LINKEDIN RECRUITER
LinkedIn Recruiter
Getting Your True ROI
So , you bought LinkedIn Recruiter for yourself or your team . Although it has some amazing capabilities , the majority of my clients simply don ’ t use them . Here is where most fail .
YOU ARE NOT USING LINKEDIN PROJECTS THE RIGHT WAY There are many benefits to the LinkedIn Projects area . Owners who pay for these pricey licenses are assured of keeping this great data whenever an employee terminates employment for any reason . Each employee should have a project for EVERY single job that the employee is working on . You should also have a project for every type of position that you intend to recruit for . You should have a project for candidates who are great for sourcing ( i . e ., they give you a lot of names of other “ A-type ” candidates ), for candidates who are great future client prospects , and for candidates who are already in your database . It ’ s easy enough to add anyone to a project , of course . Once you do , the person is there FOREVER and won ’ t disappear when the employee with the license loses .
In LinkedIn Recruiter , projects are where the saved searches are housed . In order to save a search , you need to assign it a project . So many users don ’ t even know why it works this way , but that simply proves my point that they just don ’ t get the power of the projects .
YOU ARE NOT USING ALL FIFTY SAVED SEARCHES AND WHY YOU SHOULD The free or premium accounts allow anywhere from zero to five saved searches to the projects area . LinkedIn Recruiter allows you to save up to fifty searches . Your staff is likely not taking advantage of a fraction of this amount . Don ’ t believe me ? Go ahead and check . You NEED to use all fifty saved searches . In fact , you ’ ll find that even fifty aren ’ t enough , so please use all of them per license . Here ’ s why :
LinkedIn Recruiter usually allows one thousand views of search results . That ’ s simply too many . You want to narrow down your focus and get great at sourcing and using the right keywords . LinkedIn Recruiter has AMAZING built-in “ faceted filters ” that enable you to search things that the average LinkedIn user simply can ’ t . The downside to these filters is that if you are using them and only them , you are likely screening OUT many more people than you are screening in .
For instance , if someone only put in a last job on his or her profile and you are looking for someone with ten years of experience , then your search using the “ years of experience ” field will be limited .
In other words , garbage in , garbage out . THE CANDIDATE must have filled out these fields first in order for them to return any results ( same for industries , job title , seniority , size of company , etc .). You DEFINITELY want to use these “ faceted filters ,” but they will be ONE of the many searches you will use to attack any given recruitment . This is fixable by creating a new saved search that may use , for example , the keyword field .
YOU ARE NOT ATTACKING THE SYSTEM FROM DIFFERENT ANGLES As noted , you want to use many of the existing “ faceted filters .” There are also several ways to search for the same thing . Ninety percent of users , in my experience , tend to simply use the keyword field ( without even using Boolean “ AND / OR ” nested logic ) or the job title fields .
As an example , you can search for a company under the company free-form field or also under the company pulldown selections . You actually want to use BOTH methods and save each of these as independent searches . Simply understand the differences between the two . Keyword searches ( whether through the keyword field itself or via a free-form field like company name ) are simply that . You will search for whatever you type . If you select from a pull-down menu ( i . e ., where
10 | FALL 2016