Leadership Plus LearningEverything you need to transform your team into expert recruiters

Get the most out of your LinkedIn Recruiter investmentWelcome to LinkedIn Recruiter! Here are some tips, best practices and training resources that will help you increase your team’s productivity.

03 Introduction

04 Recruiting by the numbers

07 Ensure success for your team

10 Set goals for your team

12 Create a learning plan

16 Identify your next steps

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Recruiting by the numbers

Picture this…You lead a team of nine recruiters who are currently working to fill 145 job requisitions. Let’s do some math. Assume:

30% of your job leads come from referrals. 10% of your leads come from active job applications through your company website. 60% of your leads are from active sourcing.

145 job requisitions x 60% =

87 actively sourced job requisitions

Divided among nine recruiters, that means each recruiter on your team will be actively sourcing approximately 10 new hires.

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Look at the numbersLet’s break this down. To find 10 new hires, each team member needs to interview at least three candidates per role, or 30 people total. That means phone-screening approximately 60 prospects. To find those 60 prospects, each recruiter needs to prescreen 120 people. To get replies and narrow their list to 120 prospects for prescreening, the recruiter needs to source 330 potential prospects. All in all, each recruiter on your team needs to source 330 prospects to find 10 hires.

Candidates interviewed

30

Prospects phone screened

60

Prospects prescreened

120

Prospects sourced

330

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10hires

Ensure success for your team

Identify championsYour first step in ensuring success is to identify team champions to help drive learning. Ask yourself: • Who are your best direct-to-market recruiters?• Which team members are motivated to learn

and develop professionally? These are the people who are ready to build on their success and get the most out of their Recruiter licenses. These champions can help other team members see the value of using Recruiter and see that the effort and time needed to learn will pay off with shorter time-to-hire.

“I have found 25% of my candidates through LinkedIn, which has really paid off within our group. I have received feedback that some of our best candidates have come through LinkedIn Recruiter and hope to continue to leverage this awesome tool throughout my recruiting career.”

Lindsay MuellerRecruiter, Stryker

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The right people, the right toolsDo you have the right people with the right tools? Capitalize on the recruiters on your team who have enthusiasm for social recruiting and experience with LinkedIn.com. Their familiarity with social platforms means that these team members will quickly become invested in using the tool.

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Set goals for your team

Usage• Change behavior by

measuring performance through benchmarks. Create usage goals for your team. For example:

– Sign in once a day– Perform 10 searches

per week– Send a specified

number of InMail messages per month

Results• Specify to your team the

number of potential prospects they should have

− identified− placed in the

pipeline− screened and

interviewed• Specify other results you

want to see - for example, reduce cost to hire by 35% or reduce time to hire by 12 days.

Impact• Have your recruiters track

how prospects found out about the position, or tag prospects as directly sourced from LinkedIn in your ATS.

Great expectations Once you’ve selected your team of champions, explain why you want them to have a Recruiter license and what the expectations are for license holders. Ensure that the team understands operational goals and knows how they will be tracked.

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Create a learning plan

Set the right foundationTo set the right foundation for your team, follow these tips:

1. Create a learning plan. Work with LinkedIn to create a learning plan for your team’s needs.

2. Communicate the plan. Organize a kick-off call with your Talent Acquisition leads, your recruiting team, and LinkedIn. Walkthrough the learning plan and detail timeframes and milestones.

3. Check in regularly. Set weekly touch points to monitor learning progress and usage. Review benchmarks such as courses completed, and operational impact goals.

4. Identify champions. Reward successful team members and partner them with those who may need extra help.

The Talent Solutions Learning Center has all the tools your team needs to succeed, including on-demand and expert-led courses.

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.

Education in four partsWork with your LinkedIn team to rollout your learning plan.

1. Complete pre-work. Your team will complete a series of online courses in the Learning Center, such as the Get Started with Recruiter in 60 Minutes learning track.

2. Attend custom education sessions. Your LinkedIn team will create a series of custom sessions based on your team’s needs.

3. Learn more. Complete ongoing education with self-paced courses that continue to improve your team’s skills.

4. Get certified. Get the best return on your investment in LinkedIn Recruiter by getting your team certified.

Help your team increase its efficiency and sharpen its competitive edge by setting talent acquisition goals, creating a development plan, and applying the skills that the team gained in training and preparing for the LinkedIn Certified Professional—Recruiter certification exam.

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Find

Organize

ContactCollaborate

Post

Daily routineFollow the Recruiter workflow

Recruiters are inundated everyday, so sometimes sourcing goes to bottom of the pile. How do you keep it from becoming overwhelming? Start by having your team make Recruiter a part of every day. In the morning it’s the first thing they do – check search alerts, organize their pipeline of prospects, contact potential leads, collaborate with their teammates, and post jobs.

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15

Identify your next steps

Set goalsThe Talent Solutions Learning Center helps your team quickly build their basic skills. What further goals would you like to achieve? Consider these ideas:1. Make Recruiter training part of your

team’s onboarding plan. 2. Create internal coaching teams to

help further your team’s skills. 3. Encourage every team member to

get certified. 4. Include incentives or prizes for

completing training and getting certified.

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