From 3 Billion to 1: How LinkedIn Will Help You Find Just The Right Talent

October 21, 2014

Greetings from Talent Connect San Francisco -- our fifth annual recruiting conference that celebrates recruiters for finding, attracting and hiring top talent that sets their companies up for success. Thousands of recruiters have flooded Moscone West, and thousands more are viewing from the live stream to hear everything from Lazlo Bock explaining how Google finds, grows, and keeps rock stars to Robin Erickson highlighting best practices for attracting and retaining top performers.

I had the pleasure of kicking everything off by sharing LinkedIn’s vision, and what it means for recruiters. Our vision at LinkedIn is to create economic opportunity for every member of the global workforce, all three billion of them. That’s great news for recruiters like you, but it admittedly creates some sleepless nights for our team here at LinkedIn. That’s because it all comes down to two numbers: three billion and one.

Three billion is the size of the global workforce.  As we scale from more than 313 million to three billion members, helping you find the one person who is perfect for your job becomes even more challenging. Finding a needle in a haystack is a gross understatement. It’s more like finding an atom in a hayfield. So you’re probably wondering: How is LinkedIn going to help you go from three billion prospects to the one prospect who is best for your job?

I gave attendees a sneak peak at two new product upgrades we’re developing that will help do just that. These upgrades analyze more of the professional information on LinkedIn in new ways to help recruiters go from three billion to the one person who is best for the job, and in the process, become even more productive and successful. Here’s how...

Bringing market insights to every conversation with hiring managers

One of the most important parts of the hiring process is the intake meeting between the recruiter and hiring manager. During those meetings, hiring managers often fire off a laundry list of skills, expertise, and experience required for the job, leaving recruiters feeling as though they’ve been asked to find a purple squirrel. Does this sound familiar?

We want to turn the tables. That's why we’re currently developing a new search capability that, with the click of the button, gives you talent pool insights -- like the top companies, geographies, experience, and education of the talent pool you’re recruiting from -- which will help you quickly determine, for example, whether or not you need to expand the search to new markets, or adjust the compensation or title.

These insights will arm recruiters with the information they need to lead the conversation with the hiring manager from the get go, set expectations, and set their recruiting team up for success. And in the process, show the hiring manager the best way to go from three billion to one.

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Bringing company fit to LinkedIn search results

But kicking off every job search with the right insights is only part of the hiring process. Now you have to find just the right person for the job. Today, search is great at surfacing all the LinkedIn members who are a good fit for the job. That’s important, but it’s equally, if not more important, that they also be a good fit for your company.

That’s why we went back to the drawing board to develop a new version of search that analyzes more of the professional information on LinkedIn to surface people who aren’t just a good job fit, but a great company fit too. Ultimately this means that when you conduct a search, you’ll get a prioritized list of Linkedin members who are more likely to respond to your InMails, accept the job, and be a successful hire.

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Let me tell you more about how this works. When you run a Recruiter search, it will spot patterns – like the top schools that your company tends to recruit from; the companies that you tend to hire from for certain roles or geographies; or the people your employees are already connected to – and surface people who aren’t just a good job fit, but who are also a good company fit. The better the person’s job and company fit, the higher they appear in the search results.

Both of these new product upgrades are being piloted among a select group of customers and will be available in the first half of next year. We’ll be sure to share more details as they’re available. A big thanks to everyone who joined us in person, and if you missed the presentation, watch the recording here.

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