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 | 11