{"id":9253,"date":"2015-04-17T17:14:36","date_gmt":"2015-04-17T22:14:36","guid":{"rendered":"https:\/\/strategicsearch.com\/technical-recruiting-blog\/?p=1554"},"modified":"2015-04-17T17:14:36","modified_gmt":"2015-04-17T22:14:36","slug":"10-tips-to-improve-your-linkedin-recruiting","status":"publish","type":"post","link":"https:\/\/strategicsearch.com\/beta\/10-tips-to-improve-your-linkedin-recruiting\/","title":{"rendered":"10 Tips To Improve Your LinkedIn Recruiting"},"content":{"rendered":"<p><a href=\"https:\/\/strategicsearch.com\/technical-recruiting-blog\/10-tips-to-improve-your-linkedin-recruiting\/linkedin\/\" rel=\"attachment wp-att-1565\"><img loading=\"lazy\" decoding=\"async\" class=\"  wp-image-1565 alignright\" src=\"https:\/\/strategicsearch.com\/technical-recruiting-blog\/wp-content\/uploads\/2015\/04\/linkedin-300x225.png\" alt=\"LinkedIn Recruiting\" width=\"239\" height=\"179\" \/><\/a>Our executive recruitment agency highly recommends and regularly uses <strong>LinkedIn<\/strong> for recruiting top-notch passive candidates <span style=\"color: #008080;\">(i.e. <em>those candidates most valued by executive recruiters because they are not actively looking for a job and tend to be the top producers at their respective companies<\/em>)<\/span>. With over 347 million current LinkedIn users and two new users being added every second, LinkedIn has become the go-to destination for both external executive recruiting firms and in-house management recruiters searching for key candidates to meet many recruiting needs. This applies to not only Chicago executive recruiters like <span style=\"color: #800000;\"><strong><a style=\"color: #800000;\" href=\"https:\/\/strategicsearch.com\">Strategic Search Corporation<\/a><\/strong><\/span>, but also executive recruitment agencies across the globe!<\/p>\n<p>To improve our recruiting prowess, I instructed our entire technical recruitment staff to signup for a recent LinkedIn webinar focused on improving <strong><a href=\"https:\/\/www.linkedin.com\/static?key=about_inmail\">InMail<\/a><\/strong> (<em>LinkedIn\u2019s e-mail system<\/em>) recruiting. This webinar was lead by both <a title=\"Joanna Kucek (Advising Customers to Find Success and Top Talent)\" href=\"https:\/\/www.linkedin.com\/in\/jkucek\" target=\"_blank\" rel=\"noopener\"><strong>Joanna Kucek<\/strong><\/a> and <a title=\"Tara Hartnett (Relationship Manager at LinkedIn)\" href=\"http:\/\/https\/\/www.linkedin.com\/in\/tarahartnett\" target=\"_blank\" rel=\"noopener\"><strong>Tara Hartnett<\/strong><\/a> of LinkedIn. They shared many best and worst practices for recruiting passive candidates.\u00a0Please watch this video to enjoy that entire presentation.<\/p>\n<p><iframe loading=\"lazy\" src=\"https:\/\/www.youtube.com\/embed\/w2bmajMOOqw\" width=\"500\" height=\"300\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<h3><span style=\"color: #800000;\">Here is a <strong>top ten summary<\/strong> how to improve your LinkedIn recruiting:<\/span><\/h3>\n<ol>\n<li>\n<div style=\"margin-bottom: 10px !important;\">Include a strong subject line. This is the first thing someone will read, so you need to immediately catch one\u2019s attention.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\">Start a conversation. Think of LinkedIn as a networking event, but <strong><em><span style=\"color: #ff0000;\">NOT<\/span><\/em><\/strong> a job fair. Remember that your goal is to build a dialogue.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\">Keep your conversations brief and to the point. The caveat is 49% of LinkedIn users are accessing their account using mobile devices (<em>g. <a href=\"https:\/\/www.apple.com\/iphone\/\">iPhone<\/a> or <a href=\"http:\/\/www.apple.com\/watch\/?cid=wwa-us-kwg-watch-com\">Apple Watch<\/a><\/em>). Therefore, do not provide too much information. As a rule of thumb, keep your content to around 240 characters or less.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\">Mention shared groups and connections. This will help you to build rapport and develop more trust with the candidate you are recruiting.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\">Focus on your candidate\u2019s career goals and needs; <span style=\"color: #ff0000;\"><strong><em>NOT<\/em><\/strong><\/span> just your own. The caveat is 75% of LinkedIn candidates are passive candidates who are not actively pursuing a job change. So don\u2019t just assume that your recruiting opportunity will immediately entice them. Instead, compliment them on outstanding achievements and mention ways that your recruiting assignment will benefit them including meeting their career goals. This requires you to thoroughly read, uncover and include key information from their profile in InMail\u2019s you are sending. This will greatly personalize your correspondence and increase your chances of having a real dialogue.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\">Remember that your recruiting response rates can improve over time. This means both: a) applying the best practices for recruiting and b) trial and error. This is exemplified by one of the speakers, Tara Hartnett, who initially had poor response rates using InMail, but increased to an astronomical 39% response rate over time!<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\"><strong><em><span style=\"color: #ff0000;\">Do not<\/span><\/em><\/strong> list your entire job description in the InMail. That will overwhelm the candidate you are recruiting.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\"><em><strong><span style=\"color: #ff0000;\">Do not<\/span><\/strong><\/em> list your job title or the job requisition id in either the subject line or body of the InMail. That means nothing to the candidate you are recruiting.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\"><strong><em><span style=\"color: #ff0000;\">Avoid<\/span><\/em><\/strong> any jargon or business speak. Once again, that does not mean anything to the candidate you are recruiting.<\/div>\n<\/li>\n<li>\n<div style=\"margin-bottom: 10px !important;\"><strong><em><span style=\"color: #ff0000;\">Avoid<\/span> <\/em><\/strong>asking for a resume right away. Remember you need to develop a dialogue first.<\/div>\n<\/li>\n<\/ol>\n<p>Whether you are a scientific recruiter, engineering recruiter, technical recruiter or just part of the internal executive recruitment staff at your company, you can always improve your recruiting prowess. Following these ten rules will help our executive search firm in Chicago. Hopefully, they will help you as well.<\/p>\n<p><span style=\"color: #008000;\"><strong>What are your thoughts?<\/strong><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Our executive recruitment agency highly recommends and regularly uses LinkedIn for recruiting top-notch passive candidates (i.e. those candidates most valued by executive recruiters because they are not actively looking for a job and tend to be the top producers at their respective companies). With over 347 million current LinkedIn users and two new users being [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[64,115,116,117,111,55],"tags":[],"class_list":["post-9253","post","type-post","status-publish","format-standard","hentry","category-engineering-recruiter","category-executive-recruiter","category-executive-recruiters","category-executive-recruitment","category-scientific-recruiter","category-technical-recruiter"],"_links":{"self":[{"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/posts\/9253","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/comments?post=9253"}],"version-history":[{"count":0,"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/posts\/9253\/revisions"}],"wp:attachment":[{"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/media?parent=9253"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/categories?post=9253"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/strategicsearch.com\/beta\/wp-json\/wp\/v2\/tags?post=9253"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}