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1.: Using LinkedIn to Recruit - article From: Alex Freund

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1.: Using LinkedIn to Recruit - article

Posted by: "Alex Freund" alex@landingexpert.com freundalex

Tue Jun 22, 2010 1:08 pm (PDT)

I found this current article via Twitter and thought that there is good
information here for people using LinkedIn. And who doesn't?

Alex

Using LinkedIn to Recruit <http://jdconsulting.uk.com/157> June 21, 2010

I have just interviewed Rachel Newell, Managing Director of Max Resourcing
<http://www.maxresourcing.com> , a successful recruitment consultancy
specialising in placing professionals and senior managers within the
clinical, pharmaceutical and healthcare industries across Europe. -

Rachel was happy to share her expertise with me on how her team at Max
Resourcing have had a great deal of success using LinkedIn to source
candidates. She also provided some advice to help you optimise your chances
of being found by relevant recruiters. Rachel started by sharing some very
interesting and bang up to date LinkedIn statistics with me :-

Rachel: There are currently 66,000 recruiters using LinkedIn in the UK alone
and LinkedIn has 70 million users worldwide.-

Judith: What percentage of your placements come through LinkedIn?

Rachel: 33% of our placements last year were candidates who we found through
LinkedIn, this is the single largest source of candidates for us.

Judith: How do you go about sourcing candidates through LinkedIn?

Rachel: We have paid to be a featured user which gives us some additional
tools to be able to search for people and send messages to them. We do a key
word search on such criteria as industry experience, geographical area,
qualifications and job title. We will then review the profiles that come up
from the search and contact the candidates who meet the criteria through
InMail. There is a limited word count that we can use in InMail so we can
only send a brief message to candidates to let them know about the role we
are recruiting and we will ask the candidate to connect with us. Once we are
connected we can have an open dialogue with the candidate and find out if it
is the right opportunity for them.-

Judith: How can candidates make sure that their profile is found by
appropriate recruiters?

Rachel: There are several things that candidates can do to give themselves
the best chance of being found by the right recruiters:

* Job title - some companies use unusual job titles which will not be
easy to find in a key word search - try to use a more generic title which
will be easy to find, for example if your job title is Regional Sales
Manager but you are actually a 2nd line manager, you'd be better to put
National Sales Manager in the job title if that is the more common title for
your role. You can mention your actual job title in the sub-text
* Key words - use the key words that are relevant to your role several
times in your profile. It works in a similar way to SEO in websites - the
more often you mention the key words, the more likely your profile is to
come up in a recruiters search.
* Join Groups - If you join several groups within you area of
expertise and get involved in discussions, it will increase your profile and
again you'll be more likely to come up in a recruiters' search, it will
optimise your chances.
* Career history - you only need to show your relevant career history,
usually showing your last three jobs is enough. Try to show the career
progression that you have had.
* Qualifications - it's a client led climate currently, so in order to
make yourself stand out, include all the details of your qualifications - it
might just give you the edge.
* Career Opportunities - we only contact people who state on their
profile that they are looking at career opportunities. In your Profile,
Account and Settings, make sure that you put a tick to show that you are
interested in Career Opportunities.

Judith: What other advice would you give to someone who is seeking a job in
this time of online networking?

Rachel: Start thinking about your own network and make sure that you
regularly update your contacts, very often people find that the key
influencers and decision makers are within their own network. I would also
urge people to realise that HR Directors will often do a search online
before inviting a candidate for interview - 80% are using social media to
support their recruitment process of which over 95% are using LinkedIn and
many of them will use facebook as a back up. Remember, 'what goes on in
Vegas does not stay in Vegas anymore.'-

Many thanks to Rachel for sharing her expertise with us and for being as
helpful and informative as ever.-

This entry was written by Judith Drysdale, Director at jdconsulting,
www.jdconsulting.uk.com

Alex Freund

(609)333-8866

Email: <mailto:alex@landingexpert.com> alex@landingexpert.com

Website: <http://www.landingexpert.com/> www.landingexpert.com

Blog: <http://www.landingexpert.posterous.com/>
www.landingexpert.posterous.com

LinkedIn: <http://www.linkedin.com/in/alexfreund>
linkedin.com/in/alexfreund

Alex Freund

(609)333-8866

Email: <mailto:alex@landingexpert.com> alex@landingexpert.com

Website: <http://www.landingexpert.com/> www.landingexpert.com

Blog: <http://www.landingexpert.posterous.com/>
www.landingexpert.posterous.com

LinkedIn: <http://www.linkedin.com/in/alexfreund>
linkedin.com/in/alexfreund

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