LinkedIn Recruiting Firms Field Guide

The Recruiting Firm’s
LinkedIn Field Guide
A guide to building your brand,
recruiting more efficiently, and
growing your business with LinkedIn

Introduction
Build your brand foundations
Engage your target audiences
Recruit candidates and clients
Appendix
02
04
19
26
50
Recruiting is
evolving. Are you?
Over the past ten years, recruiting has
experienced more change than in the previous 40.
Recruiters have gone from relying on their
Rolodexes and cold calling to engaging warm
candidates within minutes of finding them online.
Increasingly, top talent never enters the
marketplace. Passive candidates are recruited
from one role to another without actively searching
for their next position – which means recruiters can
no longer post, pray, and expect results.
Candidates have more career choices, and clients
have more channels to research potential partners.
Both groups are making decisions based on their
networks’ recommendations and the information
they find online.
And to top it off, your peers tell us that the current
market is more competitive than any they’ve faced
in recent memory.
So what’s a recruiter to do? (Read on!)
The Recruiting Firm’s LinkedIn Field Guide 2

Build. Engage. Recruit.
We at LinkedIn couldn’t be more excited about the opportunity you have in front of you. Your talent
pool has expanded, and your ability to reach and engage that pool has improved. You now have
the social tools at your fingertips to communicate the right content, to the right audience, at the
right time.
Today, the world’s best recruiters act like marketers. They’re investing in their brands. They’re
engaging with candidates and clients online to keep their firms top of mind when it comes time to
make a career change or hire someone new. And they’re able to recruit more efficiently and grow
their businesses as a result.
In this book, we’ll share tools, tips and tactics for leveraging LinkedIn to win in today’s highly
competitive, rapidly evolving marketplace. You’ll learn best practices to:
åå Build your personal brand and your firm’s brand
åå Engage key talent pools and potential clients
åå Recruit candidates (external and internal) and new clients
At LinkedIn, our goal is to connect talent with opportunity at massive scale. But we can’t do that
without each of you. We hope this book will help you be even more successful in finding amazing
talent for your own firm and for every single one of your clients.

Build
Your brand foundations

06 Your personal brand
10 Your firm’s brand
Build
Your brand foundations
In this section, you’ll learn how to build the critical brand foundations
that will power your success as a recruiter.
We’ll cover your personal brand – it all starts with your LinkedIn
profile! – and your firm’s brand, including your Company Page, your
follower base, and Ads on LinkedIn.

45M
An average of 45 million profiles
are viewed on LinkedIn every day2
Amazing recruiting begins
with you
Your LinkedIn profile
Viewing member profiles is the #1 activity on LinkedIn.1 Is yours ready
for primetime?
Your profile is often the first interaction that candidates and clients will
have with you and with your firm. Think of it as your personal brand,
encapsulated: a 24/7 representation of your professional knowledge,
capabilities, and achievements.
The more you can show who you are and what you do, the easier it is for
candidates and potential clients to engage with you and determine whether
you can help them achieve their goals.
Build: Your personal brand
Note: Every person at your firm should follow the steps
described on pages 7-9 to build their own profiles. Your
employees are your firm’s best advocates!

The anatomy of a well-branded
recruiting profile
Websites
Nancy Soni
CEO/Founder at FILD
500+
connections
Company Website
Blog
www.linkedin.com/in/nancysoni Contact Info
BACKGROUND
SUMMARY
Connect
FILD seeks to completely disrupt the tech recruiting industry. We’re changing the
way people view recruiters one interaction at a time.
FILD specializes in filling technology-related roles such as Software and Web
Engineers/Developers, UI/UX Developers/Designers…
If you are looking for a new role or looking to fill a role, feel free to send me an email
or give me a call.
Engaging, friendly
picture
Profiles with a photo are 11x
more likely to be viewed.3 And
who wouldn’t want to work
with Nancy?
Custom public
profile link
Claim your public profile URL
and add it to your business
cards and email signature.
Descriptive headline
Your headline appears in
search results, so make sure
it’s clear. (You can also get
creative and go beyond your
title or role).
Essential links
To your firm’s website, LinkedIn
Company Page, Twitter feed,
anywhere a client or candidate
can go to learn more.
Killer Summary
Over-invest in your summary.
Use the first person. Write like
you want to hire, not like you
want to be hired.
Twitter FILDIT
7

Kick it up a
notch
5 more steps to a dazzling
new profile
01 Dress it up with rich media
Showcase your achievements and your firm’s capabilities by
uploading or linking to pictures, videos, blogs, SlideShare
presentations, and websites.
02 Get recommended
Ask for recommendations from your peers, your clients, and
candidates you’ve placed to give profile visitors a 360-degree view of
who you are.
03 Add certifications
Build credibility by sharing certifications or clearances you’ve attained.
If you’ve earned the LinkedIn Certified Professional - Recruiter
certification, be sure to include that here! (For more information, visit:
http://lnkd.in/certification.)
04 Highlight volunteer experience
Paint a more complete picture by featuring volunteer work or causes
you care about.
05 Share your skills
Add relevant skills to maximize your visibility on LinkedIn and Google.
Think of your skills like keywords for a search.

Measure your profile power
If you can’t measure it, you can’t manage it. These free analytics tools will help you build your
personal brand strategically.
Who’s viewed your profile
Are your profile views increasing?
How do you rank vs. your connections
and coworkers? What roles, industries,
and companies do your viewers
come from?
Network statistics
Is your network growing? By how
much are you expanding your reach to
2nd and 3rd degree connections?
Who’s viewed your updates
Are more people viewing, liking,
sharing and commenting on your
content?

48,000+
staffing and recruiting companies
with Company Pages on LinkedIn4
How will your firm stand out?
It’s a competitive market out there. How candidates and clients perceive
your firm is critical. Do they view you as a trusted partner?
Or have they never heard of you before?
To stay ahead today, you have to stand out. Your Company Page is
foundational to building a brand presence on LinkedIn. It acts as an
information hub for candidates and clients to learn more about your firm’s
unique capabilities.
Build: Your firm’s brand
Tip: If you’re looking for guidance on crafting brand
messaging for your firm, check out our Employer Brand
Playbook, pages 10-21: http://lnkd.in/EBPlaybook.

Company Page basics
Carlton Staffing
Home Careers Services Analytics
Carlton Staffing is a full service staffing firm with over 30 years experience providing real
staffing solutions to leading businesses and job seekers of Houston, Dallas, and Fort
Worth...
For our Customers
We have been exceeding our clients’ expectations for more than twenty-eight years.
• We understand our clients’ businesses and their specific needs.
• We consistently provide the highest quality candidates.
• We are continuously developing value-added programs to enhance customer service...
For Texas Job-Seekers
Our candidates and employees are the key to our success and we strive to provide you
with the best opportunities to accomplish your professional goals. Carlton is consistently
ranked...
Specialties
Recruiting, Staffing, Administrative, Clerical, Light Industrial, Technical, Accounting, Skilled
Trades, Lending & Title, Temporary, Temp-to-Hire, Direct Hire
01 Creating a page is easy
Just add your company logo, banner
image and description. Visit linkedin.com/
company/add/show to get started.
02 Speak to your target audiences
Make sure your content resonates with both
clients and candidates.
03 Add specialties
Think search keywords or SEO when you’re
listing your specialties. This will make it
easier for people to find you on LinkedIn
and Google.
Want more info? Visit our Company Page Resource Center:
http://lnkd.in/CompanyPageResources.

Attracting followers for
your firm
Our favorite thing about a Company Page? LinkedIn members can follow
your firm. Your follower base is ready to hear from you: they’re a prime
group of potential clients and candidates to build relationships with.
Follower (n):
A LinkedIn member who has opted
in to receiving updates about your
firm in their LinkedIn feed

What’s the value of a follower?
The numbers speak loud and clear: LinkedIn members are eager to engage with companies
just like your firm.
95%
more likely to respond to an
InMail from someone at a
company they follow5
NEARLY
50%
more likely to purchase from
a company they engage with
on LinkedIn6
79%
are interested in job
opportunities from companies
they follow7
68%
want to receive relevant news
and insights from companies
on LinkedIn8
“Having more followers than companies 100X our size gives us significant credibility within
the industry.”
Chad Saffro, Recruiter and Consultant, CS Recruiting

01 Add a Follow button to your site
Make it easy for people who visit your
website to follow your Company Page
by embedding a free “Follow” button.
(See below for details.)
03 Have employees spread the word
Ask your team to include a link to
your Company Page on their LinkedIn
profiles and in all client and candidate
communications. They can even
embed a Follow button in their email
signatures.
3 steps to follower growth
Once you’ve set up your Company Page, take these 3 steps to grow your follower base.
(Good news: they’re free!)
02 Go social
Cross-promote your Company Page in
LinkedIn Groups and on other social
platforms like Twitter or Facebook.
For more information on the Follow button, visit: developer.linkedin.com/plugins.

Follower demographics
Understand your audience better with
more detailed demographic data. You
can drill down by seniority, industry,
company size and function. Make
sure the audiences you’re looking to
engage are well-represented.
Visitors
Track page views and unique visitors
over time to understand how your
efforts to drive traffic are performing.
Review visitor demographics to see
who’s visiting your Company Page.
Your Company Page:
Which metrics matter?
The Analytics tab of your Company Page offers rich data on how your brand is performing.
Here’s a guide to your key metrics and how to use them.
How you compare
Benchmark your followership against
similar organizations and competitors.
Set a goal for follower growth and use
the “follower trends” module to track
your progress.

Taking it to the next level
Premium solutions for building your firm’s brand
Once you’ve established your brand presence on LinkedIn and started to grow your follower
base, LinkedIn Ads can help you maximize your reach with key audiences.
Ads let you target potential clients and candidates using highly relevant criteria like function,
seniority, and industry. You can use Ads to amplify your brand impact, expand your follower base,
and spread the word about your firm’s capabilities and open positions.
LinkedIn Ads fall into two categories:
åå Employee Profile Ads
åå Targeted Ads
See pages 17-18 for more information.

Employee
Profile Ads
Leverage the ad space on your
employees’ profiles
Every interaction someone has with your
employees on LinkedIn is an opportunity to
promote your firm. Since the #1 activity on LinkedIn
is checking out profiles9, more firms are taking
advantage of this traffic to promote their services
and the open opportunities they’re filling for clients.
Employee Profile Ads allow you to purchase the ad
space in the top right corner of every employee’s
LinkedIn profile. Click-through rates on these ads
are typically 20x the industry average10.

Targeted Ads
Engage key LinkedIn members
at scale
Think of your key stakeholder groups on LinkedIn:
talent pools you frequently recruit from, industries
where you want to acquire new clients, and so on.
Targeted Ads allow you to influence those critical
LinkedIn members at virtually every touchpoint of
their experience on the site.
A variety of different Ad types can help you build
awareness and engagement with the audiences
you care about most in a highly targeted way. You
can use them to drive traffic to your Company
Page, drive leads to your thought leadership
content, grow your follower base, advertise open
positions you’ve posted on LinkedIn, and more.

Engage
Your target audiences

21 Your connections
22 Your firm’s followers
23 Key audiences on LinkedIn
Engage
Your target audiences
In this section, you’ll learn about engaging your key stakeholders on
LinkedIn and nurturing those relationships at scale.
We’ll cover engaging your personal connections and your firm’s followers
via status updates, as well as extending your reach beyond connections
and followers with Sponsored Updates and your LinkedIn Career Page.

Your personal status updates
As a recruiter, your personal brand is critical to your success – and your status updates are the
perfect way to stay top-of-mind and engage your LinkedIn connections at scale. Here’s how.
Engage: Your connections
3 tips for personal status update success:
01 Be visual
Include images, videos and
presentations in your updates to boost
interest in what you’re sharing. The
more likes, comments, and shares
your content receives, the more
broadly it reaches throughout the
LinkedIn network.
03 Make your updates more
interactive
Engage with your network by
mentioning connections in your
updates (you can do this by typing
@ followed by the member’s name).
Respond to their comments in real-time
to keep the conversation going.
02 Maintain a healthy balance of
content
You should absolutely use your status
updates to broadcast open searches
to your network, but don’t only do
that – status updates are a powerful
tool for thought leadership as well.
Balance posts about open reqs
with relevant articles and thought-provoking
content.
“I have a high InMail response rate, and I attribute that in part to the fact that I’m putting out
compelling information in my status updates. You have to build your brand alongside using
LinkedIn to reach out to candidates. You have to build those relationships.”
Evelyn Milani, President, Avanti Recruitment Solutions

Your Company
Status Updates
Company Status Updates are a highly effective
way to nurture relationships with your followers
on LinkedIn. When you post an update from
your Company Page, it appears on their
LinkedIn feed. Encourage followers to like,
comment on and share your post – it will
amplify your content throughout the
LinkedIn ecosystem.
Engage: Your firm’s followers
1. Get targeted. When you post a status update, you can target it to
followers using criteria like job function, seniority and geography.
Since 79% of followers are interested in job opportunities from
companies they’re following11, this is a great way to target your
open reqs to the right audiences, for example.
2. Use videos and other rich media. Status updates with links to
YouTube videos result in a 75% higher share rate12. No videos?
Try SlideShare, PDFs, photos and links: posts with an image enjoy
a 98% higher comment rate13.
3. Consider your audience. Your status updates can reach
candidates, existing clients, and potential clients across each of
your business units or specialties. Create a content calendar to
ensure you’re speaking to each audience regularly – and don’t
forget to target your posts.
4. Leverage existing content streams. Use successful blog posts,
articles and news from your other social platforms to create a
high-quality stream of updates. On LinkedIn, you’ll find ready-made,
share-worthy content from Influencers, on Pulse, and
in Groups.
5. Mix it up. To keep followers engaged, rotate your content themes
regularly. For every post promoting your firm, make sure four
posts focus on thought leadership or industry trends.
Bonus tip: Visit the Analytics tab on your
Company Page to understand how LinkedIn
members are engaging with your updates.
Use the data on what’s performing well –
and what’s not – to tailor your content and
increase your impact.
Here are our favorite tips for creating an uber-engaging Company
Status Update:

Engage: Key audiences on LinkedIn Extending your reach
Amplify your message with Sponsored Updates
Sponsored Updates let you publish relevant content straight to the LinkedIn feed of any member
on the site, not just your Company Page followers. They appear in feeds across devices
(smartphone, desktop and tablet), giving you more opportunities to reach the people that matter.
If you’re looking to extend your reach to audiences beyond your follower base, Sponsored
Updates give you the perfect opportunity. Use these tips to help you get started.
Sponsor your best content
If you’re an avid user of
Company Status Updates,
you know what works for
your firm. Apply those
learnings to your strategy
for Sponsored Updates.
Avoid hypertargeting
Sponsored Updates let
you define your audience
using criteria such as
location, company size,
industry, job function, and
seniority. Remember that
there’s always a tradeoff
between targeting and
audience size: don’t add
so many targeting filters
that you exclude potential
audiences who are
important to your business.
For more information, visit http://lnkd.in/SponsoredUpdates.
Don’t be tied to the work
week
Professionals engage
with Sponsored Updates
across devices throughout
the week, with strong
engagement through
the weekend. Consider
adopting an always-on
approach.
As always, measure and
adjust
If you’re using Sponsored
Updates as a way to
boost awareness with new
audiences, be prepared
to test and learn. What
works for one audience
might not work for another.
Luckily, though, Sponsored
Updates come with a host
of analytics to help you
assess and improve your
performance.
For more information, visit http://lnkd.in/SponsoredUpdates. The Recruiting Firm’s LinkedIn Field Guide 23

The anatomy of a successful
Career Page
Another solution for building relationships with audiences beyond your follower base is the
LinkedIn Career Page. The Career Page is your central hub for recruiting activity on LinkedIn.
Its unique targeting capabilities allow you to engage the broader LinkedIn network with relevant
information on your open opportunities, your brand, and your team.
entero Careers
Home Careers Analytics
Delivering Value with Values
About entero
People at entero
Lindsey C.
Senior Recruiter at entero
Jobs at entero
SAP Project Manager
Greater Minneapolis-St. Paul Area
Data Center Network Engineer
Minneapolis, MN
Cisco Network Engineer
Greater Minneapolis-St. Paul Area
IT and Finance Staffing
entero is a strategic finance and IT contract recruiting firm, founded in 2006. Our goal
was to become a new breed of contract staffing and recruiting firm.
entero continues to attract brilliantly talented recruiting and sales professionals while
also making significant investments in the newest recruiting tools. This combination of
brilliant recruiting and sales talent with the newest recruiting tools blended into our
lightning fast paced, entrepreneurial culture has created our secret sauce!
Engage: Key audiences on LinkedIn
Make it pop
Use bold, memorable
visuals. Friendly faces
work too!
Use it to grow
your firm
Take advantage of the
employee spotlight
section if you’re looking
to build your firm’s
brand as an employer
of choice.
Target key
candidates
Career Pages
allow you to tailor
the experience for
unique segments with
dynamic messaging
based on visitors’
LinkedIn profiles. You
can target based
on a candidate’s job
function, industry,
geography, and more.
24

A few more tips
For a remarkable LinkedIn Career Page
Engage: Key audiences on LinkedIn
01 Think digital
Whatever you say, keep it brief. Attention spans are
shorter online – and your content should be shorter
too.
02 Think media
Bring your messaging to life with videos, photos, and
SlideShare presentations.
03 Think differentation
What makes you stand out? Be sure your Career
Page communicates why you’re different from the
competition.
“Our approach to recruiting is to follow
the candidates. That’s why LinkedIn has
become the hub for all of our talent sourcing.
My goal is to drive as many candidates as
possible – even our website visitors and
direct inquiries – to LinkedIn.”
Michael Primorac
President
Mediant Health Resources

Recruit
Candidates and clients

28 Candidates
44 Clients
Recruit
Candidates and clients
This section contains best practices and tips for doing what you do best:
recruiting! (Whether that’s external candidates, employees for your own
firm, or new clients.)
We’ll cover our favorite strategies for identifying and reaching out to the
best candidates – via our search products, InMail, and Jobs products – as
well as engaging with potential clients and driving new business.

85%
of professionals are “approachable”*
Finding the best needle in
the haystack
We frequently hear from our clients that great talent is in shorter supply
than ever. Combine that with the competitiveness of the current recruiting
market, and finding high-quality candidates for your clients starts to feel like
a real challenge.
There’s a silver lining here, though: the data tells us that most
professionals – not just the ones actively seeking a new job – are open
to hearing from you. According to our research, a full 85% of professionals
are “approachable”14 – meaning they’re open to hearing about a new
opportunity, provided it’s relevant to them.
So the key is finding the right candidates, and then getting their attention.
On pages 29-43, you’ll find tips for finding those candidates with LinkedIn
search products and Jobs, and getting their attention via InMail.
And more good news: if you’re investing in building your brand and
engaging your target audiences, candidates will be far more likely to
respond when you reach out.
Recruit: Candidates
*Open to hearing about a new opportunity, provided it’s relevant.

A note on search products
Which LinkedIn Recruiter Family Product is right for you? Use the following chart to compare and
contrast our solutions.
LinkedIn.com
Basic Account
Recruit: Candidates
Recruiter
Professional Services Recruiter
User Type All professionals Professional recruiters and
teams
Professional recruiters and
teams
Price Free $5,000 $8,700
Full profiles for 3rd degree connections
See full profiles, with full names, for your 3rd degree connections.
Limited visibility for 3rd degree Full visibility for 3rd degree Full visibility for 3rd degree
Full profiles outside your network (beyond 3rd degree)
See full profiles, with full names, of 313M+ members.
Limited to 20 profile unlocks
per seat per month
Unlimited
Contact anyone directly with InMail messages
Reach members whether or not you’re connected to them.
50 InMails per month (pooled
across your team)
50 InMails per month (pooled
across your team)
Zero in on top talent with advanced filters
Premium filters allow you to search by seniority, company size,
years of experience, and more.
Basic filters only Over 16 Premium search filters,
including talent specific filters
Over 16 Premium search filters,
including talent specific filters
Multi-user collaboration tools
Create team projects, view team notes and activity, and share
profiles to eliminate redundancies and increase visibility.
Seat holders can collaborate.
Team members can share
resources like InMails and
projects.
Seat holders can collaborate.
Team members can share
resources like InMails and
projects.
(Continued on page 30)

A note on search products
(Continued)
Recruit: Candidates
LinkedIn.com
Basic Account
Recruiter
Professional Services Recruiter
Manage prospects with Talent Pipeline
Centralize leads from any source by importing resumes and
spreadsheets into LinkedIn. Organize and track activity with
advanced pipelining tools and reports.
Includes complete suite of
Talent Pipeline features
Includes complete suite of
Talent Pipeline features
Contact multiple candidates efficiently
Send multiple messages at once. Use customizable InMail
templates to personalize each message.
Includes 1-to-Many InMails
and saved templates
Includes 1-to-Many InMails and
saved templates
Track team performance
Track and manage the performance of your team with reporting
and analytics.
Includes recruiter usage and
monthly usage reporting and
analytics
Includes recruiter usage and
monthly usage reporting and
analytics
OFCCP compliance auditing
Maintain compliance with OFCCP and other compliance
requirements by tracking recruiter activity.
Meets OFCCP compliance
requirements
Meets OFCCP compliance
requirements
Set up search alerts to find new candidates
Save searches and get email alerts when new profiles match your
search criteria.
3 alerts weekly 50 alerts daily 50 alerts daily

Sizing up the market
The key to effectively setting client expectations
Pop quiz: Your client just called, and she’s looking for five candidates with a list of hard-to-find
qualifications by end of day. What’s the first thing you do?
If you answered “size up the market,” you’re off to a good start. Before you dive into a tough
candidate search, getting smart on the talent pool will help you set proper expectations with your
client and prioritize your outreach. Here are two ways to do this:
01 Run a live search in LinkedIn Recruiter*
Recruiter gives you access to all of the 313M+ profiles
on LinkedIn, so you can easily uncover the size and
demographics of your addressable market. Knowing whether
there are 10 or 1,000 candidates with your client’s requested
criteria can open up a conversation on what qualifications
are “need to have” vs. “nice to have.”
02 Consult LinkedIn’s free Talent Pool Reports
These insights – available for 70 regions and high-demand
professional skill sets – arm you with information
on the location, background, and interests of your target
candidates. They’ll help you better understand supply
and demand within the market and customize your
outreach accordingly.
Talent Pool Reports available at: http://lnkd.in/TPReports.
*For more information on LinkedIn Recruiter, see pages 29-30.
Recruit: Candidates

Master Boolean
Search
The five commands you need to
know cold
The first step to recruiting like a pro is mastering
Boolean search. Enter one or more search terms
in your keyword, title, name or company fields,
and you’ll get a list of profiles. But to find the most
relevant profiles, you’ll need to use the modifiers in
the chart on the right.
To narrow your results further, use search facets
such as location, industry, current company,
experience, and seniority level.
Recruit: Candidates
Quotes – For an exact phrase, enclose it in
quotation marks (e.g. “product manager”).
Narrows search.
NOT – To exclude a particular term, type NOT
before it (e.g. programmer NOT manager).
Narrows search.
AND – To get results that must include two or
more items in a list, use AND as a separator (e.g.
manager AND sales). Narrows search.
OR – To include at least one term, separate two
or more with OR (e.g. sales OR marketing). Great
for common spellings or synonyms of a word.
Broadens search.
Parentheses – To do a complex search, combine
terms using parentheses. For example, to find
people who have “VP” in their profiles, or have
both director AND division in their profiles, type:
VP OR (director AND division). Narrows search.

Beyond Boolean
Other ways to source via
LinkedIn
Advanced searches can be very powerful, but don’t forget to:
Leverage your own network. Connect via LinkedIn with new
people you meet to solicit warm leads and referrals from their
networks. Industry expert Lou Adler calls this technique cherry-picking.
Learn more at http://lnkd.in/CherryPicker.*
Join LinkedIn Groups. Find LinkedIn Groups relevant to your
target candidates, and scout talent in a non-intrusive way by
conversing with them there.
Save your searches. Once you’ve perfected your Boolean search
string, save it. The search will continue to run in the background
and you’ll receive alerts when new candidates match your criteria.
*Features available in LinkedIn Recruiter or Recruiter Professional Services.
For more information, see pages 29-30.
Bonus tip: Many of our customers track
metrics like number of profiles viewed,
number of searches performed, number
of InMails sent, and InMail response
rates for each member of their teams.
They reallocate Recruiter licenses to the
most deserving recruiters accordingly.
Recruit: Candidates
Maximize leads from networking events. CheckIn allows you to
easily capture candidates you meet at a networking event or career
fair and engage with them immediately via LinkedIn Recruiter. For
more information, visit http://lnkd.in/CheckIn.*
Focus on your followers. LinkedIn Recruiter allows you to filter
your search by followers of your firm. Consider these folks warm
leads: they’re obviously aware of your firm’s capabilities, and
they’re more likely to respond to your InMail.*
Find similar profiles. Once you’ve found that perfect candidate,
use the Similar Profiles feature – driven by LinkedIn algorithms – to
effectively clone him or her.*

Tips for building a stunning
talent pipeline
Imagine having a warm candidate slate at your fingertips for your next hard-to-fill role.
Those who actively pipeline talent are living that dream. Pipelining not only saves you and your
team from reinventing the wheel for every role, it reduces time to place and leads to better quality
candidates. Here are a few tips to get you started:
01 Prioritize where you pipeline
Focus on skills your firm recruits for
repeatedly and roles that are hard to
fill. This will increase your chances
of filling these roles quickly, reducing
cost per hire and time to place.
03 Stay visible and accessible
Rather than hounding prospects
relentlessly through labor-intensive
conversations, use your brand
foundations (your Company Page
and follower base) and tried-and-true
engagement tactics (like posting
status updates and leveraging your
Career Page) to stay top-of-mind.
02 Treat your pipeline with respect
Consider your pipeline a community,
not a database. Respect the
candidate’s time by asking him/her,
“How often would you like to touch
base?” To deliver what you promise,
send yourself calendar reminders to
continue the conversation.
Recruit: Candidates

Bonus pipelining
tips for LinkedIn
Recruiter* users
Recruit: Candidates
01 Search and tag
Use tags to make candidates easily searchable for your team.
02 Use Smart-To-Do lists to keep the conversation going
Use this feature to tag reminders to speciﬁc candidates, projects, and
team members so you remember to stay connected with candidates.
03 Stay on track with the “Project Overview” feature
Send weekly “Project Overview” screenshots to your team to monitor
and communicate the health of your pipelining projects.
04 Use “Update Me” to keep track of a member’s profile
Recruiter will alert you if changes are made so that you can monitor
their career progress.
*For more information on LinkedIn Recruiter or Recruiter Professional Services, visit pages 29-30.

Finding active candidates
and contractors
Many times, sourcing for a contract position or finding a candidate who’s ready to start ASAP can
require a different approach. Here are our best tips for finding active candidates and contractors:
01 Create a custom Boolean string
Create a custom Boolean search
string for active candidates and
another for contractors (see page 37
for our favorites). Add in the skillset
you’re looking for, and then save that
search. LinkedIn will automatically
send you new candidates as they
change their profile to signify that
they’re looking or available.
Recruit: Candidates
03 Use the “Update Me” function
Use the “Update Me” function
within LinkedIn Recruiter* to get
notified when your highest-potential
candidates (or contractors you’ve
placed previously) change their
profile, indicating that they’re ready
for something new. Recruiter users
can get updates on up to 150 profiles,
and they’ll be notified anytime one
of those members changes their
profile headline, industry, experience,
summary and more.
02 Join LinkedIn Groups
Join LinkedIn Groups that focus on job
seekers, consultants, and contractors.
Listen in to understand what these
candidates care about, engage
in conversations to brand yourself
as an expert, and post your open
opportunities.
Tip: Active and passive candidates are motivated by different things, so you should tailor your outreach accordingly. Our latest
research reveals the most (and least!) important factors in considering a new job for both groups: http://lnkd.in/TalentTrends.
*For more information on LinkedIn Recruiter or Recruiter Professional Services, visit pages 29-30.

Our favorite Boolean
search strings
For active candidates and contractors
Copy, paste, add the skillset you’re seeking, and hit “search” – and don’t forget to save as a
search alert!
Active candidates
(unemployed OR “currently seeking” OR “currently looking”
OR “looking for work” OR “off assignment” OR “between
jobs” OR “actively looking” OR “seeking work” OR “new
opportunity”) NOT (recruiter OR recruitment OR recruiting)
AND skillset
Recruit: Candidates
Contractors
(contract OR contractor OR contracted OR contracting OR
consult OR consultant OR consulted OR consulting OR “on
assignment” OR “off assignment” OR temp OR temporary
OR “per diem” OR “hourly rate” OR “corp to corp” OR 1099
OR “on project” OR “bill rate” OR billrate OR “pay rate” OR
payrate OR freelance OR freelancer OR freelancing OR
“currently looking” OR “looking for work” OR “looking for
assignment” OR “seeking assignment” OR “seeking work”)
NOT (recruiter OR recruitment OR recruiting) AND skillset

Perfecting your
InMail approach
You’ve found them – now,
engage them
Through InMail, you can contact anyone
on LinkedIn. The key to getting a
response is having a targeted message:
personalized InMails garner 37%
higher response rates than generic
bulk (1:2 or more) InMails.15
Here are some tips for boosting your
response rates and engaging your
perfect candidates:
Recruit: Candidates
The 9 Golden Rules of InMail
1. Grab attention. Tell them what prompted you to reach out. Mention
mutual connections (better yet, ask a mutual connection to
introduce you).
2. Show you are selective. Highlight what makes them appealing.
Compliment sincerely.
3. Be conversational and brief. Write as if you were speaking. DO NOT
paste the job description.
4. Listen well. Ask about goals and interest level in new opportunities.
Keep detailed notes.
5. Focus on the opportunity, not the job. Frame your message around
what’s in it for them.
6. Time your outreach. Our research shows that the optimal time to
send InMails is Thursday between 9 and 10am in the prospect’s time
zone16. Don’t send InMails on Saturdays – they’re 16% less likely to be
accepted than InMails sent during the week17.
7. Be patient. Don’t hound. Use status updates to stay visible while you
wait for responses.
8. Include a call to action. Ask to continue the dialogue, not necessarily
apply off the bat.
9. Test and learn. Use your InMail Analytics report* to understand
the effectiveness of your outreach. Adapt your InMail tactics and
strategies accordingly.
Want more on InMail? Check out The Recruiter’s Guide to Writing
*Feature available in LinkedIn Recruiter and Recruiter Effective LinkedIn InMails: http://lnkd.in/SSInMailGuide.
Professional Services. For more information, see pages 29-30.

Farewell, post and pray
The skinny on LinkedIn Jobs
As little as ten years ago, recruiters were tethered to post and pray sourcing – throwing a job
description on a job board and hoping good candidates would apply. As recruiting has evolved
and modernized, so have job listings. Today’s posts seek out active and passive candidates alike
and present messages targeted to THEM. They function like an army of talent scouts seeking out
relevant candidates, allowing you to focus on strategic sourcing.
How do LinkedIn Jobs work?
Instead of sitting on a web page waiting to be found
by active jobseekers, LinkedIn Job Slots and Posts are
distributed to relevant potential candidates through
automatic matching algorithms and via professional
communities sharing them. Our members see personalized
job listings when they visit their home page, an employee
profile or Career Pages.*
LinkedIn Jobs: fun facts
åå Over 313M members can see your job.
åå On average, each LinkedIn Job Slot gets 500+ views
and 50+ applications18.
åå Over 50% of all applicants discover jobs through
recommendations delivered through email and the
‘Jobs You May Be Interested In’ algorithm on LinkedIn.
These recommendations help passive and active talent
alike find opportunities based on information in their
LinkedIn profiles19.
*For more information on Career Pages, visit page 24.
Recruit: Candidates

Job Posts vs.
Job Slots
What’s the difference?
On LinkedIn, you can purchase either Job Posts or
Job Slots. Confused? Job Slots are priced so that
firms can post more flexibly and at a lower price.
Job Posts cost more on a per-cost basis, but are
better for firms with less frequent job-posting needs.
Recruit: Candidates
Job Posts: You can purchase a single post or a
bundle of posts at a discounted price.
Job Slots: If you regularly have open positions,
annual Job Slots make sense. In addition to
lowering your cost over the course of the year,
Job Slots let you:
åå Manage your Job Posts via the LinkedIn
Recruiter platform.
åå Change your job posting as often as you like
and keep a position open for over 30 days.
åå Streamline posts with 3rd party distributors
and pull jobs from your website automatically.
åå Send applicants straight to your ATS and
add a 3rd party tracking URL to your post.

01 Save the creativity for
the description, NOT
the title
Most applicants on
LinkedIn find jobs
through automated
recommendations via our
matching technology. If
your title is overly creative,
our matching algorithms
will have a harder
time picking it up and
distributing it to the right
people.
02 Use a conversational
tone
Write as though you were
speaking to your ideal
candidate over the phone.
Keep it punchy, direct
and friendly. Try giving
descriptions some stylistic
and formatting flair to make
them more engaging.
03 Highlight the position’s
impact
Passive candidates in
particular are 120% more
likely to want to make an
impact20. They thrive on
challenge, so give them
what they’re looking for. Tell
them why they matter, what
they’ll work on, and what
they’ll learn. Be specific
and honest.
04 Make it mobile friendly
There’s a 30% chance that
your job description will
be viewed from a mobile
device21. The smaller
screen means you need
to make every word count.
Keep your LinkedIn job
descriptions concise by
using short paragraphs
and bullets to break up
your text.
Crafting an irresistible
job description
A good job description builds interest in your open req and gives candidates what they need to
assess their fit for the job. If you make it easy for them to self-select, you’ll save everyone time and
get better-matched candidates. Here are 4 tips for an irresistible job description on LinkedIn:
For more job description do’s and don’ts, check out our tip sheet: http://lnkd.in/IrresistibleJobs.
Recruit: Candidates

01 Follow up with top matches
When you post a job, we recommend 24 LinkedIn members who
best match your requirements. Contact them directly via InMail to
start the dialogue.
02 Amplify your job
Broadcast the position via your personal LinkedIn feed, Company
Page updates, LinkedIn Groups, and other social media.
03 Target your outreach
Share your job post with members who fit the role based on industry
experience, location, etc.
Post and
promote your
jobs to just the
right candidates
How to get more out of
LinkedIn Jobs
When you post a job on LinkedIn, there are a
few additional steps you can take to maximize
your chances of finding the right hire:
Recruit: Candidates
Bonus tip: Give high-priority positions extra oomph
with Sponsored Jobs. Sponsor jobs for top placement
with the right audience. Pick your job, set how much you
want to pay per click, and see your job appear at the top
of LinkedIn’s personalized recommendations. Sponsored
Jobs typically get 30-50% more applicants22. For more
info, visit http://lnkd.in/SponsoredJobs.
“We have a rule where when you get a
new job from a client, it has to be posted
on LinkedIn within the hour. That
way, we have active and passive traffic
coming our way immediately and we
can build our pipeline accordingly.”
Nancy Soni, CEO and Founder, FILD

Use real-time
feedback to
measure and
improve job
performance
The only way to know whether your Jobs
activity is working is to measure it. Use
applicant analytics to understand:
Recruit: Candidates
Who’s interacting with your job? You can see exactly which
types of professionals are engaging with your jobs online. If
they aren’t your target audience, use this information to modify
your job listing in real time.
How and when are they interacting with your job? LinkedIn
shows you how often your job has been viewed, applied to,
searched for, and shared with others. Each metric includes an
anonymous list of viewers with detailed data.
Who’s viewed your profile once you’ve posted a job? Once
you’ve posted a job, members who view it may visit your
profile to find out more about you or your firm. This gives you a
valuable list of interested candidates to whom you can reach
out directly via InMail.

75% Drive new leads and grow
your business
Recruit new clients with social selling
The numbers don’t lie: with the rise of social media, traditional sales
processes have been upended. Increasingly, buyers are researching
their purchasing decisions online, and they’re unresponsive to outreach
unless it comes with social context.
For recruiting leaders, this presents an amazing opportunity to apply the
social recruiting skills you’ve mastered to your business development
activities – and gain new clients and grow your business in the process.
Read on for the best tips & tricks for social selling with LinkedIn.
of B2B purchases are influenced
by social media23
57%
of buying decisions are made
before a sales rep is involved24
97%
of cold calls do not work25
Note: As a salesperson, your personal brand is critical to
engaging effectively with your clients. Make sure you’ve
read pages 6-9 (on your LinkedIn profile) and 21 (on status
updates) before diving into this section.
Recruit: Clients

Gathering market intelligence
An in-depth understanding of the hiring market will help you target your business development
efforts. Use these tactics to gather intel on which industries and companies are hiring (and may
need your expertise) – as well as what your key prospects are up to.
Recruit: Clients
Follow targeted companies
Follow existing clients, your competitors, and prospective
clients to get the inside scoop. When you follow a company,
their news shows up in your LinkedIn feed: new jobs posted,
who’s joining or leaving the company, and company status
updates. These tidbits can give you great reasons to reach out
to a prospect.
Listen in on Groups
Find and join Groups related to your areas of specialization
(industries, roles, and so on). Monitor the conversations
happening there for the trends and news that your prospects
care about.

Gathering market intelligence
(Continued)
*For more information on Recruiter Professional Services, visit pages 29-30.
Recruit: Clients
Get connected
It may sound obvious, but take 15 minutes to make sure
you’re connected to existing clients and prospects, your
coworkers, and key folks in your industry. Your LinkedIn
news feed will become a gold mine of competitive intel, and
as we’ll discuss on page 47, mutual connections are the key
to social selling success. The more relevant connections you
have, the more mutual connections you’ll uncover!
Run an advanced search in Recruiter Professional
Services (RPS)*
This tip will help you build your own market intelligence
reports over time. Open up RPS, and search for
professionals who’ve been at their current company for less
than one year (i.e., they were recently hired). Use filters to
narrow that search by locations you recruit in, industries and
functions you recruit for, the size of companies you typically
work with, and so on – whatever’s most relevant to your firm.
Then take a look at the organizations that are listed under the
“Current Company” filter on the left-hand side. These are the
companies in your firm’s “sweet spot” that are hiring the most
right now. Save this search and run it on a regular basis to
identify new prospects.

Generating
new leads
Tips for prospecting
on LinkedIn
The following tips will help you add
new companies and contacts to your
prospect list.
Note: once you’ve identified the right
people, mutual connections are your
key to success. A warm introduction
from a mutual connection will build your
credibility and increase the chance
your outreach will garner a response.
The following tips will help you uncover
those mutual connections and use them
to your advantage.
Bonus tip: When reaching
out to new leads, don’t
forget the 9 Golden Rules
of InMail! (page 38)
Recruit: Clients
Career Pages
Career Pages provide a wealth of information on a company’s hiring
activities. Check out the Career Pages of companies you’re hoping to work
with for information on what jobs they’re posting, who you know at the
company, and second-degree connections you can leverage. Bring this intel
to your next sales call.
Alumni
Conduct a Boolean search on your university page
(www.linkedin.com/alumni) and narrow by location, role and company to
reveal second-degree connections and warm leads based on a mutual love
for your school mascot.
Groups
In addition to market intelligence, Groups can be a useful lead
generation tool. Keep an eye on which companies are posting jobs in the
Groups you’ve joined – they’re likely active on LinkedIn and potentially
open to a conversation. Better yet, check out the profile of the person
posting the job and see if you have any mutual connections.

Generating
new leads
(Continued)
Recruit: Clients
Search alerts
Set a search alert for the roles and companies you typically work
with (e.g., VP Sales at Amazon). Whenever someone joins LinkedIn
or changes their profile to fit that criteria, you’ll get those new leads
automatically delivered to your inbox.
Who’s Viewed My Profile
Reach out to the people who view your profile – they often work in the
right industry and share connections, and they’ve already demonstrated
an interest in you.
Similar profiles
Take a look at the LinkedIn profile of your dream client. On the right hand
side, you’ll see a module featuring profiles of similar people. They could be
high-quality additions to your prospect list.

What are your clients looking for?
Do you know what your potential clients are actually looking for in an agency partner? We asked
some of our in-house recruiter friends that very question. Here’s what they had to say.
Anu Datta
Head of HR, Asia Pacific & Japan
VMware
“We look for the following:
1. Demonstrated ability to not just produce fine
talent but also provide intelligence and insight
around the market, the candidate pool, our brand,
and compensation.
2. Willing and able to express an opinion and to help
our mutual customer think outside the box when
considering prospects.
3. Focus on the result we are trying to produce for the
business.
4. References from clients AND candidates.”
Melissa Thompson
Senior Director, Talent Acquisition
Citrix
“Three things:
1. Will you follow our process? There is a method
behind the madness.
2. Do you truly understand our business,
culture and how we hire top talent? It makes a
difference. Partners that know us perform better.
3. Are you adding value as a partner? What other
expertise or thought leadership does your
organization provide? We value our partners
and the differentiators that make them unique.“
Miki Furnish
Talent Acquisition Manager
Carhartt
“I value the industry knowledge and
insights a third-party firm can offer. We’ve
created a questionnaire to interview
potential search partners, and require
references. It’s a rigorous selection process
and we quickly weed out the paper
pushers and find the firms that will act as
partners.”
Recruit: Clients

Appendix

LinkedIn customer hall of fame
Thank you to our incredible customers for sharing their insights and best practices!
Anu Datta
Head of HR, Asia Pacific & Japan
VMware
Miki Furnish
Talent Acquisition Manager
Carhartt
Roy Larson
Founder and Managing Partner
entero
Evelyn Milani
President
Avanti Recruitment Solutions
Annette Monks
President
Carlton Staffing
Michael Primorac
President
Mediant Health Resources
Chad Saffro
Recruiter and Consultant
CS Recruiting
Nancy Soni
CEO and Founder
FILD
Melissa Thompson
Senior Director, Talent Acquisition
Citrix

Build Engage Recruit
Free LinkedIn
Tools
Personal Profile
Company Page
(http://lnkd.in/CompanyPages)
LinkedIn followers
Targeted Status Updates Talent Pool Reports
(http://lnkd.in/TPReports)
LinkedIn Talent
Solutions
Employee Profile Ads
(http://lnkd.in/Ads)
Targeted Ads
(http://lnkd.in/Ads)
Sponsored Updates
(http://lnkd.in/
SponsoredUpdates)
Career Pages
(http://lnkd.in/CareerPages)
LinkedIn Recruiter and Recruiter
Professional Services
(http://lnkd.in/LIRecruiter)
Job Posts
(http://lnkd.in/JobPosts)
Job Slots
(http://lnkd.in/JobSlots)
Sponsored Jobs
(http://lnkd.in/SponsoredJobs)
LinkedIn tools at a glance

Build Engage Recruit
Personal Branding Checklist
(http://lnkd.in/PBChecklist)
The Employer Brand Playbook
(http://lnkd.in/EBPlaybook)
12 Tips for a Stunning Talent Pipeline
(http://lnkd.in/StunningTalentPipeline)
Company Page Resource Center
(http://lnkd.in/
CompanyPageResources)
Talent Trends 2014: What’s on the Mind
of the Professional Workforce
(http://lnkd.in/TalentTrends)
The Recruiter’s Guide to Writing
Effective LinkedIn InMails
(http://lnkd.in/SSInMailGuide)
Content Marketing Guide for
Talent Acquisition
(http://lnkd.in/ContentMkgGuide)
Create a Great Job Post
(http://lnkd.in/GreatJobPost)
7 Tricks for an Irresistible Job
Description
(http://lnkd.in/IrresistibleJobs)
Additional resources

Footnotes
1 Parker Barrile, LinkedIn Further Mobilizes Candidates and Recruiters – Meet
Mobile Work With Us and Recruiter Mobile (http://linkd.in/1iW7PQt), (October
16, 2013).
2 Brad Mauney, Five Simple Ways to Boost Your Professional Brand on LinkedIn
(http://linkd.in/1fKrxuD), (July 29, 2013).
3 Udi Milo, Managing Your Professional Identity on LinkedIn Just Got Easier
(http://lnkd.in/d5QS7fh), (February 24, 2014).
4 LinkedIn company search.
5 LinkedIn Research.
6 Lana Khavinson, Set Your Company Up for Success with LinkedIn Company
Pages Part 1: Easy Ways to Refresh Your Page (http://lnkd.in/dm_-Rix),
(January 11, 2013).
8 LinkedIn Company Pages and Followers (http://lnkd.in/dyMcXda).
9 Barrile, LinkedIn Further Mobilizes Candidates and Recruiters – Meet Mobile
Work With Us and Recruiter Mobile.
10 Mckenzie Lock, Top 10 Ways To Promote Your Employer Brand on LinkedIn
(http://lnkd.in/d3u2mP2), (May 22, 2013).
12 Infographic: 15 Tips for Compelling Company Updates (http://lnkd.in/
dCMQQTQ).
13 Ibid.
14 Talent Trends 2014: What’s on the minds of the professional workforce (http://
lnkd.in/TalentTrendsReport).
15 Brendan Browne, 5 Tips to Help Increase Your InMail Response Rates, ERE
(http://lnkd.in/d_pFbJs), (June 3, 2014).
16 The Recruiter’s Guide to Writing Effective LinkedIn InMails (http://lnkd.in/
SSInMailGuide).
17. Ibid.
18. LinkedIn Essentials: The Modern Recruiter’s Guide (http://lnkd.in/dzZ_Uq6).
19. Dan Shapero, Bringing the New Playbook of Marketing to Recruiting (http://
linkd.in/ObJ5bs), (October 11, 2012).
20. 7 Tricks for an Irresistible Job Description (http://lnkd.in/IrresistibleJobs).
21. Ibid.
22. Ibid.
23. Alex Hisaka, Survival of the Fittest: How Today’s Enterprise Buyers Have
Evolved (http://lnkd.in/dV_QnP3), (July 21, 2014).
24. Ibid.
25. Ibid.

Questions?
Contact the LinkedIn Talent Solutions Team
at recruiting-firm-guide@linkedin.com
Founded in 2003, LinkedIn connects the world’s
professionals to make them more productive and
successful. With over 313 million members worldwide,
including executives from every Fortune 500 company,
LinkedIn is the world’s largest professional network.
LinkedIn Talent Solutions offers a full range of solutions
to help recruiting firms of all sizes recruit amazing
talent, build their brands, and grow their businesses.
See more details on our solutions
lnkd.in/StaffingFirms
Stay on the cutting edge with our blog
talent.linkedin.com/blog
Follow us on LinkedIn
www.linkedin.com/company/linkedin-talent-solutions
Follow us on Twitter
@hireonlinkedin
© LinkedIn Corporation 2014. All Rights Reserved. The Recruiting Firm’s LinkedIn Field Guide 55

LinkedIn Recruiting Firms Field Guide

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