This document provides tips for using LinkedIn Recruiter to generate content and drive engagement. It recommends creating high-quality, targeted content on a consistent basis across different mediums. It also stresses the importance of measuring engagement metrics and using social networks to build connections and visibility with the ideal target audience. The goal is to position the company as an expert while learning what types of content and topics resonate most.

1. Overview of
SourceIn 2013
LinkedIn Recruiter Users
9/10/13

2. “Content generation is the name of the game.”
• Social content must be impactful and “snackable”
– Quality vs. quantity
• Keep it continuous
– Breaks in sharing indicate poor follow through and confusion
• Is your company still open? You haven’t posted an update in 2 months?
• Stay on message
– Choose something that is uniform throughout your marketing, media, etc.
• This helps with SEO and branding
• Ours should be “WHY WINDSOR?”
• Experiment with different mediums
– SlideShare is a great lead generation tool
• Find partners

3. “Identify a target and develop content for them.”
• Who is your ideal potential candidate and client targets?
– What are their interests? Where are they online?
• Create and Curate content
– Mix between organic and shared from news sources like LinkedIn
• Use a Content Calendar
– Keeping with dates shows continuity
• Send out a weekly staff email
– Include a URL and the exact text so it’s an easy copy/paste for them to share with their
network
• Drive traffic to Groups and become a Group expert
– Posting later in the day will put you higher up in the digest email
• Maintain a competitive advantage
– Find topics that are relevant and different than what others are doing

4. “If you can’t measure it, you can’t manage it.”
• Company Page is where it all happens
– Familiar with your brand vs. Interested in you as a recruitment firm
• Some stats:
– 70% of Company Page followers WANT to know about your jobs
– Candidates who engage at branding touch points are 2x more likely to respond to InMail
• What is the size of your talent pool?
– This can help with employee metrics and goals
– KEEP IN MIND the talent pool is going to continue to shrink as Recession ends
Plan, Prioritize, Put it into Practice

5. “Social selling reminds us that who you know is more
importantthan what you know”
• Leveraging social media to do your sales job
• Top Sellers are:
– Participating in Groups, Adding Insights, answering questions
– Connected to their customers
– Using referrals and introductions
– Using their status updates, and geographic advantages to make the sale
– Marketing themselves in the LinkedIn headline
• Visibility creates opportunity
“To succeed you must be best at what you do for a very
specific audience. Find that audience!”

6. Other Useful Tips
• Have a professional profile picture
• Be mindful of your updates – this isn’t Facebook
– Keep your updates tasteful and make sure everyone will get the “joke”
• If you link another social network to your profile page – be
mindful of those updates as recruiters will check that too!
• Add value!