For you to help sell yourself and your company to candidates recommendations are great. If people look like they are falling over themselves to recommend working with you this reflects well on you and your company. If you want a recommendation - ASK!
My top tip for asking for recommendation is to almost guide the person with what you want them to say. A request to recommend you can fall flat if they are unsure exactly what you want or if they write something that doesn't sell you quite as well as you'd hoped. When sending the message you can say "remember when we did that project together and we had these results? Perhaps you could mention/focus on that"
As a recruiter a candidate with recommendations will always stand out more than those without. Think of it as a reference but without the hard work sometimes involved in getting those back. Make sure you check out who the recommendation is from - you don't want to find out later down the line that it was the candidates best mate/brother etc.
Always try to add your own skills before others select them for you. If you add your own people will get asked whether they agree that you have those skills. If you don't then people can make up whatever they want about you. Obviously you still get the choice whether this appears on your profile or not but it is a wasted exercise for everyone involved.
To edit your endorsements enter your profile in edit mode (you should be a pro on this by now) find the skills and expertise section and click edit. Add in what you want to be endorsed for and click save.
Getting people to endorse you
The best way is to endorse others, they in turn should then want to endorse you. Every time you visit a 1st degree connection it should pop up at the top to endorse them, feel free to click away.
Adding Multimedia to your profile
This is good if your company has some glossy marketing literature about what it's like to work for them. Or if you just want to give people a better idea of what you do or a specific job role.
Adding multimedia is fairly simple, again enter your profile in edit mode and find your background section. Hover over the button as shown below and select upload file.
Next episode: Finding relevant people to connect with....
Evernote – If there is lots of information flowing through your day or your business then you need to look into Evernote and particularly Evernote business we have implemented it here at EasyWeb HQ and we are all hooked.
Today’s post is about how to update your profile including adding a photo and updating your summary (a must do task for recruiters using Linkedin.)
I should mention that I’m not going to cover everything here, but these are the most important things you can do when using Linkedin as a recruitment tool. A well written profile reflects well on you and on the company you are recruiting for, meaning that it attracts the right sort of talent to your company.
Adding a photo
Adding a photo is fairly simple, you should choose one where you are smiling and one that reflects the image your company wants to portray – Remember this isn’t Facebook, Linkedin is about your professional side. That photo of you passed out at your mate’s 30th isn’t going to impress the boss or any potential future bosses/employees.
Here are a couple of examples from my contacts of what I consider to be good photos:
To add a photo hover your mouse over profile and select edit profile. Then click the camera that is over your current photo. You can then choose the photo to upload and the visibility which should be everyone.
Add a headline
A headline can sell you and/or your company. As a recruiter it is your chance to tell people why you are on Linkedin. Your headline appears in search results rather than just your current job title.
Updates to your headline are reflected on your contacts home pages. Therefore it is advisable to update this perhaps every month to keep yourself in their mind-set. This will also show on their weekly update email (unless they have disabled this feature.) If the message remains the same then the change only has to be small such as changing the words around.
Adding a summary is important. Otherwise your Linkedin profile is just a CV. Your summary should explain who you are, what you or your company are good at and what you are looking for. From a recruiter point of view you should be explaining why people should want to work for your company, what your company is looking for and how people can get in touch to discuss available roles.
Next episode: Recommendations, skills and endorsements and adding multimedia to your profile.....
Audible – If like me you spend lots of time on your own on a motorway and you find the radio a little hit and miss then I recommend taking Audible up on its free download offer and see if you can get into Audio Books. http://www.audible.co.uk/
This is perhaps the most common question I get asked in workshops/webinars. HR professionals and in-house recruiters that I meet are typically using free accounts and are interested to know whether they should upgrade to a LinkedIn Premium Account (typically priced at £10-99 per month per license) or whether they even need to purchase a full LinkedIn Recruiter license (prices vary depending on your negotiation skills but typically £8,000 per annum per license).
Here's what you'll need to consider if you are thinking about an upgrade:
1. Upgrade now if…
You want to recruit on LinkedIn the most expensive commodity you are investing is your time. Headhunting is not a 5 minute task and trying to do this with a free account, even if you know all the cheats and workarounds to get the job done, you end up spending a lot of time. So if you are going to be using LinkedIn as a recruitment tool then you need to upgrade.
2. You probably don’t need a LinkedIn Recruiter account unless…
You are logging into LinkedIn and spending hours per day recruiting on the network – then you might see a worthwhile return from your £8,000 investment. 95% of recruiters are more suited to a LinkedIn Premium account.
3. If you go Premium buy a Sales Account
LinkedIn has several different products in their Premium range that are grouped into “LinkedIn Premium”, “Recruiters”, “Sales Professionals” and “Job Seekers”. Although the accounts might appear to have different features in many cases they are just a slightly different price and a different name. As no one ever really sees what name account you are running you should probably buy a Sales Account as they are slightly cheaper. For example, the Sales Plus account is the same as the Talent Basic account in the Recruiter group. These accounts both come with 10 in-mails per month, 7 Saved Searches and 25 Introductions as well as other features. However, the Sales Basic is priced at £25.95 per month, whilst Talent Finder is priced at £29.95 per month (if you purchase an annual contract).
The sales group also offers a Basic account starting at £10.95 per month (if you purchase an annual contract), none of the other groups offer a similar entry level product.
4. You need to upgrade to see full profiles of 3rd degree connections and everyone else
There are several features that you get when you upgrade which will benefit most recruiters. However, the most important one that should produce the “penny dropping” moment for you is non-restricted views when you are searching the network. Here's an example what you see from a free account when you view a 3rd degree connection:
Here's what I see f4rom my paid account viewing a 3rd degree connection. I can see the full profile and all the details.
The same pattern applies for profiles of people who I am not connected to. Here's a profile from a free account that I am not connected to:
Here's the example from my paid account.
Please note: I have had a paid account for several years, newly upgraded accounts might not be able to see full profiles of people you are not connected to. This is a recent restriction added by Linkedin as they try to get more people to move to a Linkedin Recruiter account.
So the question you should be asking yourself is how much of the network falls into this dark zone of “3rd degree and everyone else” (“everyone else” means those who you are not connected to”). Well, below is my network reach in the UK, you can see yours by clicking here.
This means if I am on a free account I cannot see the full profiles of over 90% of the network and I am well connected with 2,000+ connections.
Random Tip: This blog’s random tip is the Rockefeller Centre (http://www.rockefellercenter.com/). Many of us will visit NYC and queue up for hours to see the view from the Empire State Building. A few more informed people choose the Rockefeller centre which has almost no queues, has its own interesting history, has more room at the top to view NYC and you can even get the standard shot with your partner with the Empire State Building in the background.
There are good and bad recruiters on LinkedIn and lots in-between. The aim of this month’s topic is to teach you how to be one of the good guys. There are several different strategies often employed, depending on the following:
Confidence: If you have never proactively approached someone who you don’t know about a vacancy, you might find it a little scary.
Target Audience: If your target audience is Japanese speaking SEO specialists then you only have a small pool of people to entice. It is therefore probably worth you spending more time slowly cultivating this audience rather than using a more transactional style of ‘hi, I have this job are you interested?’
If you’re just getting started with recruiting with Linkedin this months topic is for you. For more advanced reading I recommend taking a look at blogs from Bill, Peter, Andy and Irina – experts in the field.
We’ll be starting at the beginning, why should you be using Linkedin? What sort of Linkedin Recruiter do you want to be? And which account is right for you?
Whether you’re an In-house Recruiter or HR Professional you are probably tasked with reducing your budget. It’s not hard to do the maths, even if you get to that hallowed ground of less that 20% of your recruitment through agencies, you will probably find that the fees account for 50 – 80% of your budget.
This is where Linkedin comes in. It’s not Facebook – so don’t update your contacts that you just burnt your tongue on your morning coffee. It’s 12million+ UK profiles of professionals (200m if you recruit globally). With access to their work history you can search and directly approach the best candidates with what you hope will be the job of their dreams.
Throughout September I’ll be showing you:
If you’d prefer us to walk you through each step why not sign up for one of our upcoming workshops, Setting Up Your Profile & Building A Network, or our free webinar taking place on Tuesday 17th September, Linkedin Recruitment: Building A Profile & Getting Started. Find a full list of upcoming events at http://easywebrecruitment.eventbrite.com.
Random Tip: I plan on finishing every blog post by sharing something not strictly recruitment related. this is something I think is cool and perhaps you will too - feel free to let me know. Trello (www.trello.com) is quite simply the best task/project management tool i have ever seen - and it's free!
Times, they are changing… Our team is growing, our products are evolving and our training is getting a facelift. With that in mind, Creative Corner decided it was time to join the blogging community. Pooling our resourceful talents we’ll be sharing with you our wealth of online recruitment knowledge. To keep it simple, we’ll choose a theme each month and base all of our top tips around this subject.
As the world of ‘online’ grows and expands you – as an HR professional – need to be abreast of everything cool and exciting in web based recruitment.