Realise the power of
social recruiting

The recruitment landscape
is changing fast.
Recruiters can no longer
post, pray and expect results.

Today:

Today:
1. Candidates have
more career choices.

Today:
1. Candidates have
more career choices.
2. Clients have more
channels to research
potential partners.

Today:
1. Candidates have
more career choices.
2. Clients have more
channels to research
potential partners.
3. The recruitment industry
is more competitive
than ever.

Q.How do you stay ahead?

Q.How do you stay ahead?
A. Connect directly with the
best candidates before your
competitors do.

Q.How do you stay ahead?
A. Connect directly with the
best candidates before your
competitors do.
SOCIAL NETWORKS MAKE
THIS POSSIBLE

Social networks
enable you to:
• Listen, participate and
engage with candidates
and clients.
• Develop a company
brand that makes
clients and talent want
to partner with you.
• Build pipelines to
find talent faster.

Social networks
are booming
22.5% of all internet time
is spent on social networking.1
Social professional networks
have become the number
1 source of quality hires for
global staffing firms.2
Read more:
LinkedIn’s Global Staffing Trends Report reveals
3 hot trends that every staffing and search leader
needs to know:
2015 Global Staffing Trends (tip sheet)
2015 Australia Staffing Trends (full eBook)
2015 India Staffing Trends (full eBook)
2015 Southeast Asia Staffing Trends (full eBook)
non APAC countries
67%
43%
29%
41%
Social
professional
networks
Internet
job boards
Employee
referral
programs
Internal
candidate
database3

Social recruiting
is the new normal
and is an essential
tool for:
• Tapping into talent pools.
• Connecting and engaging
with quality talent.
• Locating
hard-to-find talent.

Recruitment patterns
are also evolving.
Most professionals:
• No longer need to
actively job seek.
• Are connected
via social media.
• Can choose from
multiple opportunities.
• Are also being targeted
by your competitors.

In this new context,
the best recruiters
act like marketers.
• They invest in their brand.
• They engage with clients
and candidates online.
• They recruit more efficiently.
• They grow their
business as a result.

As a recruiter, your talent pool has
expanded. Your ability to reach and
engage that pool has improved.

As a recruiter, your talent pool has
expanded. Your ability to reach and
engage that pool has improved.
Now, you need the
right social recruiting solution
at your fingertips.

Enter LinkedIn
LinkedIn is the modern
recruiter’s best friend
• LinkedIn has more than
364 million members
worldwide.4
With LinkedIn you can:
• Build your personal
brand and your firm’s brand.
• Engage key talent
pools and potential clients.
• Recruit candidates
and new clients.

Let’s take a brief look at how it works.

Let’s take a brief look at how it works.
Step 1:
Build your brand
LinkedIn helps you build a strong
personal brand as well as a strong
company brand.

Your personal
brand
A great personal brand
can make the difference
between attracting and
losing top talent.
LinkedIn lets you build
your personal recruiter
brand using your
LinkedIn profile.

Your personal
brand
A great personal brand
can make the difference
between attracting and
losing top talent.
LinkedIn lets you build
your personal recruiter
brand using your
LinkedIn profile. An average of 45 million
profiles are viewed on
LinkedIn every day.5
45M

Your LinkedIn profile is a
prime branding opportunity
The number one activity on
LinkedIn is checking out profiles.
Recruiters have 10 times more traffic to
their profiles than the average member.6
A stand-out LinkedIn profile
is the ultimate way to:
• Show talent why
it’s worth
connecting
with you.
• Show clients
what a stellar
recruiter you are.

LinkedIn lets you measure
the success of your personal-
brand-building strategy.
Free analytics tools let you:
• See who’s viewed
your profile.
• See who’s viewed
your status updates.
• See how your network
is expanding.
Read more:
Devoting time to building your
personal brand will increase your
response and referral rates and help
you recruit better talent. These 6
simple steps outline the key areas you
should invest in to boost your brand
on LinkedIn.
6 Steps to Building Your
Recruiter Brand on LinkedIn

What about your company brand?
Do candidates and
clients view you as a trusted
partner, or have they never
heard of you?

With a LinkedIn Company
Page you can:
• Build your brand
presence.
• Showcase your
company culture.
• Differentiate yourself
from your competition.
A stand-out LinkedIn
Company Page will make
clients and talent want to
engage with you.
48K
48,000+ staffing and recruiting
companies have Company
Pages on LinkedIn.7

The best thing about
a Company Page?
It lets LinkedIn members
follow your firm.
And followers are valuable:
• 79% are
interested in job
opportunities
from companies
they follow.8
• 68% want to
receive relevant
news and insights
from companies
on LinkedIn.9
• 100% are more
likely to respond
to an InMail from
someone at a
company they
follow.10

Track your Company
Page performance
Free LinkedIn analytics let you:
• See who’s
visiting your
Company Page.
• See if the
audiences
you want to
engage are well
represented.
• Benchmark your
‘followship’
against similar
organisations
and competitors.
Read more:
Do you love data? Measure the
strength of your talent brand & get
your agency’s customized index
score. Learn more about
Talent Brand Index.

Step 2:
Engage your
target audiences
LinkedIn helps you engage with clients
and talent via personal and Company
Page status updates, and with your
Career Page.

Personal
status updates
Personal status updates
are the perfect way to stay
top-of-mind and engage
your LinkedIn connections
at scale.
Status updates can include
interesting stories, news,
blog posts (yours or
others’), photos, videos,
SlideShares and more.

Company Page
status updates
Company Page status
updates allow you to
leverage your following.
Companies that post at
least one status update
on LinkedIn per week get:
• 40% more views.
11
• 25% more applications.
12
Read more:
One of the best ways to boost
your firm’s brand is to use content
marketing. Read the
Content Marketing
Guide for Talent Acquisition
tailormade for time-poor staffing and
search professionals.

Career
Pages
Career Pages allow you to
engage the broader LinkedIn
network with relevant
information on:
• Your open opportunities.
• Your brand.
• Your team.
Learn more about LinkedIn Career Pages.

Step 3:
Recruit candidates
and clients
LinkedIn helps you do what
you do best: recruit!

Recruit candidates

Find that needle
in the haystack
Even in a global marketplace,
great talent can be hard to find.
LinkedIn can help you find
the right candidates and
get their attention.

Activate
passive talent
Increasingly, top talent
doesn’t even enter
the marketplace.
Yet across the global talent
pool 85% of professionals
are approachable and open
to hearing about a
new opportunity.13

Unlock passive
talent potential
As the world’s largest source
of passive candidates, LinkedIn
helps you:
• Connect with passive talent.
• Find the right talent for
your clients and your firm.

Build a talent
pipeline
With LinkedIn you can
pipeline talent so you can
fill roles (including hard-to-
hire positions) more quickly.
Talent Pipeline in LinkedIn
Recruiter enables you to
aggregate, track, contact
and nurture talent leads.
Read more:
Imagine having an engaged talent pool
at your fingertips for every hard-to-hire
role. Those who pipeline talent are living
that dream. Pipelining not only saves you
and your team from reinventing the wheel
for every role, it reduces time to hire and
leads to better quality candidates.
12 Tips to Build a Stunning Talent Pipeline

Recruit clients

Warm up
cold leads
69%
*
of buyers are more
likely to choose a vendor if the
salesperson is recommended to
them by someone in their
professional network.
LinkedIn allows you to leverage
members of your own network
and reach out to mutual connections
and potential clients.
*Survey of 1,500 LinkedIn members who influence or make
B2B purchases and are Managers or above (LinkedIn).

Reach out to
job posters
For professional recruiters,
LinkedIn Groups can be a
useful lead generation tool.
By seeing which companies are
posting jobs in Groups, you can
engage with active job posters at a
time when they are potentially open
to a conversation.

Keep tabs on
targeted clients
Follow the LinkedIn Company &
Career pages of potential clients to
receive news about any new jobs
posted and any staff joining
or leaving.
Use Search Alerts created in LinkedIn
Recruiter Professional Services to
remain informed of any new relevant
LinkedIn members who could be
potential new leads.

Gain Market
Intelligence
With information gained through
LinkedIn Recruiter Professional
Services, you can:
• Gain insight into the hiring trends
of the locations, industries, and
companies you recruit for.
• Identify any companies undergoing
growth that may be in need of
your services.
Read more:
Tired of cold calling? Let us help you.
Download “Business Development on
LinkedIn: The Staffing Professional’s
Guide”, a technical guide that
features step-by-step instructions on
how to utilize LinkedIn for business
development purposes. For anyone
in a sales, business development or
marketing role, or those running a full
desk within the staffing industry.

So there you have it.
New recruitment landscape?
No problem.
With LinkedIn you can build, engage
and recruit successfully in today’s
social-media-charged environment.

Now you know why you need LinkedIn,
you’re ready to learn more about how you
and your firm can benefit from it.
The recruiting firm’s LinkedIn field guide provides
an in-depth look at how LinkedIn can help you:
Build your brand foundations.
Engage your target audiences.
Recruit more candidates and clients.
DOWNLOAD THE RECRUITING
FIRM’S LINKEDIN FIELD GUIDE.

LinkedIn tools at a glance
Free
LinkedIn
Tools
Personal Profile Targeted Status Updates Talent Pool Reports
Job Posts
Job Slots
Sponsored Jobs
LinkedIn Recruiter and
Recruiter Professional Services
Build Engage Recruit
Company Page
Employee Profile Ads Sponsored Updates
Career Pages
Targeted Ads
LinkedIn Followers
(http://lnkd.in/CompanyPages)
(http://lnkd.in/Ads) (http://lnkd.in/
SponsoredUpdates)
(http://lnkd.in/CareerPages)
(http://lnkd.in/Ads)
(http://lnkd.in/TPReports)
(http://lnkd.in/JobPosts)
(http://lnkd.in/JobSlots)
(http://lnkd.in/SponsoredJobs)
(http://lnkd.in/LIRecruiter)
LinkedIn
Talent
Solutions

Additional resources
Build Engage Recruit
6 Steps to Building Your
Recruiter Brand on LinkedIn
Content Marketing Guide
for Talent Acquisition
Recruiter Professional Services
12 Tips to Build a Stunning
Talent Pipeline
Business Development
on LinkedIn: The Staffing
Professional’s Guide
The Recruiter’s Guide to Writing
Effective LinkedIn InMails
LinkedIn Career Pages
The Employer Brand Playbook
Talent Brand Index
(lnkd.in/rb) (lnkd.in/cm)
(lnkd.in/rps)
(lnkd.in/ppl)
(lnkd.in/bd)
(lnkd.in/SSInMailGuide)
(lnkd.in/cp)
(lnkd.in/EBPlaybook)
(lnkd.in/TBI)

1
LinkedIn, The industry trends every staffing executive needs to know.
2
LinkedIn, Top Southeast Asian staffing trends for 2015.
3
ibid.
4
LinkedIn Talent Solutions, Six steps to building your recruiter brand on LinkedIn.
5
Brad Mauney, Five simple ways to boost your professional brand on LinkedIn,
http://linkd.in/1fKrxuD, July 2013.
6
LinkedIn, The industry trends every staffing executive needs to know.
7
LinkedIn Research (as referenced in The recruiting firm’s LinkedIn field guide).
8
ibid.
9
LinkedIn Company Pages and Followers (http://lnkd.in/dyMcXda).
10
LinkedIn Research (as referenced in The recruiting firm’s LinkedIn field guide).
11
LinkedIn Talent Solutions, Hacking the science behind LinkedIn status updates.
12
LinkedIn, The industry trends every staffing executive needs to know.
13
Talent Trends 2014: What’s on the minds of the professional workforce
(http://lnkd.in/TalentTrendsReport).

Interested in knowing more about how LinkedIn can help you beat
your competition to the best candidates and become a preferred
partner to your clients?
Speak to a Business Solutions Consultant
for Staffing and Search in your region, or
request a free demo.