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Discovering the hidden gems in LinkedIn Recruiter | Talent Connect Anaheim"
The document discusses the features and future enhancements of LinkedIn Recruiter, highlighting current tools like search alerts and custom filters, as well as upcoming improvements such as a new recruiter inbox and job builder. It emphasizes the importance of using intelligent profiles to simplify job postings and introduces advanced filters for recruitment. Overall, it suggests that effective recruitment tools can significantly streamline the hiring process.
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Discovering the hidden gems in LinkedIn Recruiter | Talent Connect Anaheim"
- 2. Discovering the hiddengems in LinkedIn Recruiter Perry Monaco Manager, Customer Success – Canada & LATAM LinkedIn Maria Hardeman Senior Customer Success Consultant LinkedIn
- 5. The secret ofyour future is hidden in your daily routine. Mike Murdoch
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- 13. If you don’thave time to do it right, when will you have time to do it over? John Wooden
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- 16. New Recruiter Inbox(Launching Dec. 2015)
- 17. Never post ajob from scratch again – use intelligent custom drafts based off of member profile data New Job Builder • Simply intelligent: tell us who you’re trying to hire, and we’ll provide data-driven, intelligent recommendations for key skills to help quickly build a relevant job description • We’ll do the work for you: novice posters no longer have to go through the legwork of researching other job descriptions beforehand
- 18. New Recruiter searchfilters Skills Filter: Filter by the specific skills that people have explicitly listed on their profile Languages Filter: Filter by the languages listed on member’s profile Profiles Viewed Filter: Filter out profiles that you’ve viewed in the last 3 or 6 months
- 19. Sometimes the thingsyou search far and wide for are right under your nose. Carol Plum-Ucci
Editor's Notes
- #3 Peter
- #6 peter
- #14 peter
- #16 1. Managing pool of talent 2. Finding top/right talent (tech, blue color etc) 3. Candidate Experience 4. Sorting sourced canddiates 5. Researching talent 6. Employer Branding Future Plans + How will you prioritize? List Top 5 for your group What came up now from Pod 1: 1. Managing pool of talent 2. Finding top/right talent (tech, blue color etc) 3. Candidate Experience 4. Sorting sourced canddiates 5. Researching talent 6. Employer Branding Internal Mobility Mobile investments Tighter ATS Integrations Building an ATS Profile Aggregation Other? Candidate Experience Solutioning Ideas (10 mins) What are we doing to address (10 mins) Here are the top 5 things that you prioritized (by assigning weights) (10 mins)
- #17 Now, in Q4 we’re going to continue the theme of improving the messaging experience and bring a completely new inbox to Recruiter. Have you all seen the new Wonton messaging on LinkedIn? We’re going to be taking the same style of messaging and bringing it to Recruiters. This will make it easier for recruiters to have brief, informal conversations with prospective candidates, and allow us to iterate quickly as our messaging platform evolves. This also provides a more consistent experience with LI.com, something that our users often ask for. So, users will have a similar inbox whether they are building their professional network on LinkedIn, or engaging with top talent on Recruiter. Finally, with a modern messaging experience, we can do more cool stuff like embedding objects into conversations, allowing for group messages, providing reply templates, having inline interactions, etc.
- #18 Faster & simpler: provides guidance to help recruiters, HR generalists and hiring managers quickly and confidently build a job description Intelligent & data-driven: tell us who you’re trying to hire, and we’ll recommend key skills and requirements based on the profiles of our 380M+ member network Quality candidates: using these standardized skills provides fuel to LinkedIn’s algorithm-driven matching – working harder to get your job in front of the right candidates
- #20 peter