现代招聘指南_ENG的基本原则（英文版）_25页_927kb

The Modern Recruiter's Guide Summary

Core Content Overview

This guide is designed for talent acquisition professionals, especially those working in large organizations (500+ employees), who frequently engage with early-stage candidates and are responsible for promoting their company's employer brand. It provides a comprehensive roadmap for leveraging LinkedIn to enhance recruitment strategies, focusing on both the art and science of modern recruiting.

Main Points

Modern Recruiting: Art and Science

Modern recruiting is a blend of art and science, combining persuasive skills with data-driven decision-making. Successful recruiters are not only matchmakers and marketers but also salespeople and talent advisors who can influence hiring strategies and company culture.

Key Roles of a Modern Recruiter

• Matchmaker: Connects candidates with the right opportunities by understanding both the company and the individual.
• Marketer: Crafts compelling narratives that resonate with the target audience.
• Salesperson: Builds and nurtures relationships, effectively closing deals with both candidates and hiring managers.
• Talent Advisor: Acts as a trusted advisor to leadership, providing insights into talent trends and influencing key decisions.

LinkedIn as a Recruiting Partner

LinkedIn is the world's largest professional network, offering access to top talent and powerful tools for recruitment. It is optimized for mobile use, with over 40% of its visitors coming through mobile devices. The platform enables recruiters to reach a wider audience, engage with candidates, and promote employer branding effectively.

Key Information

Profile Optimization

• Craft a killer opening: Use a strong headline and summary that reflect your personal and professional brand.
• Use rich media: Include images, videos, blogs, SlideShare presentations, and websites to showcase your work and company culture.
• Add certifications and volunteer activities: Build credibility and paint a complete picture of your professional values.
• Make updates interactive: Engage your network by mentioning connections and responding to comments in real-time.

Company Page Optimization

• Reflect your company's mission and culture: Your Company Page is the first impression for potential candidates, so it should align with your brand values.
• Use video and rich media: Posts with video are more likely to be shared and engaged with.
• Grow your followers: Embed “Follow” buttons on your website and in candidate communications.
• Engage with targeted updates: Share relevant content like industry insights, tips, and questions to attract the right talent.
• Sponsor content: Extend reach by promoting content to non-followers.
• Monitor analytics: Use LinkedIn's free tools to track profile views, update engagement, and network growth.

Metrics That Matter

• Profile Power Metrics: Track who views your profile, how often you appear in searches, and how many endorsements you receive.
• Company Page Engagement Metrics: Monitor status update interactions, follower demographics, and benchmark against competitors.
• Set goals and measure impact: Use LinkedIn analytics to assess the effectiveness of your recruitment efforts and encourage employees to do the same.

Summary Checklist

The Fundamentals

• Create a compelling personal profile with a strong opening, rich media, certifications, and volunteer activities.
• Make your updates interactive to engage your network.
• Use LinkedIn analytics to measure your profile and Company Page performance.

Company Page Optimization

• Use rich media and video to make your Company Page engaging.
• Grow your followers by embedding the Follow button.
• Engage with targeted status updates.
• Extend reach with sponsored content.

Recruitment Tools

• Utilize free LinkedIn tools like Profiles, Company Pages, Targeted Status Updates, and Groups.
• Use LinkedIn Recruiter for strategic sourcing, job targeting, and talent pipeline management.
• Experiment with Boolean search techniques to refine your candidate pool.
• Follow the 9 Golden Rules of InMail to improve response rates.
• Leverage student-related tools such as CheckIn and University Pages for new graduate recruitment.

Additional Resources

• Personal Branding Checklist: http://bit.ly/1h7VpGH
• Talent Pipelining Best Practices: http://linkd.in/1e9H7zD
• Create a Great Job Post: http://slidesha.re/1pVosN1
• Talent Brand Index (TBI): http://linkd.in/1gZdMh6
• Global Recruiting Trends Survey: http://linkd.in/1glW0P4
• The Diversity Hiring Playbook: http://linkd.in/1omD8JA
• 7 Tricks to an Irresistible Job Description: http://linkd.in/1jxjjux
• The Employer Brand Playbook: http://linkd.in/1mlJ9yv
• Talent Trends 2014: http://linkd.in/1lmdf89
• Your 3-Step Recruiting Team Makeover: http://linkd.in/1IAwFsD

Profiles That Inspire

• Yu Inoue (Rakuten): Emphasizes company values and culture, using rich media to showcase the company's mission.
• Aaron Neale (Improbable): Connects with engineering candidates by using relatable language and sharing his personal journey.
• Ivy Lau (Hong Kong Broadband Network): Uses video and presentations to highlight the company's culture and mission.
• Deborah Glynn (The Integer Group): Focuses on the impact of working at the company and links to thought leadership content.

Appendix: LinkedIn Tools at a Glance

These tools help recruiters source talent, manage job postings, and build a strong employer brand. The guide also suggests using analytics to track and improve performance.