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Leveraging LinkedIn
1. Aaron Downes
Top 10 Tips: On Relationship Manager EMEA at LinkedIn
LinkedIn | Internet | Dublin, Ireland
Leveraging Connections: 930 Recommendations: 23
LinkedIn for Free
Recruiting Solutions
2. Tip 1: Enhance Your Personal Brand
• Headline
• Current & Past Jobs
• Websites
• Summary
• Specialities/Skills
2
3. Tip 2: Get Recommended by People you Placed
You did them a favour, they owe you one!
• A few will do (not back to back)
• Make them hit on different points
Recruiting Solutions
4. Tip 3: Use LinkedIn Groups
Groups
Join many
Participate in a few
800,000 +
Run one Biotech & .NET
Developers Design
Pharma
Pros
Recruiting Solutions
9. Tip 7: Improve Your Agency’s Profile Page
Recruiting Solutions
10.
11. Tip 8: Leverage Your Recruiters Too
Summary
I would love to help you be a part of our team in making LinkedIn THE social networking site for
professionals.
LinkedIn is a company that is changing people’s lives around the world. We are at a point in our growth
where your input will help shape our future.
Please contact me if you’re interested in working for a great pre-IPO, hyper-growth company
(xuan@linkedin.com).
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My name is Bob Moody and like my colleagues here today, I work within the Staffing and Agency vertical, working with agencies to use LinkedIn to make them more productive and successful.
The personal profile is one’s opportunity to highlight your personal brand as a recruiting leader. There’s a lot of things that an individual can do to illustrate that he/she is an industry thought leader while boosting the reputation of their organisation. There’s a few basic things that we’ll walk though what each of you and your individual recruiters can do to brand yourselves as thought leaders and experts. If your online professional profile becomes your ‘brand’, think about what it is that you want potential employers, employees, candidates, clients to know Here’s a screenshot of my profile, Account Executive at LinkedIn. A couple things to note: First, a picture! Make sure you have a picture. It makes a big difference in making your profile more human, and you more accessible. Second, have a good headline: Be creative with your headline. It doesn’t have to be “Recruiter at Company XYZ.” Also, your headline shows up with your name in search results, so it’s an opportunity to make someone want to click on your profile. Third, make sure you’re current and past jobs are up to date, speaking in 1st person. Doesn’t have to be as formal as on your CV, but you do want to included lot’ s of action wordsMake sure you include websites so that your profile is linked your profile to websites, and company pagesYour summary is your elevator pitch - it should give the reader enough information about you to want to scroll down. Include skills, and showcase what it is about you that makes you great at what you doAnd LinkedIn has made some great strives of late to ensure that this process is easy.
Request recommendations – from people you’ve placed, by colleagues, peers. - you don’t need recommendations just from people you’ve worked with or placed – seek recommendations from creative places - for work you did on a project, for a presentation you gave, for mentorship,
When it comes to Groups… Join many. There are more than 800,000 groups on LinkedIn, and you can set up daily or weekly Group digests. Join recruiting groups to stay up to speed on your job, or join groups that are relevant to your key talent pools—whether they’re focused on industry, role or function. They’ll help you keep your finger on the pulse of the market. Participate in a few. Get involved in a few select groups to brand yourself as an expert. Again, it’s all about building your personal brand as a recruiter. Don’t just post an open job or plug for your company here or there—when you participate, make sure it counts. Post thoughtful questions, articles the group might like, and unbiased responses to their conversations. Run one. We’ve seen our customers create groups about their companies, their industries, functional areas or niches in which they’re particularly strong—and they use these groups for employment branding, pipeline building, and even sourcing. Figure out what’s best for your company and you recruiting strategy, and go for it. And don’t forget to promote and drive traffic to your group once you’ve created it—link to it from your career page and your profile, and encourage your recruiters to do the same.
So how might one
Creating a poll is a great way to get intelligence on your industry, talent market, or really anything that’s on your mind. I often get asked about specific market or industry demographics or statisistics, and we don’t necessarily have the answer to everything at LinkedIn, so this is what i recommend doing. And truthfully, it’s you and your recruiters who are at the street level – probably the best gauge for where your market’s at.
LinkedIn Companion for Firefox and IE Bookmark LinkedIn profiles, searches and jobs:Search using built-in LinkedIn Search Engines
So we’ve talked about what the individual can do to ensure that the best foot is forward at all times; we’ve also now laid a foundation for your organisation to build a strong brand within the LinkedIn environment.Consider your company page on LinkedIn the hub of all activity. This is where your organisation can assert it self as an agency of choice, an employer of choice, and ensure that your corporate vision is represented effectively within the LinkedIn environment. We say this is your hub of all activity because anytime someone, whether it’s a possible client or candidate, needs to learn something about your organisation, this is where they will find it. It’s important for the LinkedIn environment to understand what your company does, why it’s great to do business with you, why it’s great to work for you, and why I can trust to my career with you. • Follow your company to stay in the loop on keydevelopments, including job openings and otherupdates.• Read through a high-level overview of your company.• See who in their network is employed by yourcompany.• Access the latest news about your company throughyour blog posts and Twitter feeds.• Visit the “Employee Statistics” section to get ananalytical perspective on your employees. Forexample, they can see what percentage of yourcompany’s employees are in engineering, sales ormarketing. Or how your company’s employee basehas grown over time, as reected by your employees’LinkedIn proles.• Get a quick summary of other key company datathat you choose to provide.Organization specific information is important to driving candidate response from passive candidatesImportant to note that anyone can change the content – many companies are appointing stewards of their LinkedIn brand and aligning content with business and marketing/communications departments/strategies Ensures a consistent and positive user experience with your brand
Nothing beats word-of-mouth recommendations for generating new business. Andwhen it comes to making buying decisions, recommendations from friends, peers andcolleagues hold far more weight than the marketing messages on your corporatewebsite, or a testimonial from a stranger. Each time a LinkedIn member endorses yourproducts or services, their recommendation becomes visible to all of their connectionsand could spread virally. When you promote and curate these recommendations, youhave a showcase of the most credible, authentic endorsements of your products
There are parts of the LinkedIn profile that your entire team of recruiters should be leveraging to build your employment brand and talk about the opportunities at your company. Three things Xuan does well here: First, she links to LinkedIn’s company website, career site, blog, AND Twitter feed. As a recruiter, you should link to every place a candidate can go to find out more about your company and careers there. Second, Xuan uses her Summary section like an elevator pitch for any would-be-candidate. And finally, Xuan takes advantage of the applications you can add to your LinkedIn profile. You’ll see that she’s incorporated LinkedIn’s corporate blog via our WordPress app. We’ve seen other recruiters embed presentations, polls, Twitter feeds, and sponsored events to provide more color around what it’s like to work at their companies.
Use your LinkedIn status update as you would a targeted, business edition of Twitter. You can even selectively synchronize the two from LinkedIn.com or from Twitter.com. Your status updates are a fantastic opportunity to share information virally. You can:- Advertise open jobs at your company and ask your network to pass on leads- Share tips on job seeking to position yourself as an expertPost exciting updates about your company and highlight what it’s like to work there(as you’ll see on the slide, here’s Brendan again, sharing news and updates about LinkedIn, as well as jobs we have open right now.)
How many of you in this room are familiar with LinkedIn Signal? [show of hands…assuming awareness may be low in non-tech industries] LinkedIn Signal pulls shared news articles and status updates from LinkedIn and Twitter, and allows you to search and filter them by keyword, industry, company, region, and more. Essentially, it allows you to find that signal in the stream—to find the information that is most relevant to you as a recruiter, without having to wade through the never-ending stream of content out there. Two ways Signal will help you be better at your day job: One: industry trends. Say I’m a sales recruiter at a pharmaceuticals company. I can go to Signal, search for “sales,” and then filter my search by industry for “pharmaceuticals.” Signal will show me what sales professionals in the pharma industry are saying and what articles they’re sharing. It’s a great way for me to start my day knowing what’s going on in my key talent pool. Two: competitive intel. Say I’m recruiting for highly specialized engineering jobs at a manufacturing company, and I hear that our largest competitor for talent is going through a round of layoffs. This obviously has major implications for my talent market, so I can go to Signal and search for that company’s name to get the latest news on what’s happening. I can also filter my search by individuals AT that company to see if there are any highly skilled and talented workers who are—lucky for me—updating their status to say they’re out of work and looking for a new job.
