Risk & Business Magazine Benson Kearley IFG Fall 2016 | Page 11

LINKEDIN RECRUITER
you can’t type free-form but rather have
to select what LinkedIn suggests), that
means that your candidates either had
to select these terms from a pull-down
menu themselves when they created their
profiles, or they linked their company
name, for example, on their profile to their
company page.

DO A TEST RIGHT
NOW FOR YOUR
OWN COMPANY
OR DIVISION.
First, do a search typing your company
name in the free-form company field and
see how many results you are getting.
Make sure to select “currently working
there” to compare apples to apples. Next,
go to the other advanced company name
search titled “currently working at” and
select your company or division. You will
clearly see that the results are not the
same. Also, if you ONLY use the keyword
company field, you really need a long OR
statement for the many ways this company
can be spelled out (i.e., JP Morgan OR
JPMORGAN OR J.P. Morgan OR Chase
Financial, etc.).
Similarly, searching job titles is great and
intuitive, right? Hold that thought as that’s
all you will get—ONLY exact hits if the
candidates put that in the job title field.
You need a Boolean OR string to get all of
the possibilities of the way this job title
may show up (i.e., Accounting Manager OR
Assistant controller OR Asst. Controller
OR Acctg Manager OR Acctg mgr, etc.).
But that’s still not good enough! What
happens when candidates put internal job
titles under the job title field? Or simply
words like “Manager” or “Director”? You
will NEVER find them! Even if they used
correct titles, maybe someone wrote
“Manager of Accounting” or “Director,
Financial Services Group.” Get it?
This is why you need a great Boolean
OR statement and keyword search!
The keyword search will be a long OR
statement of all the types of things that
people in these positions tend to have.
You would then put those in the keyword
field and SAVE that as yet another saved
search. Don’t worry about duplication
of candidates as you can simply use the

Boolean NOT (or “-”) command under job
titles and just use the keywords. In this
case, first do a search under the job titles
field and get your results. Next, copy and
paste that into the keywords field. To avoid
the dupes, simply put the NOT command
in front of the job title search criteria you
just input. Any new result will result in
all NEW candidates. You will find many
profiles that are exactly what you want.
YOU DON’T KNOW HOW TO MANAGE
SEARCHES WITHIN A PROJECT
Once you save a search, you must assign it
to some project. However, the project itself
will default to the last saved search that
you created. It’s easy enough to go into
settings and manage your searches from
there. Just select from within the project
which search you want to use or play with,
and change these around as needed.
There are also outstanding features
in the project area, including tracking
communication, stats, and the ability to
share the projects.
If you work as a team or have a researcher,
simply add the person(s) to the project.
Going forward, any person on the team
can ask to have someone selected for
review by the project owner. This is all
done within LinkedIn and will be saved.
You are able to control all of your work, etc.
YOU AREN’T USING THE “UPDATE ME”
FEATURE
This is one of the best features of LinkedIn
Recruiter. USE it and use all 150 people
that they give you. In a nutshell, it should
be the top 150 people who you want to be
the first “in the know” when something
big is about to happen with them. Unlike
the activity feed on free or premium
accounts (which is not manageable for the
hundreds, if not thousands, of people you
are connected with), “Update Me” will
appear on your Recruiter dashboard and
ONLY shows the very key areas that have
changed (i.e., job title, headline, location,
etc.). You’ll see within seconds when
candidates change their jobs. You can find

out when a client prospect is considering
leaving his or her job. The vast majority
of candidates only change their headlines
and job status when they are beginning the
PASSIVE phase of their job search! Check
now to see how many people use this.
YOU AREN’T GETTING ANY BETTER
INMAIL RESPONSES THAN ANYONE
ELSE
The average InMail reply rate is in the
neighborhood of 25 percent. Go into your
reporting on a regular basis and see what
you and your team’s results are. I could
write a whole article on InMails, but the
key is to use your templates. You must
personalize the template with their name
(only the Recruiter platform automates
this, so use it). And there are tricks to even
use a template to customize each InMail
so that it seems like you are only writing
to that one person! Each user should have
multiple templates based on what the
user is going to personalize (for instance,
purpose, etc.). Check out how many
templates each licensee is using right now.
Also, people actually see your profile when
they InMail you. Most recruiters don’t
have that feature. Although I won’t get into
this here, if you scroll down, you can see
that I mention the great importance of a
profile that pops when I talk about my full
LinkedIn Xtreme Mastery program.
YOU AREN’T USING ALL OF THE
BUILT-IN “BEHIND-THE-SCENES”
ALGORITHMS THAT LINKEDIN WILL DO
FOR YOU
Did you know that LinkedIn Recruiter’s
dashboard of “People You May Want to
Hire” is an absurdly rich algorithm that
they spent a fortune on ONLY for users
of the LinkedIn Recruiter platform? Well,
it likely has been of no use to you since
it reads what searches you save, who you
tend to click on, what people you save to
projects, and what projects you create. So,
guess what? If you aren’t using the previous
tips mentioned here, then this massive tool
is not going to help you. +

Neil Lebovits, CPA, CPC, CTS is
considered one of the top LinkedIn
trainers for recruiters. Learn more at
www.TheDynamicSale.Com.
BY: NEIL LEBOVITS,
CPA,CPC,CTS

FALL 2016

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