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
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