This document discusses how recruitment agencies can leverage LinkedIn to attract candidates and clients. It begins by showing LinkedIn's large global user base and footprint. It then discusses how the recruitment landscape has changed, with social media and networks becoming increasingly important sources for hiring. The rest of the document provides examples of how agencies can use LinkedIn solutions like targeted ads, career pages, employee branding, and content sharing to engage with members and drive traffic to their profiles and pages. The goal is to establish agencies as trusted sources of information and opportunities.
4. What are your top priorities?
4
Build More
Pipeline of
Passive
Candidates
5. LinkedIn’s Global Footprint
238M+
Registered members as
of August 5, 2013
4M+
+
Australia
21M+
India 8M+
SE Asia
7M+
+
Canada
13M+
Brazil
Europe
USA
42M+
APAC57M+
84M+
3M+
DACH
5M+
Italy5M+
France
5M+
Spain
4M+
+
NL
12M+
UK
200+
Countries and
territories
65%
Of LinkedIn members
are outside of the US
EMEA
74M+
UAE
1M+
1M+
Sweden
1M+
Belgium
The LinkedIn Network
Global Footprint
6. The world and buyers have changed
What once worked, will not work anymore
6
97%75% 57%
Of the time cold
calls do not work
*7% worse every year
since 2010
B2B purchaser
influenced
by social
Buying decisions
are made before
sales rep involvement
Corporate Executive Board 2012
Connect & Sell 2012
IBM Buyers Preference Study 2011
7. US hiring growth is far outpacing global growth
“Considering only full and part-time professional
employees, how do you expect the volume of candidates
placed by your organization to change this year? ”
2013 Placement Volume
Full-time and part-time
4%
10%
12%
23%
84%
67%
0%
20%
40%
60%
80%
100%
“Considering only contractors, interim and temporary
professionals, how do you expect the volume of candidates
placed by your organization to change this year?”
2013 Placement Volume
Contractors, interim and temporary
7%
15%
21%
28%
72%
57%
0%
20%
40%
60%
80%
100%
Same
Decrease
Increase
8. And hiring volume remains healthy in 2013, but budgets
have not kept up – requiring firms to do more with less
“How has your organization’s budget for recruiting
solutions changed this year?”
Recruitment Budgets
7% 4%
40% 45%
53% 51%
0%
20%
40%
60%
80%
100%
2012 2013
Same
Decrease
Increase
“Considering only full and part-time professional
employees, how do you expect the volume of candidates
placed by your organization to change this year?
Placement Volume
Full-time and part-time
7% 4%
15%
12%
78%
84%
0%
20%
40%
60%
80%
100%
2012 2013
9. At the same time, competition is high in the
recruitment market
“What are your company’s biggest obstacles to attracting the best talent?”
Biggest obstacles to attracting top talent
Top 3 obstacles reflect a highly competitive landscape
Availability of quality talent 65%
Competition 46%
Offer made by client (includes compensation, role, location, etc.) 33%
Recruiting team too small 16%
Inability to effectively use data to improve our approach 11%
Recruiting team skills 11%
Lack of familiarity with my firm’s brand 11%
Recruiting team doesn’t have the right tools/systems 10%
Lack of familiarity with client’s brand 8%
10. Social professional networks are #1 source of key quality
hires by far
“Think about the key quality hires that your organization placed in 2012. Which of the following were the most
important sources for those key positions?”
Top 5 sources of quality hires
1. Social professional networks 63% 59%
2. ATS / internal candidate database 40% 45%
3. Internet resume databases 37% 31%
4. Internet job boards 35% 39%
5. Employee referral programs 32% 20%
11. Social professional networks also the #1 long-lasting trend
“What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?”
Top long-lasting trends
Utilizing social and professional networks 69% 70%
Finding better ways to source passive candidates 65% 56%
Using an internal database to manage talent leads 39% 39%
Boosting referral programs 30% 25%
Reducing dependence on traditional job boards 24% 21%
Posting jobs online 18% 24%
Using mobile for recruiting 18% 18%
Upgrading branding/marketing for staffing firms 16% 21%
12. 1. Use social networking and social media more effectively 28%
2. Build and nurture strong talent pools or pipelines 25%
3. Hire recruiters to strengthen the team 23%
4. Use data more effectively 22%
5. Invest in existing recruiting and/or tools (e.g., ATS, job boards, LinkedIn, etc.) 20%
In fact, recruitment leaders view social professional networks
as #1 competitive threat
“What are the things that your competitors have done or may plan on doing that would make you most nervous?”
Top 5 competitive threats in recruitment
17. 17
People Researching your
Employees per month
People researching your
Company per month
People currently following
your Company
Organic Traffic –
- InMails, Telephone Calls,
Emails, Meetings
How People Engage with your Agency
18. How People Engage with your Agency – Improve It
Organic Traffic –
- InMails, Telephone Calls,
Emails, Meetings
Employee
Branding Ads
Career Hub
Job Slots
Recruiter
License
People Researching your
Employees per month
People researching your
Company per month
People currently following
your Company
19. How People Engage with your Agency – Optimize It
Organic Traffic –
- InMails, Telephone Calls,
Emails, Meetings
Employee
Branding Ads
Career Hub
Job Slots
Recruiter
License
People Researching your
Employees per month
People researching your
Company per month
People currently following
your Company
Inbound Campaigns –
- Targeted Ads, Targeted InMails
20. Narrow Down to Target Audience
Targeted Ads
- Geography
- Industry
- Job Function
- Seniority
- Company Size
- Current Company Name
- School Name
- Groups
Targeted InMails
- Above PLUS
- Title
- Past Company Name
- Years of Experience
- Education Level
- Keywords on Profile
22. 22
Steve Pecko
Xyz Co.
Xyz Co. | Internet | New York City
O: 555.555.5555 | specko@xyz.com
500+ Connections | 9 Recommendations
Warm Up Engage Call to Action
23. The member meets your Agency
First point of contact on the LinkedIn Homepage
Member is warmed up,
and wants to learn more
Warm Up Engage Call to Action
Reach your ideal candidates
or business partners and
expose them to your brand
with a targeted recruitment
message on their homepage
24. The member meets your Agency
First point of contact on the LinkedIn Homepage
Reach your ideal candidates
or business partners and
expose them to your brand
with a targeted recruitment
message on their homepage
Member is warmed up,
and wants to learn more
Warm Up Engage Call to Action
25. The member meets your Agency
First point of contact on the LinkedIn Homepage
Reach your ideal candidates
or business partners and
expose them to your brand
with a targeted recruitment
message on their homepage
Member is warmed up,
and wants to learn more
Warm Up Engage Call to Action
26. The member meets your Agency
First point of contact on the LinkedIn Homepage
Reach your ideal candidates
or business partners and
expose them to your brand
with a targeted recruitment
message on their homepage
Member is warmed up,
and wants to learn more
Warm Up Engage Call to Action
27. The member meets your Agency
First point of contact on the LinkedIn Homepage
Reach your ideal candidates
or business partners and
expose them to your brand
with a targeted recruitment
message on their homepage
Member is warmed up,
and wants to learn more
Warm Up Engage Call to Action
28. The member meets your Agency
First point of contact on the LinkedIn Homepage
Reach your ideal candidates
or business partners and
expose them to your brand
with a targeted recruitment
message on their homepage
Member is warmed up,
and wants to learn more
Warm Up Engage Call to Action
29. The member meets your Agency
First point of contact on the LinkedIn Homepage
Reach your ideal candidates
or business partners and
expose them to your brand
with a targeted recruitment
message on their homepage
Member is warmed up,
and wants to learn more
Warm Up Engage Call to Action
30. How does a member learn about your Agency?
Your media drives members to your Career Page
Customizable modules
can dynamically adapt to
your audience targets
- Candidates
- Hiring Managers
Warm Up Engage Call to Action
31. 31
Warm Up Engage Call to Action
Lock down the Space
on your Company’s
Overview Page
How does a member learn about your Agency?
Your media drives members to your Company’s Page
32. 32
Warm Up Engage Call to Action
Lock down the Space
on your Products &
Services Page
How does a member learn about your Agency?
Your media drives members to your Products/Services Page
33. 33
Custom Recruitment Message
Custom Banner Graphic
Audience:
Sales / Marketing
Audience:
IT / Engineering
Deliver a Custom Experience
Tailor your message based on your target audience
Relevant Jobs
Warm Up Engage Call to Action
34. Jobs
relevant
to the
viewer
Members
can easily
talk to
recruiters
&
sales
associates
Customizable
Modules
Start a conversation with LinkedIn members
Establish your Agency as a recruiter and a partner of choice
Warm Up Engage Call to Action
Employee or
Client
Testimonials
35. Then member checks out your employees’ profiles
Own the real estate on your employee’s profiles
“More than 80% of candidates believe that current employees are
credible sources of information about organizations”
Source: Corporate Leadership Council (CLC) survey
Standard Display AdFollow Company AdPicture Yourself Ad
Give your Recruitment
or Business
Development Message
Warm Up Engage Call to Action
Erica Robertson
36. Then member checks out your employees’ profiles
Own the real estate on your employee’s profiles
Standard Display AdFollow Company AdPicture Yourself Ad
Give your Recruitment
or Business
Development Message
Warm Up Engage Call to Action
“More than 80% of candidates believe that current employees are
credible sources of information about organizations”
Source: Corporate Leadership Council (CLC) survey
Erica Robertson
37. Then member checks out your employees’ profiles
Own the real estate on your employee’s profiles
Standard Display AdFollow Company AdPicture Yourself Ad
Give your Recruitment
or Business
Development Message
Warm Up Engage Call to Action
“More than 80% of candidates believe that current employees are
credible sources of information about organizations”
Source: Corporate Leadership Council (CLC) survey
Erica Robertson
38. Then member checks out your employees’ profiles
Own the real estate on your employee’s profiles
Standard Display AdFollow Company AdPicture Yourself Ad
Give your Recruitment
or Business
Development Message
Warm Up Engage Call to Action
“More than 80% of candidates believe that current employees are
credible sources of information about organizations”
Source: Corporate Leadership Council (CLC) survey
Erica Robertson
39. Then member checks out your employees’ profiles
Own the real estate on your employee’s profiles
Standard Display AdFollow Company AdPicture Yourself Ad
Warm Up Engage Call to Action
Give your Recruitment
or Business
Development Message
“More than 80% of candidates believe that current employees are
credible sources of information about organizations”
Source: Corporate Leadership Council (CLC) survey
Erica Robertson
40. Then member checks out your employees’ profiles
Own the real estate on your employee’s profiles
Standard Display AdFollow Company AdPicture Yourself Ad
Warm Up Engage Call to Action
Give your Recruitment
or Business
Development Message
“More than 80% of candidates believe that current employees are
credible sources of information about organizations”
Source: Corporate Leadership Council (CLC) survey
Erica Robertson
41. Then member checks out your employees’ profiles
Own the real estate on your employee’s profiles
Standard Display AdFollow Company AdPicture Yourself Ad
Give your Recruitment
or Business
Development Message
Warm Up Engage Call to Action
“More than 80% of candidates believe that current employees are
credible sources of information about organizations”
Source: Corporate Leadership Council (CLC) survey
Erica Robertson
42. LinkedIn CoBranded Ad Join Group Ad
Picture Yourself Social Ad
(min 10 jobs on LI)
Follow Company Social Ad
(engagement only)
Ad Formats by LinkedIn
Jobs For You Ad
(min 50 jobs on LI)
Poll Ad
PICTURE YOURSELF AT xyzCo
Consulting at xyzCo
43. Targeted InMail Message
The member is inclined
to check out your InMail
after being warmed up
to your brand
Warm Up Engage Call to Action
44. 44
300x250
Banner
“ I’m Interested” button
Once clicked, user’s info goes
directly to your Recruiter
(member’s name will appear)
Customized message speaks directly to the member
Branded InMail message promotes your company
Warm Up Engage Call to Action
46. …You can continue to speak to them
Members can continue to receive targeted messaging on and off
LinkedIn
Continue to message
targeted professionals
off LinkedIn
Powered by
Jobs For You at Google
48. Media Performance – Large Agency Example
3 Month Campaign – Unique Visitors
Targeted Ads
Employee Branding Ads Launched
Career Hub Activated
End of Campaign
49. Media Performance – Small Agency Example
Launch – Unique Visitors
Targeted Ads
Employee Branding Ads Launched
Career Hub Activated
57. The #1 Activity on LinkedIn is Viewing Profiles
Your Brand Starts Here
57
Your personal professional brand:
Add a picture
Don’t copy / paste your resume
Write a personal tagline
Write your elevator pitch
Point out your skills
Distinguish yourself from the crowd
Ask for recommendations
Own your public profile’s URL
58. Company Overview Page
58
Your company’s brand:
Add a logo and banner image
Fill in the details
Company description
Point out Company Specialties
Differentiate from your
competition
Designate Page Admins for
company status updates
59. Company Products / Services Page
59
Your company’s brand:
Add multiple audiences
Describe services for clients
and candidates
Ask for recommendations
Add a video
Add banner images
Differentiate from your
competition
Talent is THE driving force for success and economic opportunity; that holds true for both individual professionals and the companies they work for. At our core, LinkedIn is in the business of connecting talent with opportunity at massive scale. We are able to do this in an unprecedented way due to the convergence of two unique trends:Scalable infrastructure that connects hundreds of millions of people in milliseconds, andExtraordinary shifts in online behavior related to the way people represent their identities, build their networks and share information and knowledge. This is fundamentally changing the world in the way we live, play, and, of course, work. And that’s where LinkedIn is focused: on fundamentally transforming the way the world works.
Talent is THE driving force for success and economic opportunity; that holds true for both individual professionals and the companies they work for. At our core, LinkedIn is in the business of connecting talent with opportunity at massive scale. We are able to do this in an unprecedented way due to the convergence of two unique trends:Scalable infrastructure that connects hundreds of millions of people in milliseconds, andExtraordinary shifts in online behavior related to the way people represent their identities, build their networks and share information and knowledge. This is fundamentally changing the world in the way we live, play, and, of course, work. And that’s where LinkedIn is focused: on fundamentally transforming the way the world works.
Challenger – WarmerObjective – Gain agreement that building pipeline is a crucial priority to obtaining the prospects numberWhat are you top three priorities to hit your number? (other than hiring top talent)Let’s start with your top priorities for hitting your number this year. Here are some typical ones we hear. Which one or two jumps the most out at you, and why?Try to get their “number” for the year. If you can’t, at least growth over last year (key number later down the line when objection comes in a month that this is expensive or we’ll look at it in several months).After some discovery, “Build More Pipeline” animates to become focus, along with a data point behind it. “Lead gen” and “building pipeline” can be used interchangeably.
Harvard Business Reviewhttp://www.hubspot.com/marketing-resources/marketing-statistics/http://www.customerthink.com/blog/b2b_sales_and_marketing_in_transition_whats_working?goback=.gde_4311285_member_176349737
A secondmeasure of marketingis how your employees are connected on LinkedIn and what is the reach of your employee’s networks i.e.: do they have robust connection density, are people outside your organization viewing their profilesand are they sharing insights, who they are connected to. This slide shows your company’s employees are connected and generating interest.Better connected employees provide:1. Increased flow of knowledge and have closer relationships;2. Allow for faster access to valuable contacts for business development or talent pipelining3. Greater employee collaboration for projects, expertise and navigating your own organization4. And of course greater reach as brand ambassadors for your organization
A secondmeasure of marketingis how your employees are connected on LinkedIn and what is the reach of your employee’s networks i.e.: do they have robust connection density, are people outside your organization viewing their profilesand are they sharing insights, who they are connected to. This slide shows your company’s employees are connected and generating interest.Better connected employees provide:1. Increased flow of knowledge and have closer relationships;2. Allow for faster access to valuable contacts for business development or talent pipelining3. Greater employee collaboration for projects, expertise and navigating your own organization4. And of course greater reach as brand ambassadors for your organization
A secondmeasure of marketingis how your employees are connected on LinkedIn and what is the reach of your employee’s networks i.e.: do they have robust connection density, are people outside your organization viewing their profilesand are they sharing insights, who they are connected to. This slide shows your company’s employees are connected and generating interest.Better connected employees provide:1. Increased flow of knowledge and have closer relationships;2. Allow for faster access to valuable contacts for business development or talent pipelining3. Greater employee collaboration for projects, expertise and navigating your own organization4. And of course greater reach as brand ambassadors for your organization
Describe role as Relationship ManagerPrimary business contact.Help you get the most from your investment in LinkedInHelp you and your team source the best talent in your industry, not just the best job seekers.Help you incorporate our tools into your sourcing and business processes.Today, I want to get to know a little more about you and what your goals are for next yr, but per our convo Peter I also want to give you an overview of some of the other offerings we have and how they can help you meet those goals.First a few questions: 1. How many recruiters do you currently have on staff? Using the tool? All of your ee’s on LI? 2. Work on Contract/CTH/Perm?, 3. Typical reqs? 4. From HM what’s big in 2011? 5. Do you guys carry a bench?
A career page is a great opportunity to establish yourself as an employer of choice. You can completely customize the page with your own content, images, employee testimonials, and videos. The jobs section will dynamically adapt to the user’s profile – showcasing the most relevant opportunities for the candidate.Our advanced options, Gold and Platinum packages, allow a company to target content to particular segments – up to 5 views for Gold and 30 for Platinum. This way, for example, you can create one view targeted for New York Financial Analysts, a view targeted to sales people in London, etc. The list goes on and on – you can target by geography, industry, function, and seniority. Together, we’ll make sure the right candidates receive the right messaging.As an added benefit, our Gold and Platinum packages offer an added bonus of ad impressions – recruitment media you can use to drive traffic to your Career Page.
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Copy and paste client’s LinkedIn profile photoDelete the arrow and note in greenClick on the word ‘Client’ and type in client’s name (you may need to reposition the text box)Delete the arrow and note in green
So – let’s start with ways you can build your professional identity on LinkedIn. Your LinkedIn profile provides you the Context & Credibility you need to establish and represent your professional brand. All over the world, it’s become your professional profile of record.Why this matters?Your LinkedIn Profile is one of the ways potential clients, employees and industry partners can find you. Get your profile to appear higher in search results on the Web for your name by customizing your LinkedIn Profile URL so it’s your first name and your last name together as one word (ex. JoeSmith). Also, make sure your LinkedIn Public Profile is visible to everyone. You can make both changes under your account settings. We’ll look at how to do that during today’s presentation.
So – let’s start with ways you can build your professional identity on LinkedIn. Your LinkedIn profile provides you the Context & Credibility you need to establish and represent your professional brand. All over the world, it’s become your professional profile of record.Why this matters?Your LinkedIn Profile is one of the ways potential clients, employees and industry partners can find you. Get your profile to appear higher in search results on the Web for your name by customizing your LinkedIn Profile URL so it’s your first name and your last name together as one word (ex. JoeSmith). Also, make sure your LinkedIn Public Profile is visible to everyone. You can make both changes under your account settings. We’ll look at how to do that during today’s presentation.
So – let’s start with ways you can build your professional identity on LinkedIn. Your LinkedIn profile provides you the Context & Credibility you need to establish and represent your professional brand. All over the world, it’s become your professional profile of record.Why this matters?Your LinkedIn Profile is one of the ways potential clients, employees and industry partners can find you. Get your profile to appear higher in search results on the Web for your name by customizing your LinkedIn Profile URL so it’s your first name and your last name together as one word (ex. JoeSmith). Also, make sure your LinkedIn Public Profile is visible to everyone. You can make both changes under your account settings. We’ll look at how to do that during today’s presentation.