Welcome to LinkedIn Talent Hub
We’re excited that you’re here. Let’s get started.
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Get ready for your new ATS from LinkedIn
You may notice that your new Recruiter and Jobs interface has been updated to include Talent Hub features and functionality, and it’s our goal to make this transition seamless for you and your team.
Read on to learn more about these changes and the steps you’ll need to take to set up LinkedIn Talent Hub – your new applicant tracking system (ATS).
Begin your implementation journey with Talent Hub
Let’s walk through the different phases of the Talent Hub implementation process. Keep in mind the first critical steps require your involvement. Here’s a handy guide to help you understand where you are in the process – and what’s coming next.
Before the implementation process can begin, it’s important to understand Projects and their purpose within LinkedIn Talent Hub. You’ll also need to create at least one Pipeline to begin work in Talent Hub. (See the “Customize your Pipeline” section below for more information.)
This is the first meeting with your dedicated Implementation Consultant. They’ll provide a detailed overview of what to expect from the implementation process and help identify people within your company to support you. You’ll be contacted as soon as it’s time to schedule your kickoff call.
With support from your Implementation Consultant, you’ll set up Talent Hub to fit your organization’s hiring process. This includes building Interview Templates and Scorecards, adding additional Pipelines, and other things related to daily ATS use (more details below). You’ll also go over user roles and permissions and how to allocate them to your team.
Open requisition transfer
Now it’s time to open your existing and new requisitions to ensure all future activity happens in Talent Hub. The amount of time needed for this task depends on the number of open roles you need to migrate from your old system.
Legacy data migration (if applicable)
After you’re no longer using your existing ATS, we’ll work with you to extract, map, and upload historical data (ex: candidate profile information) into Talent Hub. The time required for migration will depend on the amount and format of the data, as well as the previous ATS provider. But don’t worry – you can begin using Talent Hub as soon as it’s configured.
Working with your dedicated LinkedIn team
Along with your current LinkedIn account team, you’ll have an Implementation Consultant to guide you through the Talent Hub implementation process.
Complete the necessary kickoff pre-work. After the kickoff call, you’ll choose internal implementation and product owners to work with the Talent Hub team.
This new point of contact helps you set up Talent Hub, working closely with you and any of your teammates involved in the migration.
The Relationship Manager communicates new product releases, leads strategic reviews, and helps you get the most out of LinkedIn.
Customer Success Manager
This specialist works with you during the entire process of onboarding and product adoption, providing support through coaching and best practices.
Your introduction to Projects in Talent Hub
One of the most important features is the use of Projects in Talent Hub. All requisitions require the creation of a Project. Understanding how Projects work within Talent Hub is the first step in your implementation journey
What is a Project?
A Project is the place to start and manage the entire hiring process for a role. You can search for candidates and save all your work for a job requisition or Pipeline of talent in one location – allowing you to work efficiently and collaborate effectively with your team.
Why is it important?
To open a requisition, you must create a Project. Projects don’t need an active job post, but when a job is posted, it will always be tied to a specific Project.
As Project details are entered, you’ll see real-time insights from LinkedIn about your talent pool. This data allows you to have informed conversations with your hiring team about any criteria that might limit the number of candidates.
Adding a hiring manager and recruiter to a Project is optional. You can add more team members once it’s been created.
This allows you to designate who can view your Project. Private allows visibility only to you and those who've been granted access. Public allows anyone in your company with access to Talent Hub to view your Project. Admins can see all Projects.
Before you get started in Projects make sure you can manage potential candidates effectively by setting up your Pipeline. Learn more about Pipelines, and why they are required before creating a Project in the next section.
Customize your Pipeline
Pipelines are a critical first step to setting up Talent Hub, so you’ll need to create one before getting started.
What is a Pipeline?
Once you've sourced strong candidates or applicants, you'll save them into a Pipeline. You can configure stages within five phases (see "Deep Dive" section) to deliver a tailored candidate experience alongside standardized hiring reporting for every role.
Why is it important?
By creating Pipeline Templates, each candidate has a consistent experience relative to their role of interest. For example, when hiring a software developer, you may want to include a coding assessment, which wouldn’t be applicable for a sales position.
Static Pipeline phases defined
1. In review – Track your top-of-funnel candidates. Ideal for prospects, saved candidates, and prescreening.
2. Talent screen – Track your candidates once mutual interest is achieved. Ideal for anything related to the screening process.
3. Interview – Further assess candidate qualifications. Ideal for anything related to the interview process.
4. Offer – Track offer status. Ideal for offers extended, accepted, or anything related to the offer process.
5. Hired – Track your candidate’s post-offer status.
Give your Pipeline Templates descriptive names (ex: “Front-End Engineers”). It will help when selecting which one to use during Project creation.
More Talent Hub features
Explore Templates and Scorecards
Once you understand Projects and have set up at least one Pipeline, you can get to know more Talent Hub features. If you don’t have the time, your Implementation Consultant will help guide you through everything.
A Message Template is an InMail message you can customize, save, and reuse. You can also edit and delete your own Message Templates, or use templates that other team members have created. Ultimately, you’ll save time by avoiding the need to retype or copy and paste recurring InMail content.
More details about creating Message Templates >
Scorecards are used by interviewers to evaluate a candidate and provide feedback to the recruiter. The simple rating system helps interviewers share clear impressions and makes sure that all candidates are assessed on the same criteria.
Check out the Interview Scorecards tip sheet >
Interview Templates can be used to schedule multiple interviews for a candidate on the same day. For example, when a candidate has multiple interviews for different aspects of a role, you can set up a template that defines each one by type, duration, and related Scorecard.
More details about managing Interview Templates >
Here’s additional information to help you make the most of Talent Hub.
Need more answers? Your Implementation Consultant is always ready to help.