The Sales Manager's Guide to Recruiting on Linkedin v2091414

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The Sales Manager’s Guide To Recruiting on Linkedin 1

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The Sales Manager's Guide to Recruiting on Linkedin v2091414

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Page 1: The Sales Manager's Guide to Recruiting on Linkedin v2091414

The Sales Manager’s Guide To Recruiting on Linkedin

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Introduction

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

2 The Sales Manager’s Guide To Recruiting on Linkedin

In addition to posting on job boards to find candidates, Sales Managers should take a proactive stance in finding talent for their teams. Don’t just leave it up to your internal or external recruiter or your HR department. One of the absolute best places to proactively recruit for talent is on Linkedin. You don’t have to have the expensive recruiting package they’ll sell you either. Recruiting on Linkedin is just like prospecting for target prospects when you’re selling. You need to:

•identify your ideal target, •message the target, •begin the interview process and •Conduct backdoor reference checks.

It takes time and discipline to do this properly and the results will come….just like sales prospecting, online marketing and cold calling.

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Identify Your Target • Industry

– you can select several here

• Location – obvious right?

• Current Company – not mandatory unless you’re sure you

want to poach out of specific companies

• Function – Sales and/or Business Development

• Company Size – this may not matter to you but usually I

find that people at smaller companies are grittier and bit more resourceful

• Keywords – Perhaps there’s a specific skill you’d like

to see like “Inside Sales” or “Market Research” or “Recruitment”

• Other Filters As Needed

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

3 The Sales Manager’s Guide To Recruiting on Linkedin

The first thing you need to do is to Identify Your Target. What does your ideal candidate look like? Click on the Advance link found on your homepage of Linkedin (make sure you’re doing an “Advanced People Search”), then identify the following:

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Save Your Search

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

4 The Sales Manager’s Guide To Recruiting on Linkedin

Once you like your search and have Identified Your Target, click “Save Search” on the upper right. Give your search a name and it will email you either Daily, Weekly or Monthly, new people that meet your criteria. FRESH candidates delivered to your inbox!

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Saving Profiles and Managing “Tags” • Click the star to save them as a

contact • Select a Tag you have already

created or create a new Tag and hit Save – You can also add notes to the

saved profile.

• Pro Tip: Create tags that represented simple stages in the recruiting cycle to help you keep it all straight. Have I seen this candidate before? Sent them a message before? – 1 LA Salespeople – 2 Referral Email Sent – 3 Responded – 4 Not a Fit

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

5 The Sales Manager’s Guide To Recruiting on Linkedin

So once you see a candidate you like, you can Save and Tag that candidate so you can go back to them. Tagging allows you to conduct different kinds of searches and keep the source of those candidates clear. You can find your saved candidates by going to the new Linkedin Contacts https://www.linkedin.com/contacts When you’re viewing a candidate’s profile do the following:

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Message Your Candidates • Either send them an InMail which costs you

money or • Send UNLIMITED free InMail to group

members (this is the way to go) • First, check out the profile of the person

you're interested in. • Next, scroll down and check out which, if

any, groups they belong to. • Now, join one of those groups (if you don’t

already share groups with them) – You can (and should) join up to 50 groups.

DO THIS NOW

• Go to the group you share and search and locate the person (member) you want to connect with,

• See the “Send a message” link? You know what to do next.

• Nail the Subject Line – Use their first name – Use a Call to Action in the Subject Line

• Keep the message as brief as possible – “iPhone sized” – It will get deleted if it’s a five paragraph essay

• Be specific about what you’re looking for • Include short links to

– Company Info – Job Description (where they can apply) – Company Videos – Etc.

• Ask for a referral – “you or somebody you know”

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

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Keys to the Message you Send

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Sample Message

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

7 The Sales Manager’s Guide To Recruiting on Linkedin

Subject: (First Name, Can you help me please?) Hi FirstName, Can you help me please? I'm looking for strategic and consultative OUTSIDE sales candidates that have sold market research to end clients. Ideally sales experience selling to Brand Managers, Shopper and Consumer Insights Managers at CPG and Retail companies. Our mobile solution is hot and I need to hire another person to handle the opportunities. Product info here: http://goo.gl/r1yKM Job description: http://goo.gl/H8WiA Would you or somebody you know be interested in talking further about this role? Can be located anywhere in US. Thank you.

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What If I Can’t Find the Candidate in the Group Because I Can’t SEE Their

Last Name or ANY Name?

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

8 The Sales Manager’s Guide To Recruiting on Linkedin

Only shows Christopher G. What do I do? •Google searches •Use Sales Prospector •Go to the Group and search for First Name and Company Name

What if the name reads “LinkedIn Member”

•Search Google for the Title and Company Name and Location

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Backdoor Reference Checks

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

9 The Sales Manager’s Guide To Recruiting on Linkedin

During one of your phone screens, ask who they reported to at their PREVIOUS jobs and if you have their permission to contact them for reference checks.

•If you get a NO to this stage, time to move on. This is a HUGE red flag Pro Tip: Nobody has time for the 30 minute reference check. And we usually get BS responses because former bosses are covering their asses….they don’t speak the truth. So do something different…. Send their previous bosses (that you’ve received permission to contact) the following two emails or inmails. Do these right after one of your phone screens if you liked them and wish to move them forward in the interview process and spend more time with them. The emails are sent in two steps and the second allows the former boss to NOT respond if they have nothing good to say (which protects them). A NON-RESPONSE means move on to another candidate and you’ve saved yourself a ton of time.

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Backdoor Reference Check: Email #1

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

10 The Sales Manager’s Guide To Recruiting on Linkedin

Subject: BOSS, can you help me please RE: CANDIDATE? Hi BOSS, Happy Monday to you. I’m interviewing a candidate for a potential role at our company and I spoke with CANDIDATE today. He/she indicated he/she used to work for you at FORMERCOMPANY. May I ask you two yes/no questions about him/her via email?

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Backdoor Reference Check: Email #2

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

11 The Sales Manager’s Guide To Recruiting on Linkedin

When you get a positive reply to Email #1, reply with the following: Thanks (past colleague), I am considering hiring (candidate name) for the role of (name of role) here at (your company name here). If you’re like me, the last thing you have time for is a reference call. Therefore, unless you found (candidate name)’s work to be EXCEPTIONAL, please just disregard this email. That said, can you please answer the following two questions about (candidate name): 1. Did you find (candidate name) to be an exceptional employee, in the top 10% of the people you’ve worked with, and 2. Would you hire (candidate name) again? Again, if you found (candidate name)’s work to be less than exceptional, go ahead and disregard this message and have a great day. I’ll assume that if I haven’t heard from you by the end of business tomorrow, you’re disregarding this message. From one manager to another, thank you for your help on this!

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Conclusion

Inside Sales Recruiting, Inc. | www.InsideSalesRecruiting.com | 818-275-2105

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I never said this was easy but if you dedicate a little bit of time each week and tweak your searches and messaging, you’ll find that this process becomes easier and easier. You’ll then have a nice big bench upon which you can recruit!