New Year, new job - it’s no surprise that January sees 2x the number of job switchers compared to the rest of the year. With most people taking 60 days to land a new job, it means they are looking for their next play in October and November. Take advantage of the January hiring spike and take action now to secure the best candidates for your 2017 positions. In this webcast, you'll learn tips and tricks on how to prepare for the new year and attract those candidates that are looking for a new job now.

2. Meet your presenters
Emily Goodall
Relationship Manager, LinkedIn
Chris Jones
Customer Success Manager, LinkedIn

3. Agenda
 January is moving month, it’s time to get ready
now
 4 Simple steps
 Shape your employer brand and tell your story
 Q&A

5. January is moving month
In January 29% more people change jobs than any other month of the year
83% of job changers land their role within 60 days – which means
candidates are looking for jobs now

6. Get your hiring
managers on board
One of the first steps is collecting
information on the open position.

7. Get your hiring managers on board
 Align your priorities with the business
 Ask the right questions in the intake meeting and set the action plan together
 Prepare them for candidate engagement
 Educate them on your employer brand and tap into their network

8. Standard Hiring Manager Questions
 What do you want to pay?
 What are the major responsibilities?
 What kind of education does it require?
 What technology does the candidate need to be proficient in?

9. Additional questions
 What are three must-haves for the candidate?
 What three qualities would immediately get a person fired from this job and why?
 If you had to hire someone without any prior experience for this job, what kind of personality
and aptitude would they need to quickly get themselves up to speed?
For a printable hiring manager intake form, download our Recruiter’s End of Year
Toolkit

10. Test your candidate journey
9 in 10 professionals say a good interview experience can change their minds about a
job or company they had doubts about
77% of professionals want to hear good news by phone and 65% of professionals want to hear
bad news by email.
How you make potential candidates feel about your organisation (even the ones you reject) is as
important as the love and attention you give your customers.

11. The Airbnb Story
Strategies:
 Mapped out the entire candidate journey using storyboarding, from discovery through each critical point
of the experience, frame by frame, to either offer or rejection: “We talked about what we want candidates
to know and feel at each step along the way.”
 Used candidate surveys for feedback and learning.
 Applied online for different jobs with other companies, from start-ups to giants such as Coca-Cola, to see
what the application experience was like and learned how other organisations communicate.

12. The Airbnb Story
Learnings:
 Set and manage expectations, and do it often.
 Work out what makes you unique as an organisation and capitalise on it.
 Treat candidates with courtesy and respect.
 The way an organisation rejects a candidate is as important as how it makes an offer to a successful
applicant.
 Once you hire, align the organisation vision with theirs and train the candidates using the ‘candidate
journey’.
Read the full Airbnb Story here

13. Writing irresistible
job descriptions
and engaging
InMails

14. Create irresistible job descriptions
 Start with what you have and update your existing job descriptions
 Ask yourself these questions:
• Are your titles searchable?
• Do they have a conversational tone?
• Do they highlight the position’s impact and match your organisation’s brand?
 Read job descriptions from other organisations and assess what other
companies are doing well
For a job description checklist, download our Recruiter’s End of Year Toolkit

15. 64%
passive talent
36%
active talent

16. Write engaging InMail
 Think mobile
 Send a personalised message
 Respond quickly
 Set expectations
Hi John,
I wanted you to know about an exciting opportunity
going at [Organisation] that we’re looking to fill before
the holiday period.
I really think this role is up your alley because of
[reason], and I’m sure it could open some great doors
for you in 2017.
If you’d like to find out more please get in touch as soon
as possible as we’ll be starting interviews soon.
Best,
Michael

17. Get your LinkedIn
house in order

18. Your LinkedIn profile is your first
impression
 As a recruiting professional, your professional brand can make the difference
 Update your profile picture
 Highlight your accomplishments
 Update your summary
 Ask for recommendations
 Share valuable content
 Update your team’s profiles

19. Spruce up your company’s pages
 Your LinkedIn company page represents your organisation to potential candidates
 Make sure you share content that is valuable to your audience, share exciting news and post
images to stand out
 Showcase your company’s unique capabilities
 Use the company page analytics to see what works best
 Grow your follower base by using your employees’ networks, your email signature and
Sponsored Updates
79% of followers are interested in
job opportunities from companies
they follow

20. Bring your employer brand to life
 Your LinkedIn Career Page is an extension of your Company page where your job
opportunities and your employer brand come to life
 Tell an authentic story about your organisation and paint a picture of what it’s really like to
work at your company
 Check your organisation’s career’s site as well as internal sources for photos and videos
 Share photos and blogs from your employees
 Engage candidates with personalised content by job function or location

21. LinkedIn Career
Pages have been
reimagined

24. Next Generation Career Pages help you share your
authentic story and drive measurable hiring results
Reach the right talent
Traffic-driving ads & tailored audience views help you engage high-priority
candidates
Share your authentic story
“Life” page provides candidates invaluable culture insights from you & your
employees
Drive quality applicants
“Jobs” page helps talent hone in on the right roles & self-assess fit before applying
Measure impact
Robust in-product analytics allow you to see key recruiting results & insights

25. “Life” page gives candidates a rich, authentic view into
life at your company
Feature inspiring
company leaders;
allow talent to get to know them before
they join
Feature videos,
images, slideshows
highlighting your company culture,
people, mission
Catch top talent’s eye
with a standout image or video
telling your company story
Share employee-
created photos and blog
posts
that tell an authentic story, while
allowing you to control your message

26. Australia
Engineering

27. Early Adopter Customers

28. Live Q&A
Send us your questions via the Q&A Box now!
Emily Goodall
Relationship Manager, LinkedIn
Chris Jones
Customer Success Manager, LinkedIn

29. Thanks for joining us!
You will receive an email with today’s slides and
the recording of this webcast.