Get the most out of your LinkedIn Recruiter investment Welcome to LinkedIn Recruiter! Here are some tips, best practices and training resources that will help you increase your team’s productivity.

1. Leadership Plus Learning
Everything you need to transform your
team into expert recruiters

2. Get the most out of your
LinkedIn Recruiter
investment
Welcome to LinkedIn Recruiter! Here
are some tips, best practices and
training resources that will help you
increase your team’s productivity.
03 Introduction
04 Recruiting by the numbers
07 Ensure success for your team
10 Set goals for your team
12 Create a learning plan
16 Identify your next steps
2

3. Recruiting by the numbers

4. Picture this…
You lead a team of nine recruiters who are
currently working to fill 145 job requisitions. Let’s
do some math.
Assume:
30% of your job leads come from referrals.
10% of your leads come from active job
applications through your company website.
60% of your leads are from active sourcing.
145 job requisitions x 60%
=
87 actively sourced job
requisitions
Divided among nine
recruiters, that means
each recruiter on your
team will be actively
sourcing approximately
10 new hires.
4

5. Look at the numbers
Let’s break this down. To find 10 new hires,
each team member needs to interview at
least three candidates per role, or 30 people
total.
That means phone-screening approximately
60 prospects. To find those 60 prospects,
each recruiter needs to prescreen 120
people.
To get replies and narrow their list to 120
prospects for prescreening, the recruiter
needs to source 330 potential prospects.
All in all, each recruiter on your team
needs to source 330 prospects to find 10
hires.
Candidates
interviewed
30
Prospects
phone screened
60
Prospects
prescreened
120
Prospects sourced
330
5
10
hires

6. Ensure success for your team

7. Identify champions
Your first step in ensuring success is to identify
team champions to help drive learning. Ask
yourself:
• Who are your best direct-to-market recruiters?
• Which team members are motivated to learn
and develop professionally?
These are the people who are ready to build on
their success and get the most out of their
Recruiter licenses.
These champions can help other team members
see the value of using Recruiter and see that the
effort and time needed to learn will pay off with
shorter time-to-hire.
“I have found 25% of my
candidates through
LinkedIn, which has really
paid off within our group.
I have received feedback
that some of our best
candidates have come
through LinkedIn
Recruiter and hope to
continue to leverage this
awesome tool throughout
my recruiting career.”
Lindsay Mueller
Recruiter, Stryker
7

8. The right people, the right
tools
Do you have the right people with the
right tools? Capitalize on the recruiters
on your team who have enthusiasm for
social recruiting and experience with
LinkedIn.com. Their familiarity with
social platforms means that these team
members will quickly become
invested in using the tool.
8

9. Set goals for your team

10. Usage
• Change behavior by
measuring performance
through benchmarks.
Create usage goals for
your team. For example:
– Sign in once a day
– Perform 10 searches
per week
– Send a specified
number of InMail
messages per
month
Results
• Specify to your team the
number of potential
prospects they should
have
− identified
− placed in the
pipeline
− screened and
interviewed
• Specify other results you
want to see - for
example, reduce cost to
hire by 35% or reduce
time to hire by 12 days.
Impact
• Have your recruiters track
how prospects found out
about the position, or tag
prospects as directly
sourced from LinkedIn in
your ATS.
Great expectations
Once you’ve selected your team of champions, explain why you want them to have a
Recruiter license and what the expectations are for license holders. Ensure that the
team understands operational goals and knows how they will be tracked.
10

11. Create a learning plan

12. Set the right foundation
To set the right foundation for your team, follow
these tips:
1. Create a learning plan. Work with LinkedIn to
create a learning plan for your team’s needs.
2. Communicate the plan. Organize a kick-off
call with your Talent Acquisition leads, your
recruiting team, and LinkedIn. Walkthrough
the learning plan and detail timeframes and
milestones.
3. Check in regularly. Set weekly touch points to
monitor learning progress and usage. Review
benchmarks such as courses completed, and
operational impact goals.
4. Identify champions. Reward successful team
members and partner them with those who
may need extra help.
The Talent Solutions
Learning Center has all the
tools your team needs to
succeed, including on-
demand and expert-led
courses.
12

13. .
Education in four parts
Work with your LinkedIn team to rollout your
learning plan.
1. Complete pre-work. Your team will complete
a series of online courses in the Learning
Center, such as the Get Started with Recruiter
in 60 Minutes learning track.
2. Attend custom education sessions. Your
LinkedIn team will create a series of custom
sessions based on your team’s needs.
3. Learn more. Complete ongoing education
with self-paced courses that continue to
improve your team’s skills.
4. Get certified. Get the best return on your
investment in LinkedIn Recruiter by getting
your team certified.
Help your team increase
its efficiency and sharpen
its competitive edge by
setting talent acquisition
goals, creating a
development plan, and
applying the skills that the
team gained in training
and preparing for the
LinkedIn Certified
Professional—Recruiter
certification exam.
13

14. Find
Organize
ContactCollaborate
Post
Daily routine
Follow the Recruiter workflow
Recruiters are inundated everyday, so
sometimes sourcing goes to bottom of
the pile. How do you keep it from
becoming overwhelming? Start by
having your team make Recruiter a part
of every day. In the morning it’s the first
thing they do – check search alerts,
organize their pipeline of prospects,
contact potential leads, collaborate with
their teammates, and post jobs.
14

15. 15
Identify your next steps

16. Set goals
The Talent Solutions Learning Center
helps your team quickly build their
basic skills. What further goals would
you like to achieve? Consider these
ideas:
1. Make Recruiter training part of your
team’s onboarding plan.
2. Create internal coaching teams to
help further your team’s skills.
3. Encourage every team member to
get certified.
4. Include incentives or prizes for
completing training and getting
certified.
16