Recommended
More Related Content
Viewers also liked
Viewers also liked (11)
Similar to Criterion
Similar to Criterion (20)
Recently uploaded
Recently uploaded (20)
Criterion
- 1. ©2016 LinkedIn Corporation. All Rights Reserved. LinkedIn Recruiter Launch Pad January 20, 2017
- 2. ©2016 LinkedIn Corporation. All Rights Reserved. 2 Agenda • Boolean • InMails • General Information • Headhunting Method • Pipeline Management • Social Recruitment
- 3. Usage
- 4. ©2016 LinkedIn Corporation. All Rights Reserved. Usage January
- 6. ©2016 LinkedIn Corporation. All Rights Reserved. Boolean Searches
- 7. Hit Your Target with InMail
- 8. ©2016 LinkedIn Corporation. All Rights Reserved. Good InMails
- 9. ©2016 LinkedIn Corporation. All Rights Reserved. Good InMail 1
- 10. ©2016 LinkedIn Corporation. All Rights Reserved. Good InMail 2
- 11. ©2016 LinkedIn Corporation. All Rights Reserved. Good InMail 3
- 12. ©2016 LinkedIn Corporation. All Rights Reserved. Bad InMails
- 13. ©2016 LinkedIn Corporation. All Rights Reserved. Bad InMail 1
- 14. ©2016 LinkedIn Corporation. All Rights Reserved. Bad InMail 2
- 15. Open Candidates – Recruiter’s Experience Recruiters can see “Open to New Opportunities” as part of Spotlights.
- 16. Profile Outlook
- 17. LinkedIn Confidential ©2013 Build a Profile That Recruits – Show more than tell! Name HeadlinePicture Summary & Experience Vanity URL
- 18. ©2016 LinkedIn Corporation. All Rights Reserved.
- 19. Start with Financial Controller
- 20. ©2016 LinkedIn Corporation. All Rights Reserved. • Conduct research on job titles • Method 1: o Make use of smart suggestions • Method 2: o Pay attention to job titles & industries that are not included • Method 3: o Headhunt using insights • Method 4: o Headhunt from Groups Financial Controller Search
- 21. ©2016 LinkedIn Corporation. All Rights Reserved. Insights
- 22. ©2016 LinkedIn Corporation. All Rights Reserved. • Advise your clients where the talent is • Advise which companies to target from • Look at Current Client Company and headhunt from past companies • Network relationships • Open to new opportunities • Engaged with your Talent Brand Headhunt from Specific Companies
- 23. ©2016 LinkedIn Corporation. All Rights Reserved.
- 24. Follow Up with Your InMail
- 25. ©2016 LinkedIn Corporation. All Rights Reserved.
- 26. ©2016 LinkedIn Corporation. All Rights Reserved. Recommended Sent Out InMails Sent Out: 5 per day; 25 per week; 100 per month Let’s aim for 22% acceptance rate 22 acceptances per month per seat
- 27. ©2016 LinkedIn Corporation. All Rights Reserved. Recommended Schedule 09:00 to 09:30 – Quick Search 09:30 to 10:00 – Send InMails & Update status 10:00 to 18:00 – Go on with other tasks 1 hours a day – 5 hours a week
- 29. ©2016 LinkedIn Corporation. All Rights Reserved. Update Status
- 30. ©2016 LinkedIn Corporation. All Rights Reserved. People who have declined you or accepted you, please ensure that their status are updated.
- 31. Job Slots
- 32. ©2016 LinkedIn Corporation. All Rights Reserved.
- 33. ©2016 LinkedIn Corporation. All Rights Reserved.
- 34. ©2016 LinkedIn Corporation. All Rights Reserved.
- 36. ©2016 LinkedIn Corporation. All Rights Reserved. LinkedIn Recruiter Post jobs Source candidates Send InMail messages Organize profiles Manage candidate profiles Collaborate with your team Get news Conduct research Stay connected Join groups Endorse people Build your brand Make connections
- 37. ©2016 LinkedIn Corporation. All Rights Reserved. Building Relationships Write Blogs Use your Connections Targeting Jobs
- 38. ©2016 LinkedIn Corporation. All Rights Reserved.
- 39. ©2016 LinkedIn Corporation. All Rights Reserved.
- 40. ©2016 LinkedIn Corporation. All Rights Reserved.
Editor's Notes
- Build a Profile That Recruits – what do you think is the #1 Activity on LinkedIn today? Looking at profiles is the #1 activity on LinkedIn. People often think of their profile as their own personal space - when it’s not just you that you’re representing, it’s also your company. Think about your company’s employment brand, how can your represent both yourself and your employer’s brand? As you are updating your profile, or building one from scratch, ask yourself the following: What is my goal? Who is my audience? How will my profile lead them to want to engage with me and learn more about our opportunities? Say: When it comes to your profile, you’ll want to “show”, not “tell”. Give your profile a facelift with these key fields: Name: Ensure that you have your full name with nothing more. Headline: Did you know that your headline doesn’t have to be your job title? Headlines should be creative, with professional flair, to explain what you do. Picture: A profile picture makes you more memorable and 11 times more likely to be viewed. Use a picture that represents who you are, professionally. Summary & experience: Use these sections to tell a story of who you are, and who you are looking for, all the while promoting your employer brand. Summarize your role and key contributions as sign posts of your skills while avoiding the CV style breakdown. Write your experience in a way that encourages viewers to say “Yes, tell me more…” So building a strong profile is a way to engage with talent and promote your business in a targeted manner, and builds trust by using an authentic voice leading to further conversation. Once you have these basics down, you can take your profile to the next level by using rich media which we will can cover of in our Advanced session. Any questions on porfiles