn the ways that LinkedIn can
support and accelerate hiring for your company. Even if
you’re not an experienced recruiting professional, these
tips will help you effectively hire on LInkedIn.
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
Linkedin and Career Transition WorkshopKaren Felder
In the current challenging market, finding your way to the people who might hire you takes skill, targeted networking strategies and persistence. Anecdotal evidence suggests finding your next senior executive role now takes 2-3 times as long than it may have done five years ago. A majority of recruiters and internal talent managers are now using LinkedIn to find and place candidates for their roles and many roles are now hidden, only posted to a recruiters’ network via LinkedIn. If you don’t have a profile on Linkedin and cannot easily be found with the right keywords, you are missing out on the opportunity to market your skills directly. In fact, some companies are even stating that candidates must have a LinkedIn Profile as a pre-requisite, especially for roles which require communication or
very senior level skills,. “Users with complete profiles are 40 times more likely to receive opportunities through LinkedIn”*
*Source: http://learn.linkedin.com/job-seekers/ 2012
The Knowledgefield is offering face to face sessions with a senior executive search specialist to teach you how to use LinkedIn, find hidden opportunities and use tested, process driven networking strategies to find your next senior role.
LinkedIn connects 100 million members in APACLinkedIn India
More than 100 million professionals in Asia Pacific now connected on LinkedIn. India remains the largest market in APAC with 37 million members. The region now represents 22 percent of LinkedIn’s global member base of over 450 million.
With 37 million members, India retains its spot as the second largest market after the US, and the largest market in APAC, in member base terms. China currently accounts for more than 23 million members, while Australia has 8 million members. The member base across Southeast Asia has also risen, hitting 18 million including 6 million in Indonesia, 4 million in the Philippines, 3 million in Malaysia, and 1 million in Singapore.
Presentations during LinkedIn Comms Connect (December 3, 2015). Topics range from shaping the narrative, building your professional brand, earning a seat at the leadership table and evolving skill sets of PR professionals
LinkedIn invites communications professionals to the inaugural CommsConnect on December 3, 2015 in Mumbai.
At this event, you will learn how to strengthen your company’s narrative and tell an unfiltered story directly to your stakeholders.
You will also hear from senior industry leaders on earning a seat at the leadership table and how communications can work with leadership to drive social engagement.
This is your opportunity to connect with other top communicators! This event is invite-only and space is limited. Please RSVP on lnkd.in/CommsConnectMumbai by November 30, 2015.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
2. You recruit like a rock star
when you...
Stop sourcing. Start networking.
Is your existing database your only fall back for all vacancies?
Widen your reach with social professional networks.
Stop interviewing. Start connecting.
Do you have a list of must-ask interview questions?
Try a new approach to connect with candidates even before the interview.
Stop hiring. Start nurturing.
Do you think hiring is a one-time exchange?
Plan a career path before you bring a new hire on board.
Who is this book for?
Recruiting managers
Talent acquisition leaders
Hiring managers
Line managers
3. There are two sides to a
recruitment story
The recruiter and the candidate.
Talent connects the two.
Read on as 8 rock star recruiters tell you how they build
relationships and hire outstanding candidates.
Rock Star Recruiter Meter
Lesson 1: Build for the future
Lesson 2: Make relationships matter
Lesson 3: Leverage social for wider reach and niche skills
Lesson 4: Focus on candidate journey
Lesson 5: Be a brand advocate
Summary: Rock Star Recruiter Check List
Additional resources
4. Discover yourself on our Rock Star Recruiter Meter
Mark Yes/ No to the following set of questions
This quiz should take you approximately 5 minutes to complete
04
Have you initiated steps to building
a personal brand online?
02
Can you leverage your network of
followers to help you connect with
the right talent?
03
Are you synonymous with your
employer brand and can people
link the two?
05
Do you engage with candidates
and stay in touch with them via
social platforms?
01
Have you put in a conscious effort
to research and identify talent
hubs?
06
Have you built or are a part of talent
communities that you tap into for
your hiring needs?
07
Have you built a talent pipeline for
your hiring needs in the future?
08
Have you segmented talent pools
as per your hiring needs?
09
Do you ask your candidates about
their dreams and aspirations and
map it back to their role?
10
Do your recent hires talk about an
excellent candidate experience
journey?
12
Are you a new age recruiting
practices evangelist in your
organization?
11
Do you track new age recruiting
practices regularly?
Y
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
Y N
5. Time for your results!
Count the number of Yes and No on your sheet
6. NO
On your sheet you see...
Mostly yes? Mostly no? It’s a tie Mostly Yes
Congratulations rock star!
Check out how your peers navigate the recruiting maze
You’re a rock star in the making!
Record your journey of transformation and allow our rock
stars to guide you
Is it a tie?
Try marking unanswered questions as “No”
Pick a side and run with it!
Mostly No
7. The anatomy of a
Rock Star Recruiter
Social recruitment savvy
Intuitive
Has a stellar personal profile
Builds candidate relationships
Wears multiple hats - data guru, artist, marketer
Stays on top of professional networking
Is a brand advocate
Is a certified LinkedIn Recruiter
Is there a Rock Star in your midst?
Let the master class
begin!
8. Lesson 1: Build for the future
Getting you prepared for talent pipelining
9. Gopi Krishnan R
Talent Sourcer- APAC
Paypal
Leverage LinkedIn projects for
talent pipelining
“Building a talent pipeline
is very useful for future
requirements and also
helps us improve turn
around time and return on
investment. I build talent
pipelines using LinkedIn
projects”
What excites
you about
social
recruiting?
“It helps me find & connect with
leaders in my industry. It gives me
access to a vast global talent pool.
That’s more than I can ask for as a
recruiter!”
jobs closed via
social networks
90%
2day response
time for a job
post on Linkedin
hired through
LinkedIn last year
85%
InMails
favorite LinkedIn
Recruiter tool
Stay on track with LinkedIn projects instead of
maintaining records manually
Gopi’s social recruitment dashboard
Gopi Krishnan saves potential candidate profiles in relevant folders
using LinkedIn projects. He keeps in touch with his talent pipeline by
sending messages and engaging with their content e.g. liking their
updates. When a relevant opening comes up, he feels connected
enough to directly interact with them.
10. 01 Optimize search and screening 03 Stay on track effectively
How to use LinkedIn Recruiter for talent pipelining?
02 Manage projects effectively
a. Tags
Recruiter lets you add custom tags to
candidate profiles. Use this feature to
make profiles easy to search.
b. Projects
Recruiter lets you save searches into
specific projects. Use this feature to
create a talent pipeline.
c. Connection path
Recruiter shows current employees to
potential candidates. Connect with them
for an inside opinion.
a. Reminders
Tagging reminders to candidate profiles,
team members and projects helps you
stay connected.
b. Reports
Sharing actionable project reports with
your team to make timely decisions and
course corrections.
a. Saved searches
Saving Boolean search strings and filters
allows Recruiter to notify you of new
candidates that fit your search criteria.
b. Update-me
By using this feature on Recruiter you can
stay updated on the career progress of
candidate profiles you’re interested in.
11. Lesson 2: Make relationships matter
Your journey to buiding stronger connections online
12. Ashrith Nonda
Social Media Recruiter
HCLTechnologies
Focus on building relationships
Identify the right pitch by understanding
career aspirations
“I advice recruiters to
build a connection with the
candidate and not just
limit interactions to filling
a particular requirement.
Integrating social media
into the recruitment
process can give you an
edge in building and
maintaining professional
relationships”
Ashrith Nonda ensures he maintins a healthy connection with his
potential candidates even if there are no openings available
immediately. He builds niche groups to attract the right kind of talent
and initiate connection with them and understand their career
aspirations.
Candidates find it easier to interact in a group discussion set up as
opposed to an interview context.
On building
relationships
with LinkedIn
Recruiter...
“Start with an InMail, after this we
focus on building a personal connect
from interview to onboarding,
LinkedIn Recruiter helps us stay
connected at each step.”
jobs closed via
social networks
100%
1day response
time for a job
post on Linkedin
mid/
senior positions
filled last year
69
Tags
favorite LinkedIn
Recruiter tool
Ashrith’s social recruitment dashboard
13. Lesson 3: Leverage social for niche and wider reach
From tips on mastering search for sourcing to cracking the InMail code
14. Build influence while connecting
with varied talent pools
What excites
you about
social
recruiting?
“Social professional networks like
LinkedIn help us nurture our vast
network of existing relationships.
All my existing employees can be
potential recruiters here”
response time
for jobs posted
on LinkedIn
InMails
favorite LinkedIn
Recruiter tool
2 days
Shreetam Subhrankar’s existing network of Microsoft alumni and
current employees gives him an army of potential recruiters. He
finds social professional networks with features like groups as one of
the best ways to stay connected with this vast pool of potential talent
that may not be actively looking for jobs.
Leverage current employees as potential
recruiters while looking for talent
Shreetam’s social recruitment dashboard
senior profiles
closed in 3
months
4
Groups
preferred tool to
build influence
Shreetam Subhrankar
Staffing Consultant
Microsoft
“While we were looking for
an editor with new age
journalism experience for
MSN, we couldn’t rely on
traditional sources. One of
the major challenges was
accessing exclusive talent
in this niche. LinkedIn’s
advanced search feature
helped me create a funnel
of relevant candidates and
reach out to exclusive
talent via InMails”
15. 01 They leverage their own network
4 ways rock star recruiters build reach differently
02 They make the most of LinkedIn groups
a. They explore beyond first degree connections
b. They invest time building links with their
extended network
a. They work on building influence with
candidates on groups
b. They use groups as a platform to reinforce
authenticity
03 They engage their profile views
04 Their existing employees are potential recruiters
a. They reach out to profile viewers outside of
their network
b. They actively work on increasing their
profile views
a. They motivate hiring managers to refer
star performers
b. They encourage employees to spruce up
their LinkedIn profile
16. Access niche talent pools across
experience levels
How do
targeted
search filters
help your
efforts?
“While developing a talent pool for
niche skills we look at applicants
from Top 50 technology schools in
US. LinkedIn was the fastest
channel to access this.”
response time
for jobs posted
on LinkedIn
Targeted
Search Filters
favorite LinkedIn
Recruiter tool
<24hrs
jobs closed via
social networks
80%
talent sourcing
via LinkedIn
Recruiter
Niche
Sivakumar Kairvelu proactively reaches out to candidates from the
“suggested profiles” field on LinkedIn and explores up to 3rd
degree connections while looking for niche talent. He uses the
advanced search feature to create a funnel of candidates from most
relevant to least relevant while connecting with talent.
Sivakumar’s social recruitment dashboard
Make the most of “suggested profiles” field
on LinkedIn
Sivakumar Kadirvelu
Recruiter
FlipKart
“The windows mobile app
development space is
niche. I was sourcing for
the role of ‘Mobile Product
Manager’ which is even
more niche, LinkedIn
helped me map relevant
applicants from
organizations that focus
on mobile talent in a quick
span of time, I presented 4
quality candidates to the
Hiring Managers, of which
1 got hired.”
17. Widen your reach across varied
geographies
Your proudest
moment in
social
recruiting?
Followers
favorite talent
pool to access
What are your
key drivers for
social
recruiting?
Reduced
Better
Reach
cost per hire
quality of talent
exclusive talent
senior positions
filled last year
25jobs closed via
social networks
70%
Surbhi’s social recruitment dashboard
Use analytics to identify talent pools across
geographies that may be potentially relevant
Surbhi Gupta deep dives into geography specific and role specific
information that she can gather on LinkedIn to identify and connect
with potential candidates. Her first step is to explore groups,
company pages that her potential candidates are following.
“Successfully hiring for US and
UK while based in India.
Delivering a seamless candidate
experience across the recruiting
life cycle with social recruiting.”
Surbhi Gupta
Senior HR Executive
Wipro
“The position for a Global
head of Treasury based out
of US was on escalation for
several months. I started
my search on LinkedIn
even though I had limited
knowledge of the US
geography. My first step
was to tap the right groups
where we built a series of
connections to finally
arrive at the right
candidate. LinkedIn helped
us access a global talent
pool from the comfort of
our local region”
18. 01 You will share a review of the receipients profile
02 You will always make an effort to personalize your InMails
03 You will refer to mutual connections as recommended by LinkedIn
04 You will demonstrate how you have been selective
05 You will use a conversational tone
Ten Commandments of rock star InMails
Follow these 10 commandments to initiate rock star conversations
06 You will make it brief
07 You will always highlight what’s in it for the recipient
08 You will always attempt to include useful and relevant content
09 You will always include a call to action
10 You will invite sharing by asking goals and interest levels in new opportunities
19. Lesson 4: Focus on the candidate journey
Unravel the art of making a lasting impact on your candidates
20. Stay connected with the candidate
from interview to onboarding
What excites
you about
social
recruiting?
“Good turn around ratio from
sourcing to offer and conversion
conversion. Cost effective
proactive recruiting channel”
response time
for jobs posted
on LinkedIn
Export
PDFs
favorite LinkedIn
Recruiter tool
<24hrs Leadership
Hiring
primary channel
LinkedIn
usage of
LinkedIn
Recruiter
Daily
Veena V makes an effort to ensure there are low drop out rates from
offer to joining. She finds LinkedIn Recruiter to be an apt platform to
share updates, invite feedback and stay connected even with
candidates who are not actively looking for jobs in her talent
pipeline. She uses a hands on approach while preparing
candidates to join the company.
Veena’s social recruitment dashboard
Adopt a proactive approach while taking a
candidate through the recruitment process
Veena V
Senior Recruiter
AmazonDevelopmentCenter
“As a recruiter, I stay
connected to the candidate
till they come on board as
‘employees’. I share
company and job details,
prepare them for
interviews, address
queries at each stage, keep
them engaged & excited
about joining the
organisation, by
furnishing the right
information and work as a
team to get the right
person on board”
21. Keep them engaged with
scheduled communication
How has social
recruiting
improved
candidate
journey?
“The movement from agency based
recruiting to developing an in-house
focus on social media presence has
resulted in increased ownership of
the candidate journey”
response time
for jobs posted
on LinkedIn
Groups
favorite LinkedIn
Recruiter tool
2 days
jobs closed via
social networks
50%
mid/
senior positions
filled last year
69
Namita Vyas follows an inside out approach to ensure each
candidate journey is smooth and relevant. She starts with
understanding her hiring manager’s need and then connects
potential candidates and hiring managers for exploratory
discussions. She also leverages common contacts to keep
candidates engaged.
Namita’s social recruitment dashboard
Keep communication lines open between
potential candidates and hiring managers
Namita Vyas
Manager - Technology Leadership
InMobi
"While hiring candidates, I
make use of available
networks – employees, top
management and my own.
I keep them engaged from
initial connect message till
finalization. I partner with
the hiring managers to
ensure that there is a
continuous chain of
communication with the
candidates. Be it
exploratory calls or in
person meetings with the
hiring managers, or
regular status updates by
me, I keep the candidate
warm and engaged with
InMobi”
22. Lesson 5: Be a brand advocate
Find out the secret to bringing your brand to life in your conversations
23. 01 Participate in groups
Represent your
employer brand by
participating in niche
groups on LinkedIn
02 Personalized InMails
03 Connect key leadership 04 Information updates
05 Live brand experience 06 Continued interactions
Bhajneet Singh Dhingra
Senior Manager Hiring
SapientConsultingPvtLtd
Advocating the employer brand
across the recruitment lifecycle
“While sourcing a creative
technologist (director
level) our first bet was to
get a dedicated global
search firm which didn’t
work out for us. I took
charge of the search on
LinkedIn - from groups to
targeted InMails- a well
planned candidate
experience helped us
convert an exclusive
candidate.”
Bhajneet Singh Dhingra takes us through how he hired
exclusive niche talent by advocating the Sapient Brand
Plan and send out
personalized InMails
with relevant and
useful content
Connect candidate
with key leadership to
give complete clarity
on role and goals
Candidate specific
information updates
and updates on
company and brand
Invite candidates to
live brand
experiences like an
event (Sapient Xi)
Stay in touch with the
candidate at planned
intervals with relevant
updates till they join
24. Take charge of your candidate experience
Follow this 12 point to-do list to deliver a rock star candidate experience
A how-to video of your application process on the website
Detailed info on the website and LinkedIn Career Page
Introduction to employees on LinkedIn
Branded personlaized InMails with useful information
Clear instructions and information on your availability
Staged and planned process, non repeated questions
Weekly calls, InMails and updates
“Is there anything you didn’t get a chance to tell us today?”
What you can do
Real answers that enables improvement, feedback forms
Call and connect up don’t just sms or email a rejection
Nurture niche communities on LinkedIn
Make a planned process map and keep improving
Simplified application process
Transparent application process
Know more about the existing team
Personalized and relevant emails
Option to check in and follow up
Smooth onsite interview
Stay in touch through the application process
Opportunity to completely present their profile
What your candidate wants
Constructive and two-way feedback
Respectful rejection
Keep in touch even if they didn’t interview
Stay commmitted to their experience
25. Every brand advocate needs a stellar profile
Follow these steps to build a rock star personal profile on LinkedIn
02 Dress it up with rich media
03 Add certifications
04 Make your updates interactive
05 Add recommendations
01 Craft a catchy opening
Make the most of the first 120 characters on your
profile. Include skills that make your profile distinct.
Include presentation, videos, portfolio items that can
help potential candidates set quality benchmarks.
Include all certifications that are recent and relevant.
The perfect way to showcase your experience and to
strike up a conversation with a new candidate.
Recommendations from team members on a hiring
managers profile would help potential candidates.
26. The Rockstar Recruiter
Check List
You have a plan for talent pipelining
You are ready to build relationships online
You have access to varied talent pools
You have revamped your personal profile
You have a well planned candidate experience
You can pack more power into InMails now
You are an employer brand advocate
You are closer to LinkedIn Recruiter certification
Are you ready to unleash your
inner rock star on LinkedIn?
Let the rock star
recruiting begin!
27. Meet the authors
Megha Nayak
Associate Field Marketing Manager
Megha is a Marketer with a passion for
business, technology and new ideas. She
is a part of the trade marketing team in
India.She plays enabler in helping talent
leaders leverage the power of LinkedIn.
Aadil Bandukwala
Senior Customer Success Consultant
Aadil is a Social Talent Evangelist who
consults with LinkedIn’s Enterprise
Customers in India on their Talent
Strategy and advises them on their
Employer Brand. SHRM India has ranked
Aadil as one of India’s Top 20 Most
Influential People in Human Resources
on Social Media for two consecutive
years.
29. Curious about social recruiting?
See more details of our solutions at talent.linkedin.com
Request free demo at talent.linkedin.com
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