Have you ever wondered, “is upgrading to LinkedIn Recruiter worth it?”
Short answer: yes. Whether you’re looking to find more of the world’s best talent, maximize your efficiency, or build a pipeline to stay ahead of the game, LinkedIn Recruiter is the best tool available.
We could tell you all about the benefits of Recruiter, but a picture is worth a thousand words - so we thought we'd show you what makes the Recruiter experience so powerful instead.
Learn even more: http://linkd.in/1d225G6
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
This presentation was given by LinkedIn CEO, Jeff Weiner, at the Morgan Stanley Technology, Media & Telecom Conference 2014 in San Francisco, California on Monday, March 3, 2014. It outlines LinkedIn's value propositions for our members and customers, as well as detailing the vision of LinkedIn to create economic opportunity for all professionals in the world & the development of the Economic Graph.
Follow our new Economic Graph Showcase Page at: https://www.linkedin.com/company/linkedin-economic-graph
The document discusses various examples of InMail messages on LinkedIn. It provides tips for both good and bad practices when using InMail. The good examples start conversations, make the message personal, and avoid including job specifics or jargon. The bad examples list all job details or use business lingo. The document aims to help recruiters improve their InMail messaging to candidates on LinkedIn.
LinkedIn's smarter search features allow users to save time by providing auto-complete options and suggested searches. It also returns a comprehensive set of search results that go beyond just profiles to discover more of LinkedIn. Users can search all or part of LinkedIn and deepen advanced searches using additional filters. The feature also helps users stay informed by setting up automated alerts so they never miss opportunities.
Employee Referral - Innovative Approaches without Referral BonusWilliam Chin
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
LinkedIn 101 For College Students_November 2017Kenny Soto
A presentation on personal branding and how to use LinkedIn for college students. This presentation was given to the Economics Club at the City College of New York on 11/09/2017.
This document provides an overview of how brands can use LinkedIn to engage consumers. It discusses various LinkedIn marketing strategies and tools like Showcase Pages, Sponsored Updates, Spotlight Ads, custom apps, events, trending content analysis and a Content Marketing Score to develop effective content strategies and drive engagement. Examples are given of how these tools were used by various brands to target audiences and generate viral reach through earned and shared content on the LinkedIn platform.
The document summarizes the key features of LinkedIn Premium, which allows users to further develop their professional brand and network. Premium provides tools to stand out from the crowd, track engagement metrics, conduct more advanced searches through additional filters, save favorite searches for alerts, and directly message connections and non-connections. The document provides tips on utilizing these Premium features to find new opportunities through an expanded network and visibility to the right audience.
LinkedIn 101: Create a Profile and Learn the Basics!LinkedIn for Good
LinkedIn is a professional social media platform that aims to connect its members to economic opportunities worldwide. It has the largest professional network globally. The platform allows users to create profiles showcasing their work history, education, skills and interests to find jobs, business opportunities, and make professional connections. It helped one student, Rutha, connect with software engineers and find an internship by researching career paths and networking with professionals in her desired field.
This document promotes the LinkedIn jobs network, highlighting that it allows companies to post jobs to a network of over 200 million professionals, 80% of whom are open to new opportunities. It notes that posting a job on LinkedIn exposes it to a large, qualified talent pool and that jobs are further distributed through employees' extended networks for increased reach and referrals. Companies are also able to target and contact qualified candidates whether they are actively looking or not.
The document provides guidance on employer branding best practices. It discusses researching a company's current brand, competitors, and target talent. Stakeholders like marketing, employees, and leadership should partner to develop a unique branding message. Content like infographics and stories about employees can then be shared on social media and a careers page. Analytics should measure branding goals and success, and candidates should receive a positive experience to spread goodwill about the brand. Overall, the key is differentiating a company's authentic culture from competitors through original stories and employees.
LinkedIn is the world's largest professional network with over 90 million members in over 200 countries. It allows users to connect with colleagues and professionals, find potential clients and jobs, gain industry insights through groups, and view and create company profiles. Creating a detailed profile is important to establish yourself on the network and be found by others. There are also many tips provided on ways to generate business through LinkedIn, such as posting content, growing your network, answering questions, and staying actively involved on the site.
LinkedIn Talent Insights + Recruiter User GuidePamela Foo
The document provides guidance on using the Talent Insights report in Recruiter to influence hiring managers and improve sourcing strategies. It outlines how to understand the available talent pool using data on supply, demand, diversity. It also recommends targeting top companies and hidden gem locations, and preparing recommendations for hiring managers based on the Talent Insights data.
How to REALLY use LinkedIn - mini LinkedIn PresentationBert Verdonck
Lots of people have a LinkedIn Profile and some connections, but don't know what to do with this website.
This mini LinkedIn presentation shows where the power of LinkedIn resides and how to tap into that power.
Get your FREE copy of the second edition of the international bestseller "How to REALLY Use LinkedIn" via www.how-to-really-use-linkedin.com
About Networking Coach: we are a team of business networking specialists, online and offline, with workshops, presentations and training courses about LinkedIn, networking at events and referrals. We are usually hired as a speaker or trainer.
Tech continues to be the most in-demand workers all over the world. In this session, Susanna will cover the best platforms and channels to find tech. She will provide an exhaustive coverage of GitHub. Break, tinker, and extract the best out of GitHub. If you are into finding tech. This is a no-holds barred session on how to find the best tech.
Most people want to know:
WHY should I use LinkedIn?
Someone invited me to LinkedIn. I made a profile, have a few connections and now I wonder WHY am I on this website?
How can I benefit from LinkedIn without spending too much time?
600+ SEARCHABLE Sourcing Tools compiled by Susanna Frazier @ohsusannamarieSusanna Frazier
This document provides a list of over 600 sourcing tools categorized by their functions. It describes each tool's name, current version, category and a brief description. The tools cover a wide range of functions including search, social media, email, documents, scheduling and more. They allow users to easily access information, automate tasks and integrate various online services.
The document provides an overview of LinkedIn and tips for using the professional networking platform. It discusses why LinkedIn is a useful tool, its key features for personal, professional, and marketing uses. These include building profiles, finding jobs, recruiting employees, advertising and generating leads. Best practices are outlined such as optimizing profiles with relevant keywords, engaging with groups, and keeping ads concise. The presentation aims to help users maximize their LinkedIn experience.
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
When it comes to sourcing and recruiting, it's gotten easier to find people but it's gotten more difficult to get people to respond to emails, InMails, social messages and voicemails. The poor quality and lack of sophistication of most recruiter messaging, along with rampant spamming, certainly hasn't helped. Unfortunately and yet somewhat thankfully, the bar of what people expect to receive from recruiters has been set fairly low, so the opportunity for improvement is massive. The good news is that becoming more effective at getting people to respond to recruiting outreach efforts is relatively easy because marketing & advertising has already blazed the trail - sourcers and recruiters would do well to leverage what effective sales & marketing teams has been doing for decades.
In 2014 and 2015, I spoke at Talent 42, SOSUEU, and LinkedIn Talent Connect conferences on the challenges of getting people - especially "passive," highly recruited talent - to respond to recruiter outreach efforts. The decks I used for the presentations were mostly images, so I decided to add text to the slides so that the core concepts could be understood by anyone whether they attended those conference sessions or not simply by viewing the presentation (I wish more presenters would do this!).
The Top Skills That Can Get You Hired in 2017LinkedIn
We analyzed all the recruiting activity on LinkedIn this year and identified the Top Skills employers seek. Starting Oct 24, learn these skills and much more for free during the Week of Learning.
#AlwaysBeLearning https://learning.linkedin.com/week-of-learning
The document provides an overview of the next generation of LinkedIn Recruiter which introduces new features to help recruiters more efficiently source and identify qualified talent. Key features highlighted include guided search improvements to structure searches, smart suggestions to surface relevant terms, and Spotlights to prioritize candidates most likely to engage by filtering for those with recruiting activity, past applicants, connections to the company, and those not recently changing roles. The presentation concludes with a Q&A section and links for additional resources on the new Recruiter tools.
#SocialSelling: Latest Fad or Real Results? Really Connect Q&A session with T...Bert Verdonck
Do you have doubts and questions about Social Selling?
Listen in as Timothy Hughes, Oracle's Social Selling Evangelist, debunks all the myths, confusion and misunderstanding in an interview with Mike Clark, Managing Director of Really Connect.
Questions covered include:
1. What exactly is Social Selling?
2. How can LinkedIn and Social selling benefit an Alliance Sales Manager?
3. How can different departments (e.g., Sales, Marketing & HR) work together to drive traffic to a company website?
4. LinkedIn doesn't seem to engage users the way Facebook does - is it really a worthwhile platform?
5. How I can sell (social) without loosing my own identity? Because at the moment I see everybody doing the same, with the same system.
6. What exactly sets Social Selling apart from other marketing strategies? Or, how can these succesfully complement each other?
7. How does one safely implement Social Selling within the heavily regulated Financial Services industry?
8. Which tools do you recommend to implement Social Selling Strategies? How much time should you spend on Social Media?
9. How can I easily reach a target group if LinkedIn doesn't provide the search categories I need? (30-45 year old experts, earning above average, but working their butt off and deserve more time to spend for themselves.)
10. How can Commercial Directors benefit from Social Selling?
11. What are the conversion rates for B2B service-providers?
12. Does Social Selling work for any type of business or is it just for technology companies?
13. Is Social Selling different from Branding and if yes what are the differences?
14. Social Selling in a B2B environment; reality or just buzz?
15. Do sustainable projects (more like "selling educational benefits or other values" instead of "selling for money") have additional requirements for social selling?
16. What are the top things to beware of in social selling?
17. How is social selling in a B2B environment different from social selling in a private environment?
18. What type of content works best?
19. I'd like to know how we can use social (especially LinkedIn) to build our B2B companies without having to make one of the staff or directors into the 'face' of the company and hence making us vulnerable should they leave or difficult to sell the companies without a long earn-out. Social works great for personality based businesses but I've not seen many do it well for B2B brands.
20. How could a popular campaigning charity use social selling to save a major historic seaside pier threatened by delinquent owners and desperate for millions of pounds of repairs?
21. How can LinkedIn and Social Selling benefit a Virtual Assistant in a country were the word 'virtual' is synonymous with 'untrustworthy' and 'social media' is synonymous with 'Facebook'. And how SME's can use it to grow their business.
This document summarizes LinkedIn's job posting and recruiting solutions. It highlights how LinkedIn can help companies expand their candidate reach beyond just active job seekers, target the most relevant passive and active candidates, and measure the impact of job postings through analytics. It also outlines features of a LinkedIn Job Slot such as frequent job posting changes, automatic job wrapping from a company's careers site, and sending applicants straight to an applicant tracking system.
Hoe LinkedIn nu ECHT gebruiken - mini LinkedIn CursusBert Verdonck
Veel mensen hebben een Profiel op LinkedIn en enkele connecties, maar weten niet wat te doen met de website.
Deze mini-LinkedIn cursus toont waar de kracht van LinkedIn zit en hoe deze in te schakelen.
Vraag een GRATIS versie van de tweede, totaal herwerkte editie van boek "Hoe LinkedIn nu ECHT gebruiken" aan via www.hoe-linkedin-nu-echt-gebruiken.com
Over Networking Coach: wij zijn een team van business networking specialisten zowel offline als online met o.a. trainingen, opleidingen, cursussen, workshops en presentaties over LinkedIn, netwerken op evenementen en referrals.
A rede Fullscream é uma boa opção para canais de variedades porque possui mais de 9 mil canais associados, oferece ferramentas avançadas de análise de dados e monetização, como o sistema Gorila que permite ganhar 10 a 20 vezes mais com anúncios em vídeos selecionados.
I have presented the following topics during the conference.
Next Generation of Organizational Training and Succession Strategies
Organizational Training and Leaders Succession Planning Strategies Development
Who’s Preparing For the Leadership Gap
What are the Differences: Organizational Training and Empowerment vs. Succession Planning Strategies
Next Generation of Human Capital Training and Succession Strategies
Private Sectors National Succession Planning Strategies
Empowering the leaders towards the Next Era of Globalization leadership
Keeping the Nationals Aware of Latest Standards and Practices in the Private Sector
Creating Comprehensive Training Modules
Inculcating Young Learners With Practical Knowledge
Upgrading the Nationals with the Global Market Trends
Young Generation of Leaders Succession Planning and Strategic leadership development
How Nationals can be part of 4.00 Generation Organizations
Cities are fonts of ideas, opportunity, art and political movements. But urban enclaves can also generate inequality, epidemics and pollution. The rapid pace of urbanization in the coming decades brings these and other unprecedented opportunities and challenges to the fore. Will cities lose their vibrant potential if the challenges they face spiral out of control?
Anand Soni is an experienced electrical and instrumentation engineer seeking challenging assignments in fields like erection, commissioning, instrumentation, process engineering, and maintenance. He has over 6 years of experience working for companies like ISGEC Heavy Engineering Ltd. and BLA Power Pvt. Ltd. He is competent in planning and executing various tasks while ensuring safety and quality standards are followed.
TEDx video - http://bit.ly/TEDxp - Persuasive Cities for Sustainable Wellbein...Agnis Stibe
Watch TEDx Talk: http://bit.ly/TEDxp
Watch TEDx Interview: http://bit.ly/TEDxi
Can you imagine a city that feels, understands, and cares about your wellbeing? Many of us live and work in an urban environment, however we often are not aware of how hugely our behavior is influenced by the environment.
Future cities will alter human behavior in countless ways and Socially Influencing Systems (SIS) will play an important role in making urban spaces more livable and resource-efficient by addressing current environmental problems and enabling healthier routines.
This talk will focus on discussing ways for reshaping our current environments and designing future Persuasive Cities to help people become healthier and to acquire sustainable lifestyles.
If you’ve ever wondered or asked “Is upgrading worth it?” take a peek and you can see for yourself. Learn more: http://blog.linkedin.com/2015/03/11/free-versus-premium/
The document provides various unique ways to recruit candidates such as using job portals, social media, employee referrals, actively searching profiles on social networking sites, considering past candidates, referrals, building networks, talking to connections on LinkedIn, making your company visible, and maintaining quality control and contact with candidates as part of the golden steps of recruitment. It also emphasizes the importance of following up with all candidates to make a good first impression and maintaining a pipeline of interested candidates.
The document discusses various ways to look for jobs, including newspapers, employment agencies, networking, and online sources like LinkedIn and social media. It recommends beginning your job search by doing self-analysis to understand your skills and interests in order to target the most suitable opportunities. The top methods for finding jobs are networking through family/friends and contacting employers directly, while the least effective are responding to ads or posting resumes online. Extensive research on oneself provides the highest success rate of any strategy.
LinkedIn - Power of Social Networking - Lizguestd82bd3da
The document provides an overview of how to use LinkedIn as a job search tool. It discusses setting up a complete profile, connecting with colleagues, researching companies, using the jobs section and recommendations to get noticed by recruiters. Tips are given to regularly update your profile and status, and get involved in groups and answers to expand your network.
The document provides tips and best practices for using LinkedIn effectively. It recommends fully completing your profile, getting 10 or more detailed recommendations, regularly posting and engaging with connections by commenting on updates. It also suggests using LinkedIn to find leads through jobs, employees of interest, and customers by monitoring who views your profile. Both paid and unpaid strategies are outlined for lead generation through targeted updates, group participation, and content curation.
This document provides a step-by-step guide to conducting an effective job search. It recommends preparing by creating a core message about your skills and experience, researching target companies, and networking. It also recommends executing the plan by applying to relevant jobs, tracking applications and interviews, and following up regularly with your network. Key tactics include using LinkedIn to find contacts and hidden jobs, attending professional association events, and applying to jobs on Indeed, SimplyHired and Craigslist within 48 hours.
The BounceBack St. Louis team conducts two day workshops for those in career transition. Day 2 covers LinkedIn and your web presence, Networking and Interviewing Skills.
Job searching takes effort and a strategy. Learn to create your own job search strategy.
By the end of this session you will be able to:
* Identify ways in which you can establish career goals
* Determine how to research the job market
* Understand specific job-search methods
* Create a plan for your job search
www.personaltouchcareerservices.com Have you ever wondered how to get in touch with the hiring manager? This presentation gives specific suggestions and tactics to reach and influence those important decision-makers
The document provides tips for recruiters on effectively messaging candidates. It discusses how to craft engaging subject lines for emails to candidates, the importance of personalizing outreach messages, and involving hiring managers early in the process. It also outlines what candidates find most important in job opportunities, such as compensation, interesting projects, company culture and opportunities for growth.
The LinkedIn Job Search Guide is your tactical toolkit for getting a job you love.
The LinkedIn Job Search Guide can be read one page at a time, one chapter at a time, or in entirety. The recommended tactics and tools were developed with U.S. job seekers in mind, however many of the strategies may be applied internationally.
Good luck with your job search and we hope that the following guide will put you in the driver’s seat as you develop your career.
Here are three tips for highlighting relevant skills when you don't meet all requirements:
1. Emphasize transferable skills. Look for skills you have that are applicable, even if not an exact match. For example, project management experience could relate to a role requiring multi-tasking.
2. Connect the dots through examples. Provide concrete achievements that demonstrate how you applied similar skills in the past. For example, describe a project that required self-motivation and working independently.
3. Note your eagerness to learn. When addressing a skill gap, express your interest, aptitude, and willingness to come up to speed quickly. For example, state that you're a fast learner who takes pride in researching new
The document provides guidance on using LinkedIn and other online tools to find a job. It discusses building an effective LinkedIn profile, growing one's professional network, using blogs and newsletters to showcase skills, and preparing for interviews. Key recommendations include listing all past positions, getting recommendations, customizing the profile name and photo, regularly engaging with connections, and following up after interviews.
This document summarizes Marianne Grady's presentation on interview skills. It provides insights from her experience conducting thousands of interviews as a VP of HR. She shares tips for making a strong first impression with an elevator pitch, and recommends treating any interaction with a recruiter as seriously as an actual job interview. The presentation emphasizes communicating your value, establishing rapport, projecting confidence with a positive attitude, and dressing appropriately.
Persuasive Resume - Cover Letter - Job Letter WritingFaHaD .H. NooR
these slides will help you writing persuasive cover letter, resume and job letter.
Job seekers frequently send a cover letter along with their curriculum vitae or applications for employment as a way of introducing themselves to potential employers and explaining their suitability for the desired positions. Employers may look for individualized and thoughtfully written cover letters as one method of screening out applicants who are not sufficiently interested in their positions or who lack necessary basic skills.
The functional résumé is used to focus on skills that are specific to the type of position being sought. This format directly emphasizes specific professional capabilities and utilizes experience summaries as its primary means of communicating professional competency. In contrast, the chronological résumé format will briefly highlight these competencies prior to presenting a comprehensive timeline of career growth through reverse chronological listings, with the most recent experience listed first. The functional résumé works well for those making a career change, having a varied work history or with little work experience. A functional résumé is also preferred for applications to jobs that require very specific skills or clearly defined personality traits. A functional résumé is a good method for highlighting particular skills or experiences, especially when those particular skills or experiences may have derived from a role which was held some time ago. Rather than focus on the length of time that has passed, the functional résumé allows the reader to identify those skills quickly.
Getting that next job requires marketing yourself in new ways. You must view your career as a continual process of networking, building your brand, and maintaining an online presence. Your personal brand and online profiles represent your "product" in the job market. It is important to keep these updated and ensure they highlight your skills, accomplishments, and areas of expertise in order to be found by recruiters and hiring managers. Building strong professional relationships through referrals and in-person networking remain very important strategies for finding new opportunities.
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
This document provides tips for using LinkedIn effectively for recruitment and networking purposes. It emphasizes developing relationships with candidates, connecting strategically with relevant professionals, and customizing communications to find both active and passive job seekers. The key is treating LinkedIn like a long-term professional network and establishing credibility and trust.
The document provides tips for using LinkedIn for recruiting and networking purposes. It discusses growing and managing connections on LinkedIn strategically, researching candidates through advanced search techniques, engaging with candidates through different LinkedIn outreach methods, and optimizing one's LinkedIn profile for recruiting purposes. The goal is to build a robust professional network and target the right candidates efficiently through LinkedIn.
The document provides tips for using LinkedIn for recruiting and networking purposes. It discusses growing and optimizing one's LinkedIn profile and connections, strategies for searching for and engaging with potential candidates, and ways to stand out from other recruiters. Advanced search techniques like Boolean searches and diversifying search criteria are recommended to access candidates beyond the first search results page.
Similar to Recruiting on LinkedIn: Free vs. LinkedIn Recruiter (20)
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
Market Signals – Global Job Market Trends – June 2024 summarized!Career Angels
How did the job market change in June 2024? Selected aspects: Europe (38 countries): -1.95% = 16 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 18 690 data points
- received over 500 insights from Executives & HR Directors
- published 108 monthly reports, 880 daily updates & 13 special reports
- tracked 80 countries around the world for 49 months!
Check out our post summarizing the changes across 80 countries worldwide for June 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-june-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Discover how Workplace Flexibility 2.0 transcends traditional work-from-home models to achieve true work-life integration. By leveraging advanced HR technology such as HRMS software, HR & payroll software, and human capital management tools, organizations can enhance productivity, employee satisfaction, and compliance. Learn the key features of modern HR software and best practices for implementing a flexible work environment.
Discover how top CEOs are incorporating AI into their business models to drive innovation and maintain a competitive edge in a rapidly evolving market. This article delves into the strategic approaches taken by industry leaders to seamlessly integrate AI technologies, optimize operations, and foster a culture of continuous improvement. By leveraging AI, these CEOs are not only enhancing efficiency and decision-making but also future-proofing their organizations against market disruptions. Learn from their experiences and insights to understand the transformative potential of AI and how it can be harnessed for sustainable growth and long-term success.
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Pay Transparency Legislation Series Ep 12 Navigate Global DevelopmentsPayScale, Inc.
Join Payscale’s Chief Evangelist, Ruth Thomas and Senior Corporate Attorney-Employment, Lulu Seikaly as they delve into the dynamic world of pay transparency legislation, detailing the current landscape and future implications.
2. EXPERIENCE THE NEXT LEVEL OF
RECRUITING WITH LINKEDIN
FIND CONTACT MANAGE
Discover the world’s
best talent
Engage candidates
at scale
Organize candidate activity
in one place
3. MEET FRED AND RACHEL.
They’re both recruiters sourcing for a Director of Finance role.
Let’s see how their experiences differ…
Rachel uses
LinkedIn Recruiter.
Fred uses
LinkedIn.com for free.
5. Fred and Rachel’s searches begin in a similar way.
They enter “director AND finance” in the search field.
Let’s review their experiences from there…
6. FIND MORE OF THE WORLD’S PROFESSIONALS
Fred’s search is limited by the reach of his extended
network.
Fred FREE
Greater New York City Area
Finance Director at Beta Inc.
Little Rock, Arkansas Area
Associate Director of Finance at Water Corp.
San Francisco Bay Area
Director, Finance at Smith Company
7. FIND MORE OF THE WORLD’S PROFESSIONALS
Fred’s search is limited by the reach of his extended
network.
Rachel’s search taps into the entire network of
364M+ professionals on LinkedIn, including those
outside her extended network.
Fred FREE Rachel RECRUITER
Houston, Texas Area
Director of Finance at Acme Company
Finance & Accounting Director at Jones Holding
Greater Boston Area
San Francisco Bay Area
Senior Director, Finance at McMurray & Co.
Greater New York City Area
Finance Director at Beta Inc.
Little Rock, Arkansas Area
Associate Director of Finance at Water Corp.
San Francisco Bay Area
Director, Finance at Smith Company
8. SEARCH AND VIEW PROFILES WITHOUT LIMITS
Fred can search for candidates until he reaches the
monthly commercial use limit.
Fred FREE
Fred,
9. SEARCH AND VIEW PROFILES WITHOUT LIMITS
Fred can search for candidates until he reaches the
monthly commercial use limit.
Rachel has unlimited access to all members on
LinkedIn.
Fred FREE Rachel RECRUITER
Fred,
Houston, Texas Area
Director of Finance at Acme Company
Finance & Accounting Director at Jones Holding
Greater Boston Area
San Francisco Bay Area
Senior Director, Finance at McMurray & Co.
10. Next, Fred and Rachel filter their results to a more manageable list.
They’re looking for someone who:
1. Lives in San Francisco
2. Has 6-10 years of professional experience
3. Works in the software industry
4. Has been in their role for more than one year
11. SAVE TIME BY REVIEWING FEWER PROFILES
Fred uses basic filters to refine his search by industry
and location, but must review profiles individually to
see years of experience and years in current role.
Fred FREE
Fred must filter through
6,608 profiles to find the
right candidate.
12. SAVE TIME BY REVIEWING FEWER PROFILES
Fred uses basic filters to refine his search by industry
and location, but must review profiles individually to
see years of experience and years in current role.
Rachel uses Recruiter’s 20+ advanced search filters*
to narrow her results to only those professionals who
fit her criteria.
*Advanced search filters include function, seniority, company size, years in
current position, company follower, custom filters, and more.
Fred FREE Rachel RECRUITER
Fred must filter through
6,608 profiles to find the
right candidate.
Rachel narrows
her search to a
much smaller list.
13. SOURCE WHILE YOU SLEEP WITH SAVED SEARCH ALERTS
Fred can create up to 3 saved searches and set
alerts on a weekly basis. Since he works on 3+
searches at one time, he must prioritize his alerts.
Fred FREE
3 saved searches
Weekly alerts
14. SOURCE WHILE YOU SLEEP WITH SAVED SEARCH ALERTS
Fred can create up to 3 saved searches and set
alerts on a weekly basis. Since he works on 3+
searches at one time, he must prioritize his alerts.
Rachel can create up to 50 saved searches and set
alerts on a daily basis. New candidates for all of her
projects are automatically delivered to her inbox.
Fred FREE Rachel RECRUITER
3 saved searches
Weekly alerts
50 saved searches
Daily alerts
16. Once Fred and Rachel have identified the best candidates,
they take differing approaches to outreach.
17. REACH ANY CANDIDATE ON LINKEDIN
Fred FREE
Fred can reach only his first-degree connections via
InMail.
First-degree
connections only
18. REACH ANY CANDIDATE ON LINKEDIN
Fred FREE Rachel RECRUITER
Fred can reach only his first-degree connections via
InMail.
Rachel can contact any member on LinkedIn with
150 monthly InMail credits.
First-degree
connections only
Any member on
LinkedIn
19. SAVE TIME WITH TEMPLATES AND BULK MESSAGING
Fred FREE
Fred sends InMails one-at-a-time. He must start
each new InMail from scratch.
20. SAVE TIME WITH TEMPLATES AND BULK MESSAGING
Fred FREE Rachel RECRUITER
Fred sends InMails one-at-a-time. He must start
each new InMail from scratch.
Rachel can save templates for InMails she sends
frequently. One-to-many messaging lets her send
InMails to up to 25 candidates at once.
Finance
Tory Barnes
Rachel Westing
Recruiter, Talent Inc.
22. As Fred and Rachel continue their Director of Finance searches,
they manage their candidate pipelines in very different ways.
23. STAY ORGANIZED WITH PROJECTS
Fred uses an Excel spreadsheet to track candidates
for each search.
Fred FREE
24. STAY ORGANIZED WITH PROJECTS
Fred uses an Excel spreadsheet to track candidates
for each search.
Rachel stays organized with Recruiter’s smart
projects, which automatically update candidates’
statuses as they move through the search process.
Fred FREE Rachel RECRUITER
Linda Yi
Ran…
Greg Jones
Mont…
Jeff Stephens
Up…
Jim Toth
25. KEEP YOUR TEAM ON THE SAME PAGE
Fred and his teammates lack visibility. Occasionally,
Fred reaches out to a candidate who has recently
been contacted by another team member.
Fred FREE
Hi Fred,
Thank you for thinking of me. However, I spoke to one of your colleagues last
week and mentioned that I am not looking to make a move at this time as my
children just started in high school.
Thanks and kind regards,
RJ
!
Fred Howell
26. KEEP YOUR TEAM ON THE SAME PAGE
Fred and his teammates lack visibility. Occasionally,
Fred reaches out to a candidate who has recently
been contacted by another team member.
Rachel avoids duplication of efforts: her team has
visibility into colleagues’ projects, notes and
communication history with candidates.
Fred FREE Rachel RECRUITER
Hi Fred,
Thank you for thinking of me. However, I spoke to one of your colleagues last
week and mentioned that I am not looking to make a move at this time as my
children just started in high school.
Thanks and kind regards,
RJ
!
Fred Howell
27. PIPELINE TALENT TO STAY AHEAD OF THE GAME
Fred FREE
Fred does not have a system for keeping track of
quality candidates. Whenever he gets a new req,
he’s starting from scratch.
28. PIPELINE TALENT TO STAY AHEAD OF THE GAME
Fred FREE Rachel RECRUITER
Fred does not have a system for keeping track of
quality candidates. Whenever he gets a new req,
he’s starting from scratch.
Rachel uses Talent Pipeline in Recruiter to track and
manage her pipeline of candidates, regardless of
their source.
Finance, accounting, CFA, CPA
Rachel Westing – Recruiter at Talent Inc. Finance Accounting
CFA CPA
29. EXPERIENCE THE NEXT LEVEL OF
RECRUITING WITH LINKEDIN
FIND CONTACT MANAGE
Discover the world’s
best talent
Engage candidates
at scale
Organize candidate activity
in one place