This presentation contains theoretical and practical examples, catered to both beginning and more experienced users.
During this presentation, the following topics will be covered:
LinkedIn Recruiter Essentials
- LinkedIn Recruiter functionalities
- Recruiter work flow to maximize your time within LinkedIn Recruiter
- How your LinkedIn.com profile can help you with hiring candidates.
- Bring your searches to the next level
- How to manage your candidates in LinkedIn Recruiter
- Inmail and job posting tips and best practices.
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Have you ever wondered, “is upgrading to LinkedIn Recruiter worth it?”
Short answer: yes. Whether you’re looking to find more of the world’s best talent, maximize your efficiency, or build a pipeline to stay ahead of the game, LinkedIn Recruiter is the best tool available.
We could tell you all about the benefits of Recruiter, but a picture is worth a thousand words - so we thought we'd show you what makes the Recruiter experience so powerful instead.
Learn even more: http://linkd.in/1d225G6
This presentation contains theoretical and practical examples, catered to both beginning and more experienced users.
During this presentation, the following topics will be covered:
LinkedIn Recruiter Essentials
- LinkedIn Recruiter functionalities
- Recruiter work flow to maximize your time within LinkedIn Recruiter
- How your LinkedIn.com profile can help you with hiring candidates.
- Bring your searches to the next level
- How to manage your candidates in LinkedIn Recruiter
- Inmail and job posting tips and best practices.
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Have you ever wondered, “is upgrading to LinkedIn Recruiter worth it?”
Short answer: yes. Whether you’re looking to find more of the world’s best talent, maximize your efficiency, or build a pipeline to stay ahead of the game, LinkedIn Recruiter is the best tool available.
We could tell you all about the benefits of Recruiter, but a picture is worth a thousand words - so we thought we'd show you what makes the Recruiter experience so powerful instead.
Learn even more: http://linkd.in/1d225G6
The recruitment landscape is changing – fast. The power and reach of social media has seen recruiters go from Rolodexes and cold calling to engaging warm candidates within minutes of finding them online. At the same time, candidates have more career choices, clients have more channels to research potential partners and competition for great talent is stiff.
How can you stay ahead in this new context? The answer lies in leveraging the enormous possibilities of social recruiting. And to do this, you need the right tools at your fingertips.
With more than 364 members worldwide and tools designed specifically for recruiters, LinkedIn is the modern recruiter’s essential partner.
Right now is the perfect time to start using LinkedIn to grow your business. View the SlideShare now for a snapshot introduction to LinkedIn Talent Solutions. Learn:
• How the recruitment landscape has changed.
• How recruiters can use social networks to their advantage.
• How LinkedIn works – profiles, Company Pages and Career Pages explained.
• How you can use LinkedIn to successfully grow your business.
You as a fresher must have seen posts like this:
“Dear Connections, one of my friend is looking for this and that, and/or I’m a fresher
and I need an internship as I recently graduated please connection can you help...”
These sorts of posts won’t help you get your results.
Your-million dollar question: What’s [In It] for you on LinkedIn?
- To get your first internship
- To get your first job
Let us start with the obvious. This is what you have been doing wrong;
1- Apply for Internship/Jobs from the JOB Icon
2- Commenting “Interested”
3- “Hope you are doing well!” text when you connect to someone
4- You become desperate. You do know how to to get your first job/Internships
This document is for you.
The recruitment landscape is changing – fast. The power and reach of social media has seen recruiters go from Rolodexes and cold calling to engaging warm candidates within minutes of finding them online. At the same time, candidates have more career choices, clients have more channels to research potential partners and competition for great talent is stiff.
How can you stay ahead in this new context? The answer lies in leveraging the enormous possibilities of social recruiting. And to do this, you need the right tools at your fingertips.
With more than 364 members worldwide and tools designed specifically for recruiters, LinkedIn is the modern recruiter’s essential partner.
Right now is the perfect time to start using LinkedIn to grow your business. View the SlideShare now for a snapshot introduction to LinkedIn Talent Solutions. Learn:
• How the recruitment landscape has changed.
• How recruiters can use social networks to their advantage.
• How LinkedIn works – profiles, Company Pages and Career Pages explained.
• How you can use LinkedIn to successfully grow your business.
You as a fresher must have seen posts like this:
“Dear Connections, one of my friend is looking for this and that, and/or I’m a fresher
and I need an internship as I recently graduated please connection can you help...”
These sorts of posts won’t help you get your results.
Your-million dollar question: What’s [In It] for you on LinkedIn?
- To get your first internship
- To get your first job
Let us start with the obvious. This is what you have been doing wrong;
1- Apply for Internship/Jobs from the JOB Icon
2- Commenting “Interested”
3- “Hope you are doing well!” text when you connect to someone
4- You become desperate. You do know how to to get your first job/Internships
This document is for you.
DON'T WANT TO SIGN UP? Get the PDF on the RAIN Group blog: https://www.rainsalestraining.com/blog/13-tips-for-email-prospecting-success. These 13 prospecting email tips will help you craft prospecting emails that stand out in buyers' inboxes, improve response rates, and ultimately secure more meetings.
Puedes ver y descargar el documento original aquí: http://www.jardinuniversitario.utm.edu.ec/departamento/media/areatecnica/buenas_practicas_inclusion_laboral.pdf
El reclutador moderno debe ser una mezcla de psicólogo, publicista, mercadologo, experto en social media y sobre todo amante del análisis estadístico (esto suele ser lo más difícil). Son estas cualidades las que le permitirán crear estrategias innovadoras que atraerán el talento humano que necesita para su organización.
Un excelente libro que nos enseña paso a paso todo lo que hay que saber sobre la importancia que tiene el servicio al cliente para nuestras empresas. Este libro explica con sencillez términos como NPS, MOT y Custormer Journey (entre otros).
En lo personal yo aplique el conocimiento obtenido a la mejora de procesos de atención de talento humano en departamentos de reclutamiento y selección, con el objetivo de incrementar el número de candidatos referidos y así disminuir la inversión en medios de reclutamiento.
En conclusión un excelente libro para leer y sobre todo para aplicar.
Gabriel Castellanos
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.
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.
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?
The Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
2. Personalization: the key to effective InMails
Why having an InMail strategy matters
Common InMail pitfalls
When to send your InMail
Finishing touches for subject lines
Honing your approach with analytics
04
07
09
03
10
11
LinkedIn InMails offer you a way to speak one-
on-one with the very best (and hard-to-reach)
candidates in your market – in a way that’s likely
to get their attention and command a response.
But do you know how to craft an InMail that will
succeed in getting an answer, and will drive
interest in your job opportunity?
In this guide, we’ll share some tips about how to
effectively reach out to candidates using InMails,
one of LinkedIn’s most powerful and popular tools.
The Recruiter’s Guide to Writing Effective LinkedIn InMails 2
3. “LinkedIn offers an unparalleled
pool of professional data, and
an easy, yet effective way to
contact relevant prospects.
My team receives higher
than average response rate
on InMails because we send
reviewing all the professional
information a prospect has
shared on LinkedIn and then
connections to our business.”
Suzanne Myers
Director,Talent Acquisition
Real Page
Why having an InMail
strategy matters
so think carefully about your approach before you reach out.
Remember:
InMail messages are a direct reflection of your company. All of the
touchpoints that a candidate has with your company come together to
create a strong, compelling employer brand.
Your initial communication also sets the stage for what comes next.
hiring process.
Finally, don’t forget that you also have a personal brand as a recruiter.
When you take care to represent yourself well, it will pay off, since
candidates will see you as a trustworthy partner in their career journey.
The Recruiter’s Guide to Writing Effective LinkedIn InMails 3
4. Personalization: the key to
effective InMails
Put yourself in the shoes of a passive candidate, getting a message from a recruiter out of the
blue. What’s the best way to establish trust with someone who may not be actively looking for
new opportunities?
They key is to carefully craft your InMail messages to establish a real connection with the people
you’re reaching out to. When you personalize your message – for example, mentioning things you
your chances of getting a response.
LinkedIn Recruiter makes it easy for you to quickly get the info you need to send a tailored,
personalized one-to-one InMail by showing you everything you have in common with the person
The Recruiter’s Guide to Writing Effective LinkedIn InMails 4
5. 01 Connections in common
LinkedIn Recruiter will point out
people that you and the candidate
are both connected to, and also
connected to your company, so
you can mention your common
acquaintances in your InMail. You can
Recruiter to target your 2nd-degree
connections – that way, you’ll be sure
to have people in common.
02 Groups in common
people who are members of the same
groups you’ve joined. It’s a good idea
to take a look at some of the recent
popular discussions in these groups,
and bring them up as a conversation
starter in your InMail. You’re 21%
more likely to get a response from a
candidate when you send an InMail to
someone who shares a group with you.
03 Companies in common
LinkedIn Recruiter will also highlight
when you’ve worked at the same
company as someone you’re targeting
– which is a great way to establish
common ground. Referencing a former
employer in common increases your
chances of getting an InMail response
by 27%.
6 ways LinkedIn Recruiter
helps you personalize
The Recruiter’s Guide to Writing Effective LinkedIn InMails 5
6. Education in common
When you’re composing your InMail
message, Recruiter will also point
out when you share an alma mater
with the person you’re contacting.
Mentioning a school in common is
another perfect conversation starter to
help your message stand out.
05 Company followers 06 Interests in common
On average, each LinkedIn member
follows about six companies on
LinkedIn – so followers are likely to
already have a pretty strong interest in
your company. People who follow your
company on LinkedIn are 81% more
likely to respond to your InMail than
those who don’t. Use the “Company
Finally, don’t forget to take a look
experience, or other background that
could create a connection.
6 ways LinkedIn Recruiter
helps you personalize
(Continued)
04
The Recruiter’s Guide to Writing Effective LinkedIn InMails 6
7. Common InMail pitfalls
At LinkedIn, we’ve gathered a lot of data and heard plenty of feedback over the years about
what works when crafting InMail messages – which means we’ve also learned a lot about what
doesn’t work.
If you’d like to create the best candidate experience (and get a higher response rate), remember
that your first InMail to a candidate is really about establishing rapport and starting a conversation.
Here are some don’ts to keep in mind when crafting your next InMail:
Don’t ask for a resume in your first message. Focusing on your needs, instead of
those of the candidate, is a quick way to turn off prospective talent. Acknowledge their
accomplishments, learn more about their interests and career goals, and determine if they are
Don’t ask the candidate for the names of other people they know who may be interested
in the job in your first message. This is a common mistake that recruiters make and
The Recruiter’s Guide to Writing Effective LinkedIn InMails 7
8. Common InMail pitfalls
(Continued)
Don’t pitch a position that’s at a lower level than the candidate’s current position. Our
data indicates that nearly 70% of members who started a new role in the past 12 months were
either promoted or took a lateral move.
Don’t offer a temporary contract opportunity when the candidate is already employed
full-time. When contacting prospective talent, understanding their career trajectory is key
in establishing productive initial contact. If candidates have been in permanent roles and
growing in their career, they probably won’t be receptive to the idea of switching to a three-
month temporary position. Starting a conversation with this approach instantly diminishes your
credibility and negatively impacts not only your employer brand, but also your personal brand
as a recruiter.
Don’t reach out to people whose background and experience aren’t aligned with the role.
their experience.
The Recruiter’s Guide to Writing Effective LinkedIn InMails 8
9. When to send your InMail
On average, LinkedIn Recruiter users send nearly a million InMail messages to LinkedIn members
each week. That makes it all the more important that your message stands out from the crowd.
Timing matters. First, don’t send that InMail over the weekend! InMail messages sent on
Saturdays are 16% less likely to get a response compared to those sent earlier in the work week.
There’s also a better time of day – between 9 AM and 10 AM local time for the recipient, on a
Thursday. You’re about 12% more likely to get a response at that time of day than on a Friday
afternoon, when everyone’s thinking about the weekend.
The Recruiter’s Guide to Writing Effective LinkedIn InMails 9
10. Finishing touches for
subject lines
When you’re getting ready to send an InMail, take special care with your subject line. Aim to grab
someone’s attention, while still keeping your tone professional. Ask yourself: Is the subject line
short and engaging? If not, edit it until it’s snappy and easy to read.
Keep in mind that as more and more messages are read on mobile devices, the subject line has
to work even harder to get someone to open and read your InMail.
A few ideas for attention-grabbing subject lines:
Say something positive about the candidate’s background.
Mention something you have in common with a candidate or something you noticed on their
or industry they work in. For example, if you’re recruiting a candidate who works for a video game
company, you could try a subject line that reads, “What’s your favorite video game?”
The Recruiter’s Guide to Writing Effective LinkedIn InMails 10
11. Honing your
approach with
analytics
Now that you’ve got the basics of how and when to
reach out with InMails, it’s time to take a look at your
InMail Analytics so you can be sure you’re getting
the results you want.
report, let’s look at terminology. There are two buttons
that show up at the bottom of each InMail message:
Reply to message and Not interested.
The calculations to the right also include free InMail
messages sent to your connections and to OpenLink
members. It doesn’t include any messages you sent
to candidates’ email addresses.
Accepted InMails = number of InMail messages that
candidates replied to by clicking Reply to message
Declined InMails = number of InMail messages that
candidates replied to by clicking Not Interested,
regardless of the reason
Pending (No Response) InMails = number of InMail
messages that candidates did not respond to at all
Total InMails = accepted InMails + declined InMails
+ pending InMails
Acceptance rate = (accepted InMails) / (total
InMails)
Response rate = (accepted InMails + declined
InMails) / (total InMails)
The Recruiter’s Guide to Writing Effective LinkedIn InMails 11
12. 01 Sign in to Recruiter.
Move your cursor over Reports and click InMail
Analytics.
At the top of your screen, review activity,
commonalities, and template usage.
02
03Honing your
approach with
analytics
LinkedIn Recruiter:
Reports
Recruiter Usage
Pipeline Analytics
Job Analytics
InMail Analytics
More
HOW ARE POTENTIAL LEADS RESPONDING TO YOU?
COMPANIES WHERE THEY WORK
HOW PERSONAL IS IT?
have something in
common
used templates
Intro - LC
Tip Sheet Copy
Conversation Shared
Kevin Gardner
Harry Bruce
Eric Snider
48 messages
2 messages
53 InMails, 38 had something in
common
53 InMails, 43 with templates
72%
92%
SENDER AND RECIPIENT
HOW LONG HAVE THEY BEEN IN THEIR CURRENT POSITION?
INMAIL RESPONSE ANALYTICS
Last Updated May 2, 2014 Print
All Recruiter Activity Apr 2, 2014 to May 2, 2014
INMAIL
8% response rate
377
ACCEPTED DECLINED NO RESPONSE
63 16 162
LinkedIn
Share a group 45%
64%
9%
17%
Have a shared connection
Worked a same company
Live in same location
10%
2%
1%
1%
1%
Oceanic
Engina Corporation
Francia Consulting
Other
0
< 1 year 1-3 years 3-5 years 6-10 years > 10 years
Years in the same position
25
50
75
100
What more can you get out of LinkedIn Recruiter?
Hope you are well. As part of our ongoing review of your
LinkedIn Solution, I noticed that you were not logging much
over the past few months, so I was keen to understand if
there’s something that I can help with to ensure you get the
most out of it. We do have a LinkedIn Learning Center
accessible via the link below which not only offers tutorials on
The Recruiter’s Guide to Writing Effective LinkedIn InMails 12
13. At the bottom of the screen, the Analytics
Details table summarizes the individual recruiter
InMail data for each person on your dashboard.
Click Download Data to download the
04
Honing your
approach with
analytics
LinkedIn Recruiter:
(Continued)
You can use this information to identify your most and
least responsive talent pools, which can help you
shape and adapt your InMail strategy over time. As a
manager, you can also determine how your team of
recruiters is performing. Download the Review InMail
Analytics tip sheet for more information.
ANALYTICS DETAILS
SEAT HOLDER
Jill Bay 195 19 50 126 10% 90%
Steve Jenkins 53 8 9 49 18% 82%
SENT ACCEPTED DECLINED NO RESPONSE RESPONSE RATE TEMPLATE USE
Download Data
The Recruiter’s Guide to Writing Effective LinkedIn InMails 13
14. About LinkedIn Talent Solutions
Founded in 2003, LinkedIn connects the world’s professionals to make them more productive and
successful. With over 300 million members worldwide, including executives from every Fortune
500 company, LinkedIn is the world’s largest professional network.
LinkedIn Talent Solutions offers a full range of recruiting solutions to help organizations of all
possible experience.
The Recruiter’s Guide to Writing Effective LinkedIn InMails 14