Introducing Webinar Speaker, Sean Campbell of LinkedIn
[00:00:02] Thanks for joining us. For five strategies for recruiting passive candidates only LinkedIn.
[00:00:07] My name is Sean Campbell I’m a senior relationship manager in the search and staffing group here at LinkedIn. And I'm Lainey Bell, I am a Customer Success manager here at LinkedIn as well and partner with Sean. Before joining LinkedIn we both worked for years in a search and staffing industry across a wide variety of roles including pure business development, and pure recruiting and data. We're going to be talking about the latest passive versus active trends unlink then moving in to strategy for treating passive candidates on LinkedIn. Most of this is going to be done through a presentation and then we're also going to go into the life demo with the next generation of LinkedIn Recruiter.
[00:00:50] So LinkedIn operates the world's largest professional network on the Internet. There are more than 400 million members in over 200 countries and territories. Some are still adding two new members every second.
[00:01:01] So why are all these people joining LinkedIn and even when they're not looking for a job and they are passive in their search. Why are they coming back? Well obviously LinkedIn isn't Facebook or Twitter but as the social professional network there are three key reasons that people come to LinkedIn. The first is their professional identity. Their LinkedIn profile is their professional profile and record. Number two is networking the number one thing people do on LinkedIn is look at each other's profiles and connect with each other. Number three is knowledge. People come back to LinkedIn again and again some on a daily basis to learn more about the industry in their field to help them build their career build their skill sets and reach that next step.
LinkedIn is a hub for candidates, both active and passive
[00:01:44] So traditional job boards attract active candidates which based on analysis right now is about 36 percent of the market. LinkedIn actually has the other 64 percent of the talent market those people that are not actively applying to jobs on job boards. LinkedIn to the only place on the Internet where you get access to the full talent pool. According to our 2016 Global Talent survey there were three recruiting priorities and trends that your peers in the recruitment industry responded to and they believe are here to stay. The first is that utilizing social professional networks is going to play a big part in the recruitment process moving forward. The second is finding better ways to source passive candidates. No surprise that you guys are on the phone with us today. The third is building a pipeline of talent which can be easily done within recruiter. You can fill your bench so that when your client reaches out it needs roles to be filled. You already have several players that are warmed up and ready to discuss the opportunity. So the majority of the people listening to this presentation are either recruiting professionals or recruitment firm owners. We are going to specifically highlight how you can use LinkedIn to stay ahead of these trends and make sure you're engaging in converting more passive candidates than your competitors.
Putting your best recruiting face forward
[00:03:02] So with that let's dive in. What's the first thing candidates do after you send an email or post a job. If you said you update your profile you are absolutely correct your profile is still the number one activity on LinkedIn and U.S. workers receive ten times more views than any other professions on the site. So everything starts with your profile because it's your professional brand. It's what brings the messages and that to the passive candidates or even the clients. So you want to make sure that it's engaging in your recruiting and selling while it's in there. Which brings us to our first step. The first way you can improve your passive candidate recruiting strategy is by building a strong recruiting profile. The first step within this is adding a professional photo so selecting a photo that represents you professionally is going to be absolutely key.
[00:03:52] And again it may seem very obvious but I can't point this out enough. This helps humanize your profile and makes you more approachable. So many examples a situation where I met somebody after I've already connected with them and it can feel like a meeting an old friend. So truly you're turning into online networking tool into your first warm introduction. In your profile you are 14 times more likely to be viewed if you have a photo upload then someone who doesn’t.
Craft your title and summary to showcase your brand
If you don't have one already on your profile this is something that you should consider updating. I like to explain it as a 5 second elevator pitch. You can show your value and passion in one climb and make the reader want to read more. That's really the name of the game. With the amount of recruiters or sales professionals out there was actually making an appearance before people make current headlines instead of writing customer success manager is pretty broad I put implementing successful social reporting strategies with search and staffing team. Explain what it is that you do. Show your passion value and get creative with it. Next to the summary which I like to say expands on your headline and then as a two minute elevator pitch. So adding a summary of 40 words or more makes your profile much more likely to turn up in a search. A good tip is to ensure your summary includes keywords featured a desirable job description for your field and why you chose this path. So describe your experience. However I do suggest to avoid those buzzwords like strategic or team player creative and focused more on those career accomplishments since it represents you and your brand. When thinking about here summary to attract those passive candidates. Also avoid statements that convey recruitment as transactional meaning putting things in like experience in cold calling or close a hard find candidates or best time to fill ratio. Although those are great things they're telling a story about your best players your next career instead of why passive candidate and active candidates want to work with you. It is essential for us all past experiences. Your profile is at fault. Times more likely to be viewed if you have more than one position listed and you can illustrate your unique professional story and achievement by adding visuals which I highly suggest as well so some compelling article with innovative presentations and you can add a lot of rich media to them. I suggest writing from in first person and not like a resume. So your profile tells a story and this is absolutely a part of it.
Don’t forget to tie your company’s brand into your profile
[00:06:25] While we're on the topic of branding you shouldn't only be thinking about your personal brand but also your firm's brand.
[00:06:33] So what we found is that 84 percent of professionals are actually open to hearing from agency recruiters but they are less likely to proactively turn to recruitment firms when they're thinking about their next move.
[00:06:46] Only 18 percent of professionals said they think of a recruitment firm when looking for a new job.
[00:06:51] That's a big drop off but here's another cool learning it's not a question of bad experiences when candidates do use headhunters 74 percent report having a good experience.
[00:07:02] And of those who were interviewed 41 percent were actually offered a job. So it's not a question of results but more so a question of awareness both of your firm and your roles. So the key takeaway here is to make sure that you're investing in a strong online and social presence if you don't have an online brand you are really missing the boat.
Build a strong social page for your company
[00:07:23] A powerful brand is actually your ticket to placing more passive candidates because the stronger your brand is and the more that these passive candidates can find out about you before they decide to apply the easier it is for them to trust you and say yes to you. The best part is actually trending doesn't have to break the bank at all. Which brings me right to tip number two. The perfect place to increase the awareness of your firm is by building a LinkedIn company page. Why number one is free to your reputation as a recruitment firm is what's going to help you get business or help is in some cases from these past candidates especially it'll help your candidates gain further insight into what your business is about. So don't be discouraged or daunted. Let's take a look. There's four easy steps you can take today to start building your brand on LInkedIn. Creating the company page is super simple to do. All you need to do to set up is add your logo, a banner image, and a solid description. When writing the description, make sure you're keeping both candidates and clients in mind. Why should a passive candidate trust to you with their next step? And why should clients go through you to find the best talent? Your specialty is another important thing to add so that people understand what your firm focuses on specifically. This will also make it easier for people to find you on LinkedIn and Google through keyword searches and then once you create it don't just let it sit there. Be sure to share company updates from your page select one person from your firm maybe to do this so that you're consistently engaging with your followers and staying top of mind. Followers are two times more likely to respond to your email. We suggest posting maybe about three times per week. One piece of content is about your firm or something cool going on with you guys. Maybe another piece of content that is industry specific some kind of news or service.
[00:09:21] And the third one can be a job you're working on with your hot job for the week company pages are instant and free.
[00:09:32] Now it's the fun. What we've covered up until this point are all items that you can take advantage of for free. And they're absolutely strong building blocks for candidates and clients want to work with you in this section to look uncover are game changers. They will enable you to recruit passive candidates more effectively and efficiently.
[00:09:52] You can be more successful at your job. To show you how we can expand your reach and to find those passive and active candidates. We're going to go through a demo and talk about this free site through LinkendIn.com site. Compared to linking her Twitter site and to do that we're going to reintroduce ourselves. We are Sean and Lainey. So be Lainey uses LinkedIn Recruiter and Sean uses LinkedIn.com for free. We’re both recruiters for souring for a senior software engineer, I am going to look in the search bar. So let's see how our experiences differ. All right let's get going on our senior software engineer search on LinkedIn.com but here we are on our account click up here in the search bar and look for people with Senior Software Engineer.
[00:10:39] Engineered titles quick we've got results that's pretty decent worldwide though. I don't need everybody in the whole wide world. We're here in Chicago. So let's find someone located in or near Chicago so I'll do a zip code search for our zip code here. Within 50 miles is fine. We got 15000 results. Let me see really quick if there are any other filters that I can use.
Test the waters with social messaging to reach passive candidates
[00:11:22] So I want to start messaging these people right away because I can only send messages to my first degree connections. So all you have is inmail and then you get one of these searches just click the first connections box and it'll populate just your first degree connections that you can message right away. Of 15000 people in the Chicagoland area and only connected to one of them. So it's not going to be a big help. What we could do next is look at our second degree connections because we have somebody in common but I have sent connection request to every single one of these 2000 people and wait for them to reply back if I wanted to put a message to them in that connection or plus some limited to maybe 200 characters. And if you're like me when I was using free LinkedIn to actually do recruiting for a few years you're going to run out of a number of connection request you can send out before you get put interconnection request jail. So I am going to be pretty limited here. But I'll do my best. Let me turn it over to Lainey.
[00:12:24] Let's take a look at just third connections using Recruiter. Log into my account what you'll see is a very quick demo based on a robust tool to give you a basic idea of what it's like to search for candidates many them down based on certain requirements and then ultimately reach out the right ones. But not everything is going to be covered if you want more detailed information. Again please request a demo from your relationship manager to uncover the full functionality of the tool. So we just launched a major update, we like to call it the next generation of LinkedIn Recruiter. And that's what we're going to cover today.
To find passive candidates start with a strategic search
So there's three ways to start a search. And they all start in the same area looking for the search, one to even do a job search for their guide search. The second one even an ideal candidate. I'm going to explain that in just a minute. However if you're looking for more information we think that it also comes to an amazing learning center which you can find here. For more information so let's get started with that senior software engineer search I am going to come back into the search bar start typing in an and you'll notice that LinkedIn recruiters are going to offer suggestions for me so I can easily click down here. I can enter a location that can also add skills that are trending for the title. If I don't have the soldiers yet I can click on go and it's going to give me hours of searching. The search was the best part about this. You have 20 plus people to go through and you have access to message the entire network. Your first second or third degree connections. So it's extremely efficient if you're trying to find people that are outside of your first theory and really get to them quickly. So for research we can come in here and we can click into the plus sign you'll notice our smart suggestions will pop up. So they're gonna be similar titles for what I'm currently searching for. So maybe we want to add software engineer and go from six thousand results to almost 24000 growth in Chicago with just one click. I can add in different skills and companies that are currently working where they came from industries for example. So maybe I'm looking for somebody with an Internet based company and also maybe on the computer software side and marrying those down.
An advanced search can help you weed out irrelevant profiles
But if I want to narrow down the even more niche I can come into this advance and this is where I'm going to find all of those great 20 plus filters. So if I want to get really narrow the zip code search base some 25 miles or less I can do that. A couple things a couple of recommendations that I like for the passive candidates. One is going to be seeing employment and networking opportunities that they're interested in hearing about. Maybe you're recruiting for consultants and contractors on the network. This is something that they've raised their hand and said “Hey I'm interested in hearing about these types of messages.” And so it's a quick way to reach out to them and leverage something that they've actually written on their profile. Another one that I like to use often is sometimes your clients say “Hey I just need somebody that fits in your company culture” and that means almost nothing to you. Or maybe it's a small and mid-sized company and then you need somebody that is very well-rounded. They know a lot about it. Their hands are in multiple pockets all the time. So you'll see you can make a from smaller company sizes which is down here. So often we're going to target people they're either in a certain mentality or the mid to the medium size firm click search and go from there. The next way that we're going to search is the ideal candidate. So I personally love this research and staffing teams because again a lot of times your searches aren't giving you a ton of great information. This is how you do some due diligence before you start your searches. So say Shawn is a top performer in. You are very tough candidate gets a promotion and your client saying I just need somebody exactly like Shawn. So that role or I play in the past they're giving us another shot at it and they just assume we know everything about it. This is a great place to start. You can type in Shawn’s name. And you can plug in from the drop down menu. You can also view the profile right here. If I click into it and then click Go it is going to fill the search for me based on keywords from its profile. But with one click I have 886 people. The best part about this is so fully customizable you can come in here clicking to the plus sign even had similar titles to what Shawn currently doing. You can often take them out. It doesn't make sense. It's going to give me skills that profile companies that are similar to where he currently works right now. Industries that someone has an account even if all of the wonderful search offers search filters with this as well. So the first two updates that we did are focused more on searching efficiently. The last update that we've done is that is once you find those great candidates who are your warm leads who's more likely to respond to an email. And that's what we've done up here with the spotlight tab.
Use the Spotlight feature to find responsive candidates
So if you click down the arrow is going to give you all the spotlight and again. And offer higher results for your response. For past candidates who want somebody who will engage with your talent brand. So these are people that are familiar with their competing like your company page they're engaged with the talent brands they've shown mentioned earlier this bucket is highly important because these people are two times more likely to want to fine tune in now and other want to have to change over a few years. So leave your phone on the heartstrings little bit with your email message saying hey congrats on a promotion at your company. Great Ten-Year. I love seeing that. But are you interested in your next play the position of a lot of growth opportunity and we're looking for somebody with your experience? The other two that I really liked and this is more for the active candidates on the site. One could be a past applicant. So anybody that formally applied to your positions on LinkedIn. So reaching back up that candidate pool and another super fighting one is open to new opportunities that really did not come. They can put out a ping to the network that you can only get via Linkedin feed. They put a thing out. They say what kind of job they're interested in when they're available to start like that. So it's a great place also find active talent on Linkedin as well. So again we cover this very quickly a lot of optionality within reporter and we just scratched the surface. If you are interested in work commission please reach out to your relationship manager or leverage the learning center for more information. But now we're going to dive in on how to engage candidates and increase those responses in their messages.
[00:19:20] All right now think you know how to run an advanced search and find the best passive candidates as well as those that are more likely to respond to the email message you send.
Engage passive candidates through personal emails
[00:19:30] Let's focus on how to engage them. Here's some tips on what to include in your email.
[00:19:36] The passive candidates' email trusted form of communication with a recruiter account you can email anyone on the network regardless of whether you're connected to them or not.
[00:19:46] So everybody knows that first impressions are super important especially with passive candidates though. I want to give you a few tips from data from surveys that we've done in North America to Canada and the US on what these candidates want to hear when you reach out to them.
[00:20:04] First they want you to make it personal.
[00:20:07] What makes those specific candidates stand out among the rest and why did you reach out to them specifically.
[00:20:15] Right behind that don't include the job description rather outline more whats impactful and the growth opportunity. Most of these passive candidates they've seen hundreds of job descriptions run across their desk and a lot of them with the same boilerplate H.R. mumbo jumbo.
[00:20:32] They really really care about what kind of impact am I going to have. What type of skills am I going to gain? What's going to make me a better and more of a marketable professional.
Hold off on discussing projected salary—at least at first
[00:20:41] Number three they actually say that they want the projected salary range when you reach out to them. But I'd actually recommend holding off on this ask to have a conversation with the candidate first. If the job doesn't represent an actual solid career progression for them the compensation that's going to matter no matter how good it is then finally included as much as you can about the company culture.
[00:21:04] It'll help sell the role and it allows the candidate to determine if it's a good fit from the start.
[00:21:09] And I know that from the staffing of recruiting world's perspective you don't necessarily want to put all the cards on the table and make it really easy to identify who the client is before you have a relationship with the candidate. But anything you can provide that will help them get a better sense of you to know what it feels like to work there help them feel more comfortable about saying yes.
[00:21:29] Awesome tips from Sean and for our fifth and final tip. We're going to be focusing on how to attract the right candidates with your job. So the LinkedIn jobs are actually possible. You own that advertising space. It’s like having a parking spot in downtown Chicago. You own a parking spot you can pull in and pull out whenever you like to but that's part as you were to keep the job force working the exact same way you own the base. Only then we can put up the job for as long as you like. Take them down or replace them with something else. We're very flexible to the types of positions that you're setting forth.
LinkedIn places your job in front of ideal candidates
[00:22:04] They also match your job to the right candidates with relative skills and experience and proactively place your job in front of that ideal candidate job they're especially great for attracting those hard to engage high level people whose recommendations traditionally are not on those job boards. So in fact about 30 to 40 percent of applicants that you're getting are through are linked in specific job sites are applying through the recommendation engine and not through actively searching. So this is that passive audience that we've been talking about the whole time in capturing their attention. Our recommendation engine pushes to your jobs to those members to be their homepage and news feed. With jobs you may be interested in your employee profile pages your organization LinkedIn career Page also my mobile device. They've got it there. Their job seeker app Linkedin app. The list goes on and on. Like the email right now. It's a new feature as well from a job homepage and a job search page so you can track to looking at your job. Who's applying what their skills are and even companies that they're working with to make sure that your jobs are attracting the right people. And a fun fact. Excuse me when candidates fear jobs are twice as likely to respond to your email. This is extremely important to note because I've seen it time and time again that people are more likely to respond to your email once they view your job.
[00:23:27] Think about it this way we cover it. First they're going to do it to your profile page and make sure that you're the reporter they want to work with. The second click your company page. They're going to do all that content on their own and make sure that you're the company that they want to work with. And finally your job live on your company page. So they're going to do their due diligence and see if the position that you're trading for actually makes sense for them to have a conversation about.
[00:23:52] A great opportunity to impress your passive audience.
[00:23:55] And not only help with suppliers but also those responses here in message the best practices that I wanted to talk about are actually the same practices that Sean disclosed with the emails as well. You give people what they want to hear. So instead of giving the H.R. job description that honestly is pretty easy to skip over. I know I'm guilty of it includes interesting information that just captures their attention like what it's like to work there on a day to day basis. How is this position impacting the business in general for the department? Whatever the case may be giving really interesting things that they're looking for this could also be a place that you talk about benefits the client you're working for have great benefits. So keep it interesting keep it engaging and insightful passive candidates who want to apply to your position.
[00:24:45] So next step we've covered a lot today and we want to make sure that you've got some great key takeaways. So make sure you're updating a profile of your company page and you can visit this link to get started. The next is you can use advanced features and recruiters to expand your search and post your job. The only thing gets in front of those passive candidates. I want to thank you for joining us today. We really appreciate your time.
[00:25:10] So thanks guys. For those of you that have been you know chattering questions to us and I want to encourage anybody that has questions please continue to type those into the chatterbox so that we can continue answering those.
Request a live demo from LinkedIn to learn more
[00:25:23] Were you guys on you know one thing.
[00:25:29] I want to call out right now is we've had a few people request how much does it cost how can I find out more about how to get access to some of these things immediately after we're done here. Or you close that. You have the opportunity to request contact from LinkedIn request a live demo or request pricing etc. All that's going to be based on your specific firm and use case. So talk to your relationship manager about any specific questions you have. But now let's dive into some of these great questions that are more kind of broad and will be relevant to everybody.
[00:26:10] And so one of the first questions that was asked was in mail who emails so just to kind of give you guys some information on that. There were sort of professional services. So the demo that we did with that very professional services we get 100 monthly and now you guys have more than one seat using collaborate together and actually pull those resources. So for example the five seats to get 500 monthly emails everybody gets access to it. They roll over for 90 days and you get any credit back for people that respond to you. So any of those accepted messages in any of those declines you'd have obviously the ability to use and send more than a monthly email. But the pressure is more around sending both messages you can send in recruiter and offer professional services you can send up to 25 messages at the same time with the bulk message feature and how you do that you can just select on the multiple members that you'd like to send it to the Mail button will pop up on whatever screen that you're in. And then they will not see that you're sending them to other people work similar to a mail merge if you've ever done it that way that you can use a template to really format exactly what you're looking for. So great question there will play into that.
[00:27:26] I'm sure this is a good one it says my recruiter light doesn't work the same way as the demo that you guys showed. How do I get a walkthrough tutorial? So again if you want a personal walkthrough you can see exactly how this would relate to your location and your business. Your specialty whatever you recruit for use the information Lainey shared on contacting LinkedIn to get in touch with your relationship manager and they'll be able to walk you through on an individual basis. Recruiter for you and then you guys can talk pricing and other good stuff. I do want to pull out though there are some significant differences between recruiter light and the recruiter that we showed you recruiter light is an individual upgrade that you can purchase by yourself and it has very limited functionality compared to the full report that we showed you. It's designed for people that have won off hiring needs. Maybe an H.R. manager for a small company. It's not really well-designed to recruit at scale the way a lot of I know you guys do because I'm doing that for a good seven years and kind of on top of that.
Upgrade to LinkedIn Recruiter to gain access to better candidate search features
[00:28:32] One of the questions I was asking about access next generation of LinkedIn and your free counts of the dot com side. I know that it is specific to recruiters so it's specific so that product like for example Sean said some of the differences to talk about those unlink the dot com side. You're familiar with that. That's obviously where you get you get a few the filters a few the search functionality there but if you upgrade to recruiter specifically you're going to get much more robust search functionality on top of having access to send email messages to your entire network. First Second Third Degree project folders both inmail templates. The other thing in the search area is you get 20 plus offers to really narrow things down. So those are really specific to recruiter. So especially for me like whenever I was recruiting I was going to OK who's looking that opening new opportunities one that I showed you guys that is probably my favorite athlete right now. I'm really excited about that. So they have access to that pretty massive over the fact that people are on top of leveraging that 64 percent of the population at least in passive.
Leverage LinkedIn to find quality candidates for nonprofit organizations
[00:29:48] Great question from somebody out there who works at a nonprofit. So I don't know how many of you guys maybe work at nonprofits but no one you might want to go to nonprofit dot LinkedIn dot com and it'll give you some great tips on how to leverage LinkedIn specifically for your nonprofit organization. Also if you request you know a demo right after this like a personalized demo we have a team to deal directly with nonprofits. There are some discounts if you the right kind of nonprofit stuff. So great question. There are some resources out there so good luck with that Website.
[00:30:28] Well the question is Where is the phone number or what address that I can use to find out who may be contacted is and go from there. It should be on your screen currently. So if not we can figure that out. That should be the very last slide that we went through. And it should just be popped up if not honestly that you can just go online to Linkendin.com site and request requested demonstrate from there for the different products and services that we have.
[00:30:57] But again that's obviously on her screen currently.
[00:31:05] Somebody has a LinkedIn premium account so not even LinkedIn recruiter. That's significantly different though Linkedin premium account essentially just kind of lays on top of your normal Linkedin dot com experience. And so essentially just like having a normal LinkedIn account being able to run those searches on your normal LinkedIn account and then send inmails.
[00:31:29] But the recruiter itself looks a lot like what Lainy showed you.
[00:31:35] Yeah. So it's just kind of an upgraded bells and whistles and it recruiter account is honestly a whole nother platform. I mean it's there to enhance how many people they can find search for organizing the product folders. So it's very very very robust to get the demo that we did that ages for time's sake was pretty high level just showing some of the search functionality.
[00:31:59] But if you are looking for more information please reach out and request the demo and they can get more specific into the industries that you work in the positions that you were through for and tailor it to exactly what you need.
LinkedIn Recruiter works for any company size
[00:32:12] The one question on pricing that I can answer is do prices vary for company for the recruiter. The prices don't vary based on the company you work for. They vary based on the number of licenses you're buying at the same time. So there are kind of tiered bulk discounts to buying you know 11 licenses it's going to cost less than if you're buying one. But it's not based on the actual company worked for now or even where you sit in the world where the price is the same whether you're in Europe or Asia or the United States or North America South America yeah whatever it is.
[00:32:52] Of actions is asking how they can get more emails. I feel like we're going to keep saying things so that would come with a courtesy package that we talked about. So please reach out to your relationship manager. You don't have one. That phone number on a screen is going to get you more information on how to get that. But I know that the huge resources being able to have those messages at such a high volume and then get those credits back when you do get those responses. So I highly suggest you reach out to them for more information.
[00:33:29] Somebody is frustrated that they keep getting a different contact every time they get in touch with LinkedIn. I'm not sure if your current subscriber or not. If you have a recruiter light license or a premium subscription license those are individually upgraded accounts and they're not supported by one single point of contact. If you do have a recruiter license currently then you will have a relationship manager that should be your single point of contact. So there might be a little bit of confusion there if we have some people on the line that don't currently have you know a recruiter license or a job slot some type of corporate subscription.
[00:34:05] And you're just kind of individually upgrading yes.
Search for candidates in multiple cities, simultaneously
[00:34:10] We had another question specifically on how to change the filters once they're already there so the example is how do you get rid of the cities when you do a specific city search. So I'm reading this correctly what you would do is once that center highlighted it. So why did you want to change it? You want to add more to it. You could just go in there. You're going to hover your mouse over the city or whatever filter it is and then it is going to pop up on the right hand side to do X out of it and then that will take it out of your search. The same thing goes for adding more in there. So we did example looking for Chicago in our search if you wanted to add more cities like New York San Francisco Dallas Nashville small town wherever you can search for those. And then it'll add added to the list. So you have the ability to add more than one as.
[00:35:01] Somebody actually has you know recruiter lied about in they're saying they're noticing that there's a difference in the profiles they see in recruiter light and the profiles they see in regular LinkedIn. That's not true. You're actually going to have richer search results in a recruiter led account and then you can add even more rich results when you're in a LinkedIn recruiter account.
[00:35:31] It has an interesting question to more in logistics. He has a premium account. He's pushed every sales navigator. When I see it recruiter said so what you could do is two things depending on how you purchase the sales navigator seat that was online. Third the personal subscription or you did have a contact in a relationship manager. You can talk to them about that. They're going to be the ones that ultimately can guide you through it. So you need to reach out to the relationship manager or enterprise support team by going to our health center. So to find that go log in. It's kind of the same way in any single product that you have the dot com side Sales Navigator recruiter you go into whatever product they are and so Sales Navigator for example log into that they're going to hover over a profile picture icon at the top usually right hand corner of the page and adjust them and you there's a health section.
[00:36:23] And so that's easy to put in a helper class.
[00:36:56] Good question on referrer late charge a post position.
Determine whether LinkedIn Premium or Recruiter is right for you
[00:37:00] So yes similarly to any of the products that we have there is a price associated with that job posting. And so you can reach out to a relationship manager for more details on the exact price but it's not because we're that you get a lot of additional support. And we also get that job site for an entire year. And again that old rule applies to your parking lot. Right. The parking spot you can clearly want to get down to even though technically it's one position you could post say in a year's time 20 or 30 positions on the site. So it's a great tool to have my suggest to reach out more learn more about the let me ask about keeping premium when they have some record already. That's definitely a personal choice. It's whatever you like tab. So some people like to see the updated bells and whistles like I mentioned. Even though they have a recruiter account for example I know a lot of times whenever I was offering search and staffing firm I kind of did it for some research I wanted to see my clients for posting positions how they were kind of doing with their job. If people were applying the premium give you access to that they give you access to a lot of different things like that. So I kind of used that to do even more due diligence and research on recruiting and the business development side because it just gives you a higher level view of things. But again it's totally your call on that. It depends on what you're using the tool for but it's not a bad idea. Again if you want to kind of get that all around all around package of what's going on out there. Yes. Even let me call the number which said that's going to be set up with a relationship manager that you can market through more demos. Answer any questions you have specifics about pricing things like that. It really does not have the ideal candidate elections. That is correct. You can search fully in and also do the guided search. However the example that we did profiles in building a search based on that is only in disorder. The same goes for the spotlight tabs that I mentioned. So the two major wants a lot of talent brand collecting those marketing leaves massive and also finding out people that have that have raised their hand and so they're opening new opportunities. There's a lot of functionality that's just not in there that you can only get within their tool.
[00:39:39] This is a good question from Samantha how and where does LinkedIn recruiter work so is it from my company account from my personal account.
LinkedIn Recruiter lets your easily contact better talent
[00:39:49] So great question. When you buy LinkedIn recruiter as an organization you can assign those licenses to teammates and reassigned them so it actually sits separate from your personal LinkedIn dot account. When you buy that LinkedIn recruiter account you actually have separate sections. We can do your personal networking and have your own independent network and then log into LinkedIn and recruiter as a tool and then do all of your work related searches and emails and everything there. So you answer your question my guess is that it's a company account that you use then as an individual person. All the emails you send and everything they look like they're coming from you. But all the responses come back into the links and recruiter inbox not into your personal inbox that can keep work and home separate yet another form clarifying questions from.
[00:40:42] Ability mentioned enriched results during the demo and wanted to have further explanation on that. Great question glad you asked on it though.
[00:40:51] What I mean by that is the best way. INTERPRETER You have access to not only view but also in email. Your first second and third degree connections. five you only can send messages to your first reconnections so you're really limited on what you're doing. And so that's what I mean by a enrich search results. So where as you might say you get the same number of search google because obviously you're searching for the same things in some cases. The problem is you can't actually take action on any of those people unless you have the ability to inmail them. The other thing that I mean by that too is when you're in LinkedIn recruiter and Sean’s example he got a million results when whenever he did his initial search for the senior sales or senior software engineer and he could only narrow it down to about 15000 people. And then even when he narrowed it down for he got to 2000 where he had 2000 profiles. These crazy ones not all those most of those people probably won't be a fit for the positions that you're writing for. And then he can also kind of see dominance in terms of the search results that you're looking at. So we call it a commercially used limit it's going to kick you say you need to be referred to as well inner city you're not going to get any of those women but you also have the ability to narrow it down. So say we start with a million results on 15000 2000 so we can get it very accurately down to maybe those top 50 to 100 candidates that are really qualified for the job you're looking for based on the degrees they have based on their location based on the backgrounds of the company that they come from based on their seniority levels based on your previous interaction with them. So that we're narrowing it down so when we're looking at that maybe 50 to 100 profiles are extremely relevant and we're not wasting our own time trying to like you know go through 2000 that John got to.
Determine the most relevant group of talent to increase response rates
[00:42:43] So that's kind of what I mean by the enrich search Google kind of in two different examples and then like a recruiter after you get down to that really relevant tailored group of 50 or so people those spotlights across the top that are available in recruiter and not necessarily that middle tier recruiter lied to see who's more likely to respond back engaged with your talent brands maybe as applied to jobs in the past you know connected to people your company. All these things that increase the likelihood statistically that they're going to respond when you reach out.
[00:43:19] And so we had a question in regards to succeeding more help more detailed information specifically what they're working on. Any link that is in the last slide that should be on your screen. There's a survey and you can sign up for the survey but it also says that you're seeing some more contact information if you please call that way you're going to be set up with the correct person. So we'd appreciate it. He's up there to answer specific demo questions that you do have.
[00:43:50] Pricing as well for those of you that are still asking about pricing saying that they were requesting contact and carry it to the right person for you guys.
[00:44:03] Oh so I think things are slowing down. Well hang on here for just maybe one minute more. But it's not. Thank you so much for the time. So much for asking all these very important questions. We really appreciate hosting here and looking forward to hosting again thanks for family members and thanks for joining us.