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Editor's Notes

• #3: The world of work has been changing at a rapid pace for both clients and candidates as well as recruitment businesses. Recruitment companies have had to adapt over the years in the facing of evolving technologies. Connectivity – networking Choice – volumes of jobs and suppliers Channels – job boards, social media and job aggregators Explain changes – from off to online. The most recent technology to disrupt recruitment is that of the social web.
• #4: One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
• #5: Lets start by understanding why people use LI and our value proposition to our members. Identity Network Knowledge
• #6: LinkedIn gives you access to over 300 million professionals world wide – but as we all know they are not all interested in a now job but are open to relevant opportunities. You need to think about passive candidates as people who are not yet ready to buy your services.
• #7: So if you want to effectively engage with your target audiences on LinkedIn you need to start to think and act like a marketer. You are trying to build a relationship with people who are passive i.e. not ready to buy so these guys need to be nurtured to ensure you receive a positive response when you start to engage. Social media helps you build and maintain these relationships outside of the points of direct contact you may have with them. And by thinking and acting like a marketer you will be more efficient in how you engage with your core audiences.
• #8: Your goal should be to grow your Follower's on LinkedIn – by building relevant Followers you will be far more successful both placing candidates and winning new business
• #9: Your LinkedIn strategy should consist of targeting the 3 core audiences you need to be a successful recruitment business – the good news is that they are all on LinkedIn.
• #10: So, your LinkedIn strategy should consist of three very simple steps.
• #11: We have a series of products that help you on every step of this journey, and these combined will help you drive significant results when engaging with clients, candidates and consultants. We help you leverage the power of your own employees to build your Followers as well as sending targeted advertising campaigns to your key audiences. We then provide you with means that help you communicate and engage with your Followers with relevant content And finally equip you with the tools to help you do what you do best – recruit.
• #15: Clients indicate a median 23% increase in profits after adopting our Solution, proving that LinkedIn is a strategic investment that will have a strong impact on your business performance And agencies are realizing the potential of LinkedIn as a differentiator for their business – there are 4K+ staffing agencies using the LinkedIn Solution globally.