Best Practices: Using LinkedIn for Strategic Recruiting Linda Maurer – Fifth Third Bank

Linked In – Personal Membership Membership, connections: – 200 million people have a profile on LinkedIn – 3 million new members each month – Recommendations; job opportunities – Members can join a wide range of groups – Members can “follow” an influential leader – Members can “follow” an interesting company Job postings: fed to the member’s based on member profile

Did you get one of these?

Corporate Membership Job seekers – Try LinkedIn first – See who they know / who has connections at the target company Job postings: – Corporate license for a certain # of “seats” – Each user can post one “hot job” per month – Everyone in the recruiter’s network will see the posting – Members can refer a friend for the opening Advertising: – When a member clicks on your open job listings, they are taken to “careers” site. – Corporate branding opportunity

Recruiter Profile

Job Postings - example

LinkedIn Features In Mail: – Corporate Members get a certain # of messages per month. – Target members of specific groups – i.e., veterans Candidate Search : – Use keyword to narrow the search results – Remove people who already work(ed) for your firm – Save search with unique ID such as requisition # – Save candidates to search folder Diverse candidate search: – Search by college, location, group membership – Make notes on specific candidates – Join groups; connect with other members

LinkedIn / Affirmative Action Concerns LinkedIn does not take the place of the ATS Good documentation still required! – Who did we contact about the opening? – Who expressed an interest? – Who actually applied to an opening (passive vs. active candidates) – Retain details of candidate searches (i.e., keywords used, contacts made, candidate response) Be careful when searching for a specific group: – Protect your name as an Equal Opportunity Employer – OK if we are remedying past shortfall or adverse impact – Generally not OK if we do not have these.