Talent Management
How does LinkedIn measure the success of targeted recruitment campaigns?
LinkedIn measures campaign success through aggregated data analysis rather than tracking individual candidates. They focus on 'influenced hires' as a key metric, examining reach (how many people from the target audience saw the campaign) and conversion rates. Through tracking pixels that connect with their ATS data, they can follow candidates through the recruitment process. While targeting demographics has limitations due to privacy concerns, LinkedIn concentrates on establishing consistent measurement benchmarks over time. This approach allows them to determine whether campaigns perform above or below average, providing a reliable framework to evaluate return on investment for their recruitment marketing efforts.
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Fairygodboss
32:17 - 34:08
How do you create a job posting that stands out on LinkedIn?
To create a standout job posting on LinkedIn, first fill out all essential details including searchable job title, salary range, work location (remote/on-site), and company information like size and industry. These elements help your posting get found. Second, create a concise job posting of about 250 words that focuses on impact, everyday activities, and mandatory requirements. Avoid using job descriptions filled with buzzwords like "collaborative team players" or "passionate leaders" without context. Instead, provide clarity with specific, tangible examples and limit mandatory requirements to fewer than seven bullets to ensure equity in your recruitment process.
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Hiring Help With Kat Kibben
01:14 - 04:42
What are the differences between a free LinkedIn account and a paid LinkedIn recruiter account for recruitment?
LinkedIn offers free accounts and several tiers of paid recruiter services that differ significantly in functionality. Free accounts can be sufficient for beginning or low-volume recruiters, while paid options expand access to LinkedIn's network. The main differences include network reach (paid accounts can access third-degree connections), messaging capacity (30 InMails for Lite vs. 100-200 for higher tiers), and search filter capabilities. LinkedIn Recruiter Lite ($140/month) serves as an entry-level option for small businesses with lower hiring volumes, while Professional and Corporate tiers offer more advanced features for larger operations.
Watch clip answer (02:31m)
Recruiter Preston
01:59 - 04:30
What is the most important first step for effective LinkedIn recruiting?
Completing your own LinkedIn profile is the essential first step for effective recruiting. Sue Elson emphasizes that many recruiters focus on viewing other people's profiles while neglecting their own. She stresses the importance of filling in all profile sections and adding your phone number for account security purposes. Without a complete profile, recruiters not only miss opportunities to showcase their expertise but may also risk losing access to their accounts if they forget login credentials.
Watch clip answer (06:43m)
Sue Ellson
00:02 - 06:45
How can organizations effectively utilize employee referral programs in their recruitment strategy?
Organizations can effectively leverage employee referral programs by creating a compensation structure that rewards employees for successful referrals. This approach transforms the existing workforce into an 'army of recruiters' who can identify potential candidates in various social settings like restaurants, parties, and family gatherings. The key is not only rewarding employees but also equipping them with the necessary tools to identify suitable candidates. Employees should understand what qualities to look for and the appropriate steps to take when they find potential candidates. This comprehensive approach creates a powerful recruitment network that can identify candidates who are not just qualified but would also be a good cultural fit for the company.
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4 Corner Resources
24:19 - 24:53
How can recruiters effectively target passive candidates on LinkedIn?
Passive candidates—those who are employed and not actively job-seeking—are crucial to thorough recruiting. While these individuals aren't desperately looking, many remain open to opportunities if approached properly. Good recruiters should spend equal time targeting passive candidates as they do active job seekers. Effective targeting requires advance planning rather than spontaneous efforts. Recruiters should develop a strategic approach to engage passive candidates over time, ensuring they'll be available when needed. When messaging these candidates, remember most will be receptive to hearing about potential opportunities even if they're currently employed. The effort invested in focusing on candidates not actively on the job market will serve recruiters well, as this approach often leads to higher quality talent acquisition.
Watch clip answer (03:14m)
4 Corner Resources
04:16 - 07:31