3. What we will cover today
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Agenda
1. Why people are on LinkedIn?
2. Recap on Build, Engage and Recruit
3. Proactive search
4. Hire your followers
5. Automated search
6. LinkedIn on mobile
7. Conclusion
4. THE WORLD IS
CHANGING FAST…
Candidates & Companies
More
Connectivity
More
Choice
More
Channels
1980’s 1990’s 2000’s 2010’s
Filing
Cabinet
Recruiters
Offline
Database
Job
Channels
Social
Media
5. SOCIAL MEDIA
IS HERE TO STAY, EMBRACING
ITS POWER IS THE KEY
57%
of the decision to ‘buy’
is now made before any
commercial contact with
your business
11. PROACTIVELY SOURCE
CANDIDATES
Get full visibility of
profiles
Reach out
using InMail
Workflow and
Collaboration tools 78%
Followers are
78% more likely
to respond to
an InMail
Increased access to
the network
17. PROMOTE YOUR JOBS TO THE BEST
CANDIDATES
Only the most suitable
candidates will see your jobs
Job posts are a great
engagement tool
Job visibility can be increased
with Sponsored Jobs
of members are interested
in job opportunities from
companies they are
following
79%
19. Some LinkedIn
mobile applications
Bring your recruiter suit always with you
• Search into your pipeline
• Read and send messages
• Manage your projects
• Look at candidates applications
20. Some LinkedIn
mobile applications
Apply everywhere for your next job
• Search jobs into whole LinkedIn network
• Use allerts to get notifications
• Get more information about companies and
recruiters
• Apply on-line with your LinkedIn profile (no more
Curriculum Vitae!)
21. Conclusions
1. In LinkedIn very few people are proactively looking for a new job
2. LinkedIn can help you to hire active and passive candidates
3. Followers are the key for your recruitment successes
4. You need a full mobile optimized recruitment process
22. Followers
Ideal flow
BUILD, ENGAGE AND RECRUIT
FOR SUCCESS
RELEVANT
JOBS
CAREER
PAGES
TARGETED
MEDIA
EMPLOYEE
ADS
RECRUITER
CONTENT
UPDATES
BUILD ENGAGE RECRUIT
Editor's Notes
The world of work has been changing at a rapid pace for both clients and candidates as well as recruitment businesses.
Recruitment companies have had to adapt over the years in the facing of evolving technologies.
Connectivity – networking
Choice – volumes of jobs and suppliers
Channels – job boards, social media and job aggregators
Explain changes – from off to online.
The most recent technology to disrupt recruitment is that of the social web.
One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel.
Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends.
LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say.
Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc ….
We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
We hear about content marketing all the time – apparently content is King. But really - What is content marketing?
Producing information that engages your target audience to educate and convert
Content marketing isn’t just about reaching a huge audience – in fact, depending on your target market a huge audience may not even exist! What content can do is start a quality conversation.
Like a conversation content will start to make people aware your business, your services, what you can offer and how you can change their current situation.
Content and the subsequent engagement can be the first step you candidates take before making an application to one of your positions, or could be the nudge you give a prospective client to start working with you.
Content marketing is being used because of the potential for scale. It is easier to create something of value, share it with your relevant audience, get it amplified out wider still instead of cold calling everyone who might be of interest to your business.
LinkedIn gives you access to over 300 million professionals world wide – but as we all know they are not all interested in a now job but are open to relevant opportunities. You need to think about passive candidates as people who are not yet ready to buy your services.
And finally we have the engine room of the solution. Our Recruiter and RPS platform gives you unrestricted access to all 300+ million LI members and allows you to access the right talent in a far more efficient and effective way. As a business you also maintain all the associated IP and we see Inmail response rates from Followers V non Followers being up to 100% higher.
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By building and engaging with Followers your response rates from job postings will be far higher. We find Followers of a company are 3x more likely to apply for one of your jobs than a non Follower. Let me explain how they work … (include new feature of every application has to now “opt out” from the company they applied to.
So LinkedIn has all three of your core audiences to help your business be successful. By building your Followers from candidates, clients and consultants you will achieve far higher results and the strategy you need to deploy for each of these is around the concept of “build, engage and recruit”.
