Start at the Source: How to Find Talent on LinkedIn

LinkedIn by the numbers:
332,000,000 People who use LinkedIn
187,000,000 Number of unique monthly visitors
2 new LinkedIn members every second
200 Countries and territories served by LinkedIn
2 out of 5 users check LinkedIn on a daily basic
17 minutes a month average time user spends on LinkedIn

2015 LinkedIn Recruiting Trends

92% companies that use platforms such as Twitter, LinkedIn and Facebook to recruit candidates

LinkedIn continues to be the dominant recruiting network compared to Facebook and Twitter

Preferred Channels for Promoting Talent

• 47% General social media
• 49% Word of mouth
• 61% Social professional networks
• 76% Company website

75% of professionals are open to switching jobs but only 61% of companies are recruiting passive candidates (those who aren’t actively seeking a new job)

3 out of 4 fully-employed LinkedIn members are passive candidates

Recruit Reboot: Tips for better LinkedIn recruiting

Create a company page

It can add value and credibility

Pick the right profile picture

• Choose a banner image that stands out.
• Just having a picture makes LinkedIn profile 14 times more likely to be viewed by others.

Make sure your profile is complete

• Write a descriptive headline.
• Include keywords in your profile.
• Optimize your LinkedIn URL.
• Keep the page current.

Stay active

• Share relevant news, company updates and articles.
• Participate in discussion.
• Promote jobs or events through status updates.

Whip up a performance-based job description

• Describe the objectives, not the person or skills you’re looking for.
• Users can post jobs on LinkedIn for a fee or informally post them at no cost within groups and via status updates.

Check out what your competition is up to

• What are similar companies doing?
• What information can you glean from a competitor’s page?

Investigate new groups

• Research LinkedIn’s Groups Directory
• Find appropriate groups to join
• Follow, start, and engage in relevant conversations
• Consider starting and managing your own group

Communicate with candidates

• When candidates engage or ask questions, respond promptly.
• Consider setting up a phone call.

Personalize messages and send timely responses

• Take the time to personalize message.
• Personalized InMail receive 37% higher response rates and increase the likelihood of a hire.
• Commit to responding within 24 hours.
• Highlight mutual connections.
• Consider asking a shared connection to make an introduction.

Nurture passive candidates
Many LinkedIn users aren’t actively looking for another job, but may be interested if there is a new opportunity.

Utilize “Update Me”

• Update Me allows Recruiter users to be informed about changes to a prospect.
• LinkedIn Recruiter users can get updates on up to 150 profiles.

Pay attention to the numbers

• Track and measure the progress of job posts.
• Rework and refine your plan to reflect those metrics.
• Monitor where candidates come from.
• Consider using LinkedIn’s Talent Brand Index.

Refer to established employees for great recommendations

• Check out other people in your employees’ networks.
• Consider implementing an employee referral program.

LinkedIn has quickly risen to the top of the recruiting chain. With its millions of users and targeted groups, this social platform is a key tool to hiring top talent, establishing your talent brand, and nurturing talent.