Staffing Trends you Need to Know + and Lesser Known Tips and Tricks

Introducing today’s speakers: Lainey Bell and Adrienne Faessler from LinkedIn

[00:00:07] Hi everyone and thank you for joining us. A 2017 staffing trend. You need to know. Plus other known tips and tricks on how to stay ahead. Before we get started I just wanted to cover a few quick logistics. First of all please type any of your questions into the Q and A box found on the left hand side of your screen. We say time is the end answer as many questions as possible. But if we can't get your crush on someone we'll be in touch and can address your questions then also no need to take notes if you don't want to. We're going to send a follow up email which includes links to the reporting and the Power Point presentation. Another thing if you need to a larger screen for viewing to better see the presentations simply take your mouse to any corner of the screen and drag to enlarge. And lastly please take our survey. If you look at the bottom of your screen there is a survey monkey icon click that take our survey and give us feedback on today's presentations. We really use this to shape future Webinars an hour down the road. But with that out of the way let's get to introductions. My name is Lenny Bell. I'm a customer success manager here at LinkedIn. I've been in this role for about two years and prior to that I was in a search and staffing both recruiter and account management role for four years prior so I sat in your shoes before and I'm excited to walk you through what I know today.
 
[00:01:28] Hi everyone. I'm Adrian Fesler. I work in the Empire State Building in our New York City office. As an Account Executive exclusively with search and staffing clients prior to joining LinkedIn a little bit over a year and a half ago I came from the consulting and marketing space great.
 
[00:01:50] So today for our agenda what we'll discuss are the trends affecting the current and future state of the staffing and recruiting industry.
 
[00:01:59] We'll go over some tips and tricks to help you stay ahead as well as alive demo that Lenny will actually lead to our recruiter tool. And of course as Lenny mentioned well save some time at the end for questions and answers.

Recruitment firms are expected to grow in 2017, as is the volume of placements

[00:02:19] So as I mentioned today we want to walk you through the 2017 staffing trends. We actually surveyed over 2000 search and staffing recruitment professional at the manager level or above across 35 countries. We spoke with those that have some authorities in their company as recruitment solutions budget so that we would be able to help search and staffing professionals just like you all benchmark against other teams and firms around the globe when it comes to the most important recruiting priorities as well as trends to those over the next 10 minutes or so we're going to actually cover five key takeaways. And what you all need to know about the state of the recruitment industry and things that you can stay on top to prioritize and stay ahead going into 2017.
 
[00:03:11] So the first trend good news recruitment firms expect to grow in 2017. Actually only 2 percent of firms as you can see in the graph here anticipated decrease in headcount for next year which really inspires a lot of confidence in the staffing industry itself. As far as internal hires are concerned for recruitment firms about 56 percent of firms will be recruiting for recruiters 32 percent and about 28 percent for branding specialists next year. And more good news internally. Of course you're growing and your budget is growing too which is a good thing.
 
[00:03:59] So trend number two.

[00:04:03] So more good news here in line with increasing their own headcount firms are expected to grow the volume of Canada's place in 2017. So if you take a look at the graph about 79 percent expect the volume of placements to increase next year.
 
[00:04:25] Alongside this eighty three percent of staffing firms their average time to place is often too much. So what does this mean for you. This means that in order to maintain your speed of placement you really do need to get creative and figure out ways you can automate your workflow and close on the candidates faster.

Companies expect they will invest in traditional recruitment tools and branding this year

[00:04:47] So we wanted to share with you where your peers are turning to talent. So take a look at this graph on your slide right now and recruitment firms really need to find a scalable way in order to find quality talent as well as staffing leaders are really turning to professional networks lately. Their top channel for higher ups so we didn't actually now has more jobs on the network than all job boards combined. Turning to these professional networks as a primary source really allows allows recruiters like yourself to build relationships with candidates and be able to source both active as well as passive talent.
 
[00:05:29] A close second for quality hires as you can see are job boards followed by staffing firms internal databases trem Member 3 4 do not only do staffing firms face intense competition for top candidates but also for clients.
 
[00:05:47] So really one of the most effective ways that you can actually differentiate yourself is through a strong company brands which can be built on effective as well as clear messaging. The tight budgets of course always make it hard to invest in branding but it's really difficult. It's definitely worth considering as an essential opportunity for growth in 2017.

[00:06:12] Now remember for most firms invest in traditional recruiting tools with proven firms are laser focused with their budgets. We all know that right. Almost 80 percent of our spend is dedicated to job ads sourcing tools and business development. So given that their top source of quality hires are social professional networks like LinkedIn. This allocation is not a surprise. The prominence of business development and branding does confirm that more and more firms are transforming into marketing organizations instead of only sales Web they're able to better engage their clients and candidates. As a result from there we ask the question if money weren't a constraint what would leaders invest in. So again if money were not a constraint what would leaders invest in given the opportunity. Most staffing firms would choose to invest in a long term strategic play like business development and branding. I really say that the reason that branding and business development are so prominent but not on the previous five lists is likely because of the challenges with proving it. The media are a higher return on investment. Despite its immense impact on attracting clients so even though the category our venture bet for many companies they are worth exploring if you want to stay ahead of your competition which is why you're all here today. You can hear about us discussing the next generation recruiter tools that we have to help you solve those challenges.

Social recruitment, diversity, and automation are the key trends for the future

Now let's take a look ahead. Trend number five social recruiting diversity and automation are the key trends for the future. Even though staffing firms budgets are growing so are the client demands and the expected number of placements from here from all the data that we have on this fight. You can see that four of the five trends are in line with automating the recruiting process and using data to recruit smarter. So with that in mind automation would allow for both speed and also reduction of a human bias which in turn would help with diversity hiring. This ties in nicely with many companies investing in diversity and big data initiatives as a way to boost that competitive edge. Which brings us nicely to the next section of the webcast we're going to take a deep dive into the new features of the next generation of LinkedIn recruiter. That's going to help you automate your recruiting process. Chip away it's time to sell and recruit smarter.
 
[00:08:43] So let me just mention we really want to share with you how you're able to stay ahead with next generation recruiter as well as how you can take advantage of some of the new features that we actually just launched a couple months ago. Before we get into the new features itself I wanted to just share this slide with you. I know sometimes it can be a little bit overwhelming of all the different versions but you can see of LinkedIn itself. They've put together this chart for you into three different columns. So the first column you have your free LinkedIn the second column you have any of your subscription accounts also called premium accounts. And the third one we have is our recruiter professional services tool which sometimes you hear referred to as our P.S. or recruiter pro. And that one was designed specifically for staffing and recruiting clients.

[00:09:41] So I'm just going to give you a high level overview of each one of these columns before we hop into the new features of next gen recruiter which will hopefully help you all get a better lay of the land. So the first column here free LinkedIn benefit of having free LinkedIn is really for your professional identity on the LinkedIn platform.

[00:10:02] The second column and the reason why people tend to purchase subscription accounts or premium accounts have a number of different names that we refer to them as are really for the extras so being able to have anywhere from 15 to 30 emails a month.

Use LinkedIn Recruiter Professional Services (RPS) to conduct next generation recruiting

The third column here the recruiter professional services tool or our P.S. is what as I mentioned was designed specifically for staffing and recruiting firms. So this is a company owned account where you can actually collaborate with one another with your colleagues make sure that no one is duplicating efforts across the team. And it's actually the only tool for staffing and recruiting professionals that allows you to see beyond your first second and third degree connections. So giving you access to people that you don't have connections in common with them that you wouldn't see on regular LinkedIn dot com. Another benefit to being able to have over three times as many emails per user as as many of the subscription accounts and being able to have access to someone like myself or Lenny here at LinkedIn to work with you in terms of sharing best practices tips and tricks too as it pertains to the tool and actually having a live person on the other end of the line that you can that you can work with. So hopefully this chart is able to give you a better handle on all the different versions that we have a LinkedIn so before we dive into the details I wanted to just start off the details of Next-Generation recruiter. I wanted to just start off by letting you know that the changes that we all recently made to recruiter are without a doubt the biggest and best upgrade that we've made to the tools since its launch in the past. You have to rely on long Boolean search strings to find the candidates that you were looking for and really you no longer have to do that. So is many helpful and intuitive features of the new recruiter and we obviously won't be able to cover them all during this webcast but will offer some of the ones that we think are the most helpful as well as the lesser known tips and tricks that can help you stay ahead of some of the trends that we just went over. The next generation recruiter allows you to actually have the type of candidate that you're looking for. Popularly based on intuitive search and it guides you through the search process making it much faster and a much more seamless experience.

RPS guides you with intuitive search features

[00:12:39] So instead of having those long booleans search strings that I just mentioned you can do something as simple as typing your job title and location into the search and LinkedIn will actually help you populate the rest. Another one of my personal favorite features within that tool is something called find more people like or an ideal candidate search. So I'm sure you all on the line have had a client say one time or another. I'm looking for more people like Sarah who is a rockstar on our team. Now you can actually simply type in Sarah's name into the search bar and find more people like her based on similar titles skill sets as well as background. So we're now looking to arm you with more information based on the data that we actually get from our own members that is typed in by them instead of requiring you to plug in all of that data yourself. So one of the other ways that LinkedIn will help when you're running a search now this is something called Smart suggestion. The tool actually back out to you alternative job title locations as well as skill sets that you should consider when running a search. So it actually allows you to be able to leverage the information that we have from our member base that into your search to find the quality talent that you may not have been able to find before. Based on the criteria that you had though the next piece I wanted to share with you is that next generation recruiter doesn't only help you cast a wider net and acts more candidates but how are you actually able to find those candidates faster. So with the tool called Spotlight we're able to drill down to those that are more likely to engage and respond to you so this is going to actually allow you to figure out who's warmer who's more likely to respond to your email based on a number of different factors. So within our spotlight this is actually going to give you a leg up on who is the most likely to respond to your outreach and that's what Lenny is going to actually show to you in our lives demo here.
 
[00:15:18] I'm very excited you to go over our newest part which is extremely valuable for certain staffing professional and that called open to new opportunities. As you can see here on the screen this is actually where candidates can privately raise their hand. Recruiters without their employers knowing so this is actually only available in the recruiter tool and you're actually able to see those people that have indicated that they want to be contacted and that they are actively open to having that conversation about a new job or new opportunity.

Live demo of how RPS can help you find the ideal candidate

[00:16:09] So this is going to bring us into the demo. I'm going to share my screen.
 
[00:16:14] You should be able to see my LinkedIn dot com profile right now. We're going to do a quick search on the dot com side as Adrian had talked about some of the differences in the search. We wanted to highlight those that are really going to spend the bulk of the time into recruiter and talking about those tips and tricks and lesser known things. So my background when I was in search and staffing I recruited a lot of sales professionals. So we're going to stick with what I know. This is just going to be an overview. Hireable demo of course you can always tailor those to exactly what you're looking for in whatever industry or job function it may be. You'll notice on the screen you can also request a contact. So what that's going to do is help you see a demo that's just specific to you all.
 
[00:17:02] All right.

[00:17:04] So what I'm going to do right now is what I said we're going to search for account managers. And so the elusive job title for any type of salesperson you'll notice we've got forty two thousand results and we have a few quick ways that we can narrow it down we can narrow it down based on our location. So I'm in Chicago, we've narrowed it down to thirteen hundred people. We can see the companies that they work for different things like that. I'm even in their own. We're looking for people that account manager.
 
[00:17:39] People with the account manager titles. So four million results even crazier. So we're going to go through this. Give us the account managers they'll notice that you can use bullin here but that's really the only thing you can do. You can also come through and search for different things that you're targeting. The one hesitation on the dot com site is the only people that you can directly speak to with a message or your first degree connections are the 4 million people I serve 350 first reconnections but how many of those people are really going to be relevant to what I'm looking for. When you do that if you open it up to maybe your secondary connections and everybody else the process is you're going to have to send them a connection request. First you can personalize get a little bit if you want to but really you have to wait until that can actually go through and then send a message on top of that. So time to fail is going to go up obviously because it's taking more points of contact to get to the people so we can narrow it down like I said to greater Chicago area. We wanted to a couple things like parent company but you'll notice it's pretty basic in going through this is going to take me a ton of time and you can hit paywalls you can hit search restrictions and limits. So this is really this is recruiter tool is made for is to be a much more robust tool.

The tools available with RPS give you a more comprehensive candidate search process

So let's hop over to the same search on that side. So I'm in my recruiter. A couple things that you want to note. So for those of you who have habitude before with the updates that we've done you can still use any of the same tools that you're used to in the past. So for example project folders you can do the clipboard you can post jobs and here you can view your usage reports and manage everything in your and settings. Also things that you can do are very helpful.
 
[00:19:24] The next thing that I wanted to talk about is search really where we did the majority of our updates recently so there's now three ways to start a search and you start them off in the exact same way. So first of all it's going to be boolean. Second of all you can do the ideal candidate that Adrian mentioned an offer you can do a guided search. So we're going to help you through the job title search and find exactly who you're looking for.
 
[00:19:49] One thing to mention we're just again high level overview we're going to cover what is the newest what's the update. So we're not going to cover boolean today although I still really strongly feel like it is a great thing. Research and staffing seems to know. So the nice thing about recruiter is that he's come up here and you want any help or training on anything. You have a dedicated resource at your fingertips. So if you come into our training center we've just recently launched an updated look of it which I personally love it's a lot easier to walk through and figure out where to go but maybe you want to search five subjects again. Boolean you just search it and here figure out exactly what you're looking for. Most of the videos are between two and 10 minutes long or there's really quick tip sheets on it too. So again if you have questions about boolean and you have a 4 I highly suggest coming into the learning center and knocking that out the next thing I wanted to talk about is starting the search.
 
[00:20:43] So some of you I know this question often comes up whenever you had first started the search in our old platform at the advanced search would top down so you can easily customize for exactly what you wanted. We took that away intentionally just for user work but we wanted to present you with the most relevant things to be searching for and say you were getting lost in the shuffle with all the filters at the first glance. However some of you really like that.

[00:21:09] So if you wanted to do it that way look into advance and it's going to take you to all the 20 plus filters that we use. And I know a lot of you are asking what's the postal code in zip code search. This is how you do it. You click into there. The nice thing is you can play around with the mileage so maybe again I'm in Chicago. People don't want to commute in Chicago because the traffic is terrible. So I would always start with a 10 mile radius. However maybe you need people that are more likely to want to relocate to your location. So you can play around like 200 300 miles away.

How to perform a ‘job title’ search with skills on RPS

[00:21:41] Well we are going to again start the search from scratch clicking into this again this is where you going to start all the searches. It's a boolean if it's job title or it's ideal candidate. But let's get started to the ideal candidate or excuse me into the job title search show. Let's do the same search account manager. You'll notice I can find people with the account manager title someone to click into there. I can quickly enter a location so greater Chicago area. My results are now going to be refined and then I can use skills so the skills in this section are going to be pulled from someone's profile where they either feel personally or they get endorsed for it. I really like this because I think it carried a little bit more weight when somebody is saying I have cold calling experience I have account management experience and they're explicitly writing there that probably means they have it right so you can start adding the trending skills for this title. If you don't see things in there like I mentioned cold calling you just start typing it in and selecting it from the drop down menu. So maybe I'm looking for account management cold calling and throw another one and there was to be. All right and then we're ready to start. Just let it go and then this isn't going to help you start building the search. I'm so just with a few quick clicks. We got 43000 candidates which in my book is great and one side of the fence because a lot of people to choose from. But the problem with that is like who do you reach out to how you narrowed down that would be smart suggestions are going to come into play. So as Adrian mentioned you're going to find them over here on the left hand side of the page that your self can come into the plus side right here with the camp managers and especially with sales. A lot of position like this. People just write tons of different ways to say the exact same thing. I don't want to create those long booleans strength. I can't if I want to write here or I can just let recruiter tell me which ones to start selecting so maybe community sales manager business development manager. I like it. Count me in a year. So again we're just clicking and we've added 20000 people to the search with 3 clicks and we haven't really done a ton of work right here. The same thing goes if I don't see people in here maybe I want to do. Relationship Manager so I just start typing and enforcing it from the dropdown from there you'll notice all the other filters are going to be like that as well.
 
[00:24:12] I can always click the plus side and edit what I'm looking for. The same thing goes for skills maybe I've added things and I really don't want to include them so I can just X out of it take it out. Don't have to worry about it anymore.

Narrow down your candidate search with new, smarter filters

[00:24:25] Some other ones so maybe it narrows them a little bit for our sake for maybe I'm looking for somebody that has an I.T. background that comes from a software based company. So I'm doing I.T. computer software Internet.
 
[00:24:39] And seeing that I have 50- 200 people there probably relevant to what I'm targeting. Still a ton right so more so that you can use coming into advanced.
 
[00:24:52] A couple things that I like to point out. We always are trying to update the experience and make sure that it's really relevant to you all. So few filters that we just recently added 1 the Super Bowl military veterans. So you are personally hired for military that's where you work with companies that have those military veterans business models worked out where they really like to hire people at a faster rate.
 
[00:25:14] Another one that I probably would have been obsessed with whenever I was recruiting is tied previously view.
 
[00:25:22] So if you're actually viewing profiles you can come in here click on it. So not viewed in the last three months or six months. So as for those people who are going through the search you're looking at their profile. But you know I for one reason or another they're not right.
 
[00:25:35] So you're not sending them a message and you're not necessarily you're not sending them a message not necessarily adding them into product folders and things like that. So that's how you would target that. On the opposite side of the fence I always think it's nice to revisit people so talking about efficiencies and working smarter coming in here into your free activity by your team and so you can always source the people that you have certain activity as well.
 
[00:26:03] So maybe you want to find people with messages or people that are in my product folders so that I can go back through see what the candidates are and decide whether or not I want to reach back out in my campaign. Maybe another 4 had projects in the past and they got a second place in their interview. Like why not try and work with that person again. Wouldn't do the time to fill a great candidate experience right here.

[00:26:27] The results are just going upstate right away.
 
[00:26:33] I know a lot of people when they get used to recruiting on the dot com side they really like to work that second degree network connection or even the first year in that connection. You can always come up here to the network connections and choose your first or second degree. The huge benefits of this one honestly is that even if you click the second degree connection you're going to see how you're connected to that person. And then again you can send him an email right away. He don't have to wait for that thing that connection for us to go through to be able to recruit them.
 
[00:27:02] All right. So let's get started with a couple other quick tips that I like as well.

Source new business leads with search insights

[00:27:09] So I know in our data review we talked about business development. So business development to us means for search and staffing teams we can kind of use a tool in both ways. One is that you can't force candidates obviously the other is that you can use the same tools to find new business leaders try to sell into new companies for how you can really use the same kind of focus the same kind of workflow to find those people too. So instead of maybe searching for account manager title you're searching for is XOs. Anybody in that decision making process even thought by the company that you're looking for.
 
[00:27:46] So one of the tips that I like to share is search insights. So if you click on these three dot right here you can come down to the search site.

[00:27:55] And essentially what it does is it telling us about our candidate pool that we have. But in a really nice pretty easy way. So out of the 50 - 200 results it's telling you the top 10 companies that these people are working at if you're new this is a great hit list of companies to go after. And it's also giving you another 10 companies in place as well.
 
[00:28:16] You can absolutely use this in recruiting just to make sure you're trying to find the right the right people. But again if you're trying to find new leads. I think this is really great information to do that for going back into the search again how you find it click on the three dots come in and search size and it just popped open a new tab for you.
 
[00:28:35] The second thing I like you're going to find it the same way is same search as they click on a 3.000 here and then you just want to click say search.
 
[00:28:43] So what that does is say the search you're going to choose to a product folder and then you want to make sure that yes send alerts to my home page and you know what that does is it's going to save all of your selections so all that hard work that you're doing can save any of the authors any of the bullying that you're doing. I'm going to show you what that looks like in a few of mine. These come up here to save.

Saved searches let you know when a new candidate qualifies for a position, saving search time in the long-run

[00:29:03] I'm going to open it in a new tab and you'll see all the state searches that I have. The benefit is you can turn them on and off. So you're not seeing things that are maybe irrelevant to you at the time. And also you're seeing things that you really do want to see. So you can click here reruns of search. But the biggest piece of the puzzle is this three new.
 
[00:29:27] So this is telling me about any of the new people qualified for the search. I cannot tell you how much I love this. Whenever I was reporting words otherwise when I was a new recruiter I thought it was too much time. I didn't do it by the end of my tenure in my career. This is pretty much how I was recruiting all the time. It was a massive efficiency saver to me. And I always found when I got a decent response rate because of these two reasons. So one is that people have to update their profile or qualify for the search. So say that we are looking for people that you work at a certain company or went to a certain school. They've updated their profile to reflect that. Now they're qualified for the surge even though I wasn't initially seeing them maybe when I search for a couple of weeks ago I'm gonna get an alert on that person. To me that's the right time to reach out because again they're on LinkedIn they're updating their profile so hopefully that the idea is that since they're active on the site when you send them a message hopefully the response rate goes up the other side of the pool that this gives you is any candidates that are qualified for your search already.

[00:30:36] However again they've updated their profile in some way shape or form. The reason that this is beneficial is the biggest indicator that I didn't have that somebody is ready to switch jobs is they update their profile. Right. That makes a ton of them. It's the same reason that people update their. They're updating their profile making and making sure it looks really smooth and slick. I'm so people like you reach out. It looks nice. So a great time to reach out. I can't stress this one of us.
 
[00:31:04] All right. The other tip on this one so obviously you can use it for recruiting. This is also another great business development or lead generation tool. So for example you get very creative on the business development side. But one example that I like because a lot of my success came from selling into our current clients and just growing and saturating the accounts which I know is usually a big place for a lot of search and staffing teams.
 
[00:31:31] So what you do is you set up alerts for maybe your top five current companies that you're trying to work with. And then you're setting the job title as some kind of decision maker that you would be interested in your favorite search so that you can see what anybody is coming into that maybe they're coming in. They just got hired in a V.P. role. They're brand new to the company.
 
[00:31:53] They don't have established relationships with other vendors. This is an excellent time to try and get in there and start from scratch from the very beginning. I can tell you stories in searches that I think you guys get.

Use the Spotlight tab to highlight top candidates for your search

You have questions again points to them for them. So let's get back to the search. All right. So fifty two hundred people. How do we figure out who we want to reach out to first. The spotlight tops the list found appear at the top. If you can't find it you can click down and down arrow. And it's going to give you all of the different spotlights that we have. So one it's going to give you anybody that has company connections. So these are reasons why you should reach out to them and kind of what you should be saying in an email message if you have a job. Only then it's also going to collect.
 
[00:32:43] Anybody that has applied to any of the positions in the past massively helpful for the candidate experience so that somebody applies you know six months to a year ago for a senior sales role. You notice that they really just don't have a 10 year that you're looking for. So you know you move on to the other candidates that are qualified. Well now you're looking for a position that's a little bit more junior and that person is a little bit more tenure in their company.
 
[00:33:09] They got a promotion because LinkedIn is dynamic it's showing you results as they occur. And you can reach back out to that person and say hey I know you applied with us in the past. I just wanted to speak to you about any opportunities that we have right now. The looks like we've got a few that could be a fit again you're trying to get that person to respond to you and hopefully respond quickly.

[00:33:31] Another super cool one is engage with your talent brand, talent brand is in terms somebody that knows who your company is. All that branding that we talked about in the data collection that companies are very worried about. So they're putting marketing dollars towards it. But how do you collect those. Actually it's like this is how you do it. And the reason they think it's so cool is like how often an online marketing can you really find those true widget leads out there. And this is how you do it. So if you clicked on this it's going to show you anybody that's following your company page. That takes any public action on any of the marketing that you're doing. So they were sponsored updates or just your regular company page updates if they like get comments on it share it if they're applying to your jobs. If they're sharing your jobs out to their own network or sharing it to a friend. Again these are people that are aware of who you are and the benefits of this bucket is that they're two times as likely to want to respond to your email. So take it in perspective. You know if you are at an average rate for search and staffing teams from what I've seen is between an 18 to 22 percent response rate on your end email will use 20 as an easy example say that you're using this bucket. The likelihood of them responding goes up to 40 percent. So why not start there. Right.

Search for candidates in your industry talent pool who are actively seeking new positions

[00:34:54] You can find people that are in your industry talent pool reports.
 
[00:34:57] This essentially just means like the profits are coming from smaller companies or similar schools to where you were. The industry is normally recruiting. So again going back to what I know sales in Chicago. We love our Big Ten. So that would probably show me schools like that. This is nice people that have been in their role for a while. And so this is essentially just telling you hate me mention their tenure congrats on tenure congrats on a promotion. Obviously the loyalty. Wanted to know if you're ready for your next play and a new opportunity kind of building your career from there. This I'm kind of what I mentioned before so almost 100 - 150 people have a pretty activity figures again trying to re recruit those people and then I say the best for losses open to new opportunities.
 
[00:35:43] I can't stress this one enough either. This is so cool to me. I wish I absolutely would have had something like this. I was your but what it is is on the dot com side people raise their hand and say hey like I want recruiters to know what I'm looking for. So they're going in and changing their preferences for what kind of job they're seeing. And you're essentially now able to see those preferences without their parent companies being notified.

[00:36:08] And so what you'll be able to see is people that like the job titles that they're looking for the places that they would like to be living. So maybe it's going to tell you like Dallas Chicago New York Cleveland Nashville you're able to see if they want to be mobile or not. It's also going to show you anybody that is looking for full time or contract. So for those of you who are working any contract positions this is going to be like where to start. Because people that are already used to contract are a lot more likely to continue on with that. And so you're just trying to not recreate the wheel find the people that are you know what it's about. So this is super cool some basic staff on this line. We just launched it a few weeks ago to everyone in the United States Canada and Australia. And two weeks ago the numbers probably a lot better than us. Now we had already reached a million people sign up for this in just about a week and a half. So people are using it. They want to be reached out to. And again when you're sending emails that are relevant to what they want to hear they're 80 percent likely to want to respond to you. So just massive return on investment for that.

How to use the Ideal Candidate Match tool

[00:37:20] All right. So we've gone through how to use the.
 
[00:37:23] How you use the guided search how to use the SMART suggestions over here unelect real how to use the data from the Smart suggestions in the search insights we went through how to save search what the search alerts mean. And also the spotlights. So the last thing I want to cover before we open it up for questions is going to be the ideal candidate. So again really cool. I would like to start with this. Usually whenever I'm pretty a new position because you kind of want to do some due diligence and research before you just start at it. This is the way to do it. So maybe you work with a customer who is a new division it's a new department that you've had a relationship with them you can ask them like hey tell me the top three people that are in the role now that you want that are similar candidates. This is how you do that. So maybe on my team I'm looking for people that are backstairs. So Alex does a great job. I can add more than one person. So maybe the next person I want to do is Rob I just start typing in Rob's name. Click down into it.
 
[00:38:30] And then last but not least again really when it's around this hour another teen who consistently hits everything is in favor ball and some clicking into this once they've added their names to it.
 
[00:38:41] I'm just going to come in and select go and then recruiters going to build the search for me. You'll notice this point from their current job title. It's pulling from skills that are similar to their own profiles. Companies that are similar to where they're currently working. Another great tip for a generation is that you're trying to find decision makers that you already have. You're putting their names into this. You're running the search and you're trying to see what companies are similar to theirs. I think this would be incredibly helpful in the smaller market space just because you need to learn about who's out there what other companies are there. So this is kind of an interesting way to do it. And it's also going to tell you different industries of their background as well.

[00:39:24] But just giving you a leg up and trying to help you recruit candidates really quickly. With just three clicks. We found almost 500 extremely relevant people. The other cool part about this is it's completely customizable. And so for those of you who have this tool before and you've seen the profile matches. So if you're in somebody's profile and feel like these 99 people that have similar profiles it's taking that in just elevating it. So for example if I want a geographic location maybe this time I'm recruiting NSF and clicking into there or I notice that with the skills there's some things that I don't need like I don't need temporary placement or leadership. But I really want to come in and find people that have customer service and management just adding and taking things out and again completely tweaking exactly what I want to find the right candidate.

RPS allows you to collaborate between your recruiting and sourcing teams

[00:40:20] All right. So we've covered a ton today in terms of automation in terms of helping you find people that are more likely to respond to you and decrease that time to sell it which is so important. So we're going to open it up to questions now. And I just wanted to say before we get into it. Thank you so much for attending today Adrian and I really appreciate your attention. If we can't get to all the questions we're going to try our hardest. We definitely have some time left over. We're going to try your hardest to get everyone but again please reach out via that contact us button if you do have all questions that we don't get to or you like to request a demo that's more tailored to your industry and what you're targeting.
 
[00:41:06] Great.
 
[00:41:06] So maybe we can take a couple of questions now that has been have been coming in so I'm going to just start with start with one that has come Anne and I thought we received a question from Lori. That said what marketing is being done to get people to select the open to new opportunities function. So actually this is being pushed out a number of different ways to our members it's being pushed out directly on LinkedIn dot com. It's actually proactively being pushed to people that are actively searching positions on the links in dot com sites. So if there are members that are constantly searching specific jobs they'll be prompted to update their preferences. It's also being pushed out I believe via webcast and emails as well as having some press releases too on the topic. So candidates can go and update their preferences directly under the jobs section and indicate what titles they're open to when they can start as well.
 
[00:42:16] Well Lori has a great question thanks for asking. It says. Can a company purchase and share between recruiters and source there. Absolutely. This is the reason it's made for corporate corporations and companies. You can buy multiple seats so we like to call them sleeper licences for recruiters and then you're able to collaborate between them. Meaning if you are forcer and you are your sole responsibility is to build with VPN for executive search. You can build a list of posts and you're going to add to people that you really like to the product over. Share with me that the primary recruiter on it and then they can reach out to everybody. The benefit of the collaboration is they can see pretty much any move within reoccurred or you can see is added to project folders. It's somebody view the profile. If an email has been sent. So any kind of action like that. So it's very collaborative. It's built for teams and Adrian I work with a ton of teams that find a lot of value in the collaboration tools. So a couple questions on like pricing and how to turn on the third or so that we wanted to get to. So your going to have to request the contact. Basically what that's going to do it's going to open it up again to a more suitable demo for you all and then talk about pricing. So all of our tools are completely customizable and the pricing goes along with that too.

[00:43:47] So unfortunately it's not just a quick bucket answer but the people on the Contact Us will be able to tell you exactly what's going on. And that's also essentially how you would turn it on you'd have to go through that link to be able to get a contract for third quarter.

RPS lets you see when candidates are actively searching, and makes it easier to search by location

[00:44:07] We got a good question from Scott saying how does current employers not see that a person is open to new opportunities on their team though. Great point. So this is actually blocked from a candidate's existing employer. Obviously we wouldn't want their company to know that they were exploring new opportunities. I raised my hand and my manager took the lucky say Adrian why aren't you happy right now in your current role. So yes it is. It matches up directly with an individual company idea on LinkedIn and it's blocked from all other members at that organization from them being able to see that they're open to new opportunities even if their recruiter.
 
[00:44:52] To kind of piggyback off that Peter had asked the question about is next generation only and recruiter pro or can I see in with sort of light. Great question and I might add onto that one too. So a lot of the updates that we've covered are specific to refer to professional services or if you call it the same thing. So for example you can still use boolean and literally but like the ideal candidate match for example is not an match to light the other things that go on that any of the spotlight tabs are not available in a certain light. It's only something for recruiter pro users. And that specifically means like opening new opportunities is only there if you have a receipt. So no one else some other premium subscriptions are able to see it.
 
[00:45:39] So again those are all features that we covered today there are specific to the record or professional services the there was another question too from Mark asking if in recruiter you're able to search based on city and state rather than just a zip code actually and recruiter pro you can search either way for zip code you can search up to 500 miles in terms of radius and you can also choose to add one location or multiple locations based on city and state to Yeah and to also on the city and state would pick a few people would ask this question.

[00:46:28] So instead of just using zip code or the radius search so showing up is greater Chicago area or greater New York area. When can you just see like a state for example. So that's definitely something that's on our product road map. I don't have a specific date of when it's coming out yet but we've heard your feedback. We want to take it to heart. So it is coming. All good news there just to make it easier to recruit regionally instead of extremely specific. But you know hold on for that. So one of the good parts about having a Lincoln rep when you get there at her feet is we work really closely with our product teams and their big thing is that they want to hear feedback from you all. So that's for all these updates are coming from. It's from the feedback we provide. And so having that relationship one really helped us make a stronger tool tool but really in turn it helps you be able to accomplish exactly what you're looking for. So great questions. I know it's like a straight answer but it's coming so we appreciate it.

In RPS, all profile searches are anonymous

[00:47:32] Another question was to do from Cannes and it was how do you make yourself anonymous when searching profiles. So actually all searching that you do in the recruiter Pro Tool is anonymous so that the candidate cannot see that you're taking a look at their profile multiple times.
 
[00:47:49] And if you're in regular LinkedIn dot com you can do that in your preferences to to decide if you want a person to see your profile your information or not.
 
[00:48:02] So we've got a couple more questions about searching for zip codes and stuff like that. So yes we do have the ability to search she is the phone. When people are updating their profiles specifically location they can't necessarily put like Greater San Francisco area and just choose that ticket that's a pop up they actually have to put in their radius. To me they have to put in their zip code so that or polling from very accurate data. They're updating their profile. So essentially without one how you would search for it and refer to professional services is in the advanced filters so you're clicking to advanced when you're in the search screen. It's going to be the very top right hand at the very top left hand corner once that pops up and I’ll say postal codes zip code search and you have the ability to filter down between 10 25 35 all the way up to 500 miles. So you can really like narrows down and figure out who you want. So for your question Dan like somebody I saw they're trying to recruit specifically within San Francisco. Yes you can actually do that. I would do the same thing in Chicago again. People don't want to commute. They want to be close to where they're working because no traffic and public transportation just takes so long.

The Open to New Opportunities feature shows recruiters the most relevant candidates

[00:49:16] And so you can absolutely do that and then we have a question to from Tom about how often would people be asked to update open to new opportunities to make sure does not go stale or they just switch companies. So actually automatically it turns off for the candidate after 90 days.
 
[00:49:39] So we want to make sure that these are the most relevant quote unquote active candidates that are open to new opportunities on LinkedIn.
 
[00:49:48] So that candidate would have to go in and repress that. But to say they're open. So these are the most recent people that want to have conversations with the.
 
[00:50:00] And this is the last question that I really wanted to share because I thought it was powerful from flourish she said I'm actually working on a search right now using this UPSs to enhance that she set up strategic drill down in Maine. So very tailored to the people she was targeting and she's gotten responses already. So awesome job.
 
[00:50:19] I'm so excited that this is working for you so thanks for the positive feedback to appreciate that.
 
[00:50:32] Another question about opening new opportunities and the relevancy with that meaning. How long is it open for. So people obviously want say turn it on. Hopefully are moving jobs right. So we want it to be relevant for both you and our members that button always stays active for 90 days unless you either reactivated it or take it down. So again we want to make sure that the people that have that button turn on are relevant for you all of are using it to recruit. And so again it's a 90 day mark. We automatically deactivate it unless they want to restart it again hopefully that makes it fun.
 
[00:51:13] And it looks as though we had a few a couple questions from Katherine as well as Anita about posting jobs on LinkedIn. So job slots are something that you could also have as a complement to recruiter pro that you can also purchase.

[00:51:29] And the nice thing about the job swap model is that you can rotate them in and out as often as you want so you could put up a position one day take it down another day put up a new role and the way that works too as it pushes out to both passive and active audience are candidate members within their newsfeeds.

[00:51:47] So being able to be pushed to relevant members based on their title location background and then it's also searchable within the job section of LinkedIn as well as listed on your LinkedIn company page.

New survey shows that LinkedIn is the first place recruiters turn to find candidates

[00:52:03] This is another just kind of restate of the process.
 
[00:52:09] If any of you guys are interested in pricing interested in the demo if you even already have a sales person assigned to you like a relationship manager still add that. Please click the contact me button. So just click on line can it help us stay organized and we'll route it to the right people. They're going to be the people that can give you specific information on pricing and also specific information on the other tool that we have like Adrian had just talked about the job sites and things like that. So since they are customizable we can't necessarily just say look here's the price because we definitely could be putting her foot in her mouth at that point in time we don't want to do that yet.
 
[00:52:46] So you can do that bill at least but you guys know it's going on and can help you out and really make that business decision within received message stating that when you message a potential candidate can your team see the message to the candidate so that the team cannot see the content of the message but they can see the fact that you already reached out. So this is really helpful in terms of duplication of efforts to make sure that multiple members on the team aren't all reaching out to the same candidate or taking a look at the same people.
 
[00:53:20] LinkedIn profiles so that no one is wasting time and that it doesn't provide a an awkward experience for the candidates on their side.
 
[00:53:32] Another question that we received from Tom was does LinkedIn see itself as a strong alternative to the job boards and I would just reference going back to to one of the first slides in regards to the industry trends and just mentioning too that it is the first place that people turn to take a look at candidates because you have access to all of the candidates that are active as well as passive. So if someone goes to a job board and they're taking it or they're putting their hat in the ring to look for a new opportunity chances are they're also going to have a LinkedIn profile on LinkedIn. You're also getting in front of that massive passive audience that's never visiting the job boards in the first place. Plus you're able to make it a bit more personalized see their background see their skills and see their interests too as well as leverage social selling as well.
 
[00:54:27] Cool.

Using RPS is easy, and LinkedIn is here to guide you through the platform’s features

[00:54:28] So two questions here that I wanted to address the first as you mentioned we have a dedicated trainer can we schedule a time for our team to get this training. So I want to make sure we're all on the same page. It's not necessarily a trainer per say. You get a dedicated account team. And so with that comes a lot of resources. What I would do is reach out if you already have a relationship manager point person at length and reach out and they can set that up. Really what we guide people to add more of like that quote unquote training are these scaled webinars. And also that learning center that I talked to that. So if you have heard or see you can go in to your recruiter feet you're going to hover over your profile picture icon at the top right hand corner of the page in a drop down menu is going to pop up one of the selections is training. And so that's going to take you to our amazing training center. So we really crafted it to a kid home for adult learners. And with that they went on demand content is easy to digest and then they can go and quickly put it into play. So it's broken down the different subjects that you can view. I'll tell you about upcoming webinars that are happening. They get very specific if it's in best practices. If it's you know recruiting proactively if it's recruiting with data and the list goes on and on and on. So all of that is in there too so that's kind of our training center.
 
[00:55:53] But again please reach out to your relationship manager and they can help you kind of guide you through that and walk you through the strategy behind it.
 
[00:56:10] Another question we're received from Megan what is the best way to use LinkedIn to tailor emails for more responses. And that's something to we tend to see a big uptick in terms of response rates when you transition over from either feelings to recruit or professional services reasons for that being are the way people populate better based on relevancy as well as the number of Spotlight features that we have. And these are over 20 search filters that we have as well. One of the big pieces though from an email standpoint that relationship manager can always share with you as well is just making sure that you're leveraging social selling that you're having a clear call to action to in your end in terms of follow up but really leveraging the fact that that candidate has their LinkedIn profile and their information in front of you and that you're using that to your advantage to position your ask to them so that you can get them on the call and do what you do best and recruit.

Leverage RPS from a branding standpoint

[00:57:13] This is the second question I was thinking of from Peter. You mentioned 18 to 20 two percent of responses to emails. Does that also include I'm not interested. Yes. So we defined the metrics in two ways. The response rate is the total number. So anybody that accepted the message responded freeform and also anybody that's declined it and said I'm not interested very now. The acceptance rate is clearly just those people who have said yes they want to to you essentially. Usually we don't see a massive disparity between the two. I mean there absolutely is. But that's what the metrics were there for to help you make the decisions on hey are my emails being. Are they successful. In my eyes are the successful out in the marketplace. If not hey let's deep dive go into it and really figure out what's going on. So hopefully that helps clear that up a little bit.
 
[00:58:08] There is also a question too in regards to leveraging recruiter for your own company brand.
 
[00:58:15] I wanted to mention too that when Lenny went over the save search component and the different number of filters that you can take a look at as well as the spotlights to see who is engaged with my brand in the past. Those are all great things to leverage. You can also set up a safe search for your company followers which I found to be extremely helpful.
 
[00:58:34] That way every day recruiter pro runs a save runs that seems search to show you anyone new that now is following your company so you could set that went up for candidates who could set another one up for decision makers and these are all warm leads.
 
[00:58:50] So people that are following your company to offer staffing and recruiting firm in particular those people are 95 percent likely to respond to your outreach. So those are people that you want to reach out to and capitalize on. So that's just another way that you can leverage LinkedIn recruiter from a branding standpoint.
 
[00:59:10] Awesome. So we are narrowing it down probably the last 30 seconds.

[00:59:16] So before we close everything down again just wanted to say thank you so much. These are some amazing questions is why I love working with surgeons often times because you guys are so detailed and you get it. I love it. So thank you so much for the time again we're going to be sending out the link to the recording and offer the Powerpoint presentations so that you have that information but I can't stress enough of you guys could please take the survey. We really appreciate that it helps us shape the webinars moving forward and offer gives us feedback on what we need to prepare. So thank you so much.
 
[00:59:51] Thanks everyone.