Be Found and Find a Job Using LinkedIn…Fast!

Webinar Presented by:

Anita Lauhoff, F3 Executive Recruiter

Shelley Roth, Springboard Works

Anita LauhoffExecutive Recruiter, F3http://linkedin.com/in/anitalauhoff

Shelley RothSpringboard Workshttp://linkedin.com/in/shelleyroth

Welcome to Your Webinar! We will get started shortly

Why you Must be on LinkedIn to Be Found

Strategies and Action Steps for your Job Search

How to send out E-mails and Voice Mails that get Call Backs

Types of Recruiters and What they Want to Know

Networking and how to Build One

Bonus: Recruiter’s Secrets

Agenda

How Linked In Works

LinkedIn Users = 70+ Million Members (that is…one per second) Over 150 industries represented Executives from every Fortune 500 firm 2.1 million students 37,000 college and university alumni groups Average Age = 43 Household Income = $108k Male/Female = 54%/46% United States LinkedIn Users = 29+ Many countries & languages

Who Uses LinkedIn?

What LinkedIn can do for YOU!

Research and gain insights about companies, people, and industries

Enhance your ability to:- Power network - Keep track of your contacts - Market your personal brand and profile- Find your next job- Monitor key events- Get answers and ask questions

Recruiters USE LinkedIn to find Candidates!

Be Found!!!

Over 40,000 job boards onlineLarge companies receive over 25k resumes/week1,200 to 1,300 resumes per job posted28% resume misrepresentationRecruiting teams are asked to do more with less:

– Fewer resources– Less budget– More job applicants

SOURCES:1. .International Association of Employment Websites2. iLogos Research (a division of Taleo)3. PeopleBonus founder Jason Krumweide4. Christian & Timbers

Recruiting Today

• Retained: Employing firm pays a fee upfront to find the candidate • Contingency: Employing firm pays a % of annual salary, if candidate is hired• Corporate: Internal employees or contractors who secure talent solely for the firm • Staffing Agency (Temp/Contract): Hires jobseekers/employees for a client company's

temporary/contract hiring needs. Agency pays wages, taxes, benefits, etc.

Recruiter TypesKnow who you are working with

Staffing Agency

ContingencyThird Party

RetainedExecutive

Search

CorporateRecruiter

How You are BEING FOUND

Networking44%

Firm Database21%

Research14%

Job Post-ing9%

Re-sume Databases

9%

Ads3%

How You Are Finding Career Options

68%

13%

8%

5%

4%2%

Let's Network!

Networking

Job Postings

Research

Posting

Online Profile

Other

What is your BRAND?

What you have done and what you do best

The value that you have created

How your experiences are relevant to the job posted

Your Competitive Advantage

• Complete Resume

• List Target Companies

• Create a LinkedIn Profile

• Connect with a Network

• Add Resume to Job Board(s), Set Spiders

• Research Open Positions

• Attend Industry Network Meetings

• Create an Elevator Speech

Your Job Search Action Plan!

1. Build a Professional LinkedIn Network 2. Work the Network

Your ability to connect (not collect) is what sets you apart!

“You can have everything in life that you want if you just help enough other people get what they want.” Zig Ziglar

Build your target company list

Identify key people with your target companies

Reach out to your targeted people and others

Talk and meet with your targets

Follow-up and stay in touch with your network

“Exactly how do I network?”

“I just spoke with a mutual friend of ours, Joe Shmoe. He mentioned you worked in the marketing group at Smith Inc. and suggested that I reach out to you …”

“We are both members of the Internal Auditors Association and I…

“While doing a search on LinkedIn for professionals in our industry, I came across your profile (very impressive!) and believe that we have several areas of common interest. I hope you don’t mind my reaching out to you this way.”

Custom E-Mail Examples

Here are some typical voice mails that DO NOT get call backs: "Mary, I sent you my resume. If you could call me to discuss, I would appreciate it." "Ms. Taylor, I saw your posting on Monster and sent in my resume. I am very interested in this position (or I am the perfect candidate for this position) and I would like to discuss it with you. My number is....." "Mary, I sent you my resume and wanted to make sure you got it. If you could let me know." Remember, recruiters seek the person who can DO the job. The job seeker needs to give them a reason to call them back. None of the above provides a compelling reason to call you back. Here is a voice mail that WILL get a return call: "Mary, I saw the position on (wherever) where you are looking for a chemical engineer with batch process experience. I am a 1988 Chemical Engineer from Clemson University. I have experience with batch processes to include the manufacturing of surfactants and personal care items. I have a proven track record of improving manufacturing efficiencies and driving costs out of the processes. I just improved one process we have and it is saving the company $200,000 per year now. I can be reached at....." Value is in the above voice mail. When a recruiter has 36 voicemails and can only return six, what are you going to do to make sure YOU GET the CALL BACK? The exact same concept applies when you are calling a hiring manager. The call, "I am calling to follow up on the resume I sent to your company," will NOT solicit a return phone call.

How NOT to leave a voicemail with a Recruiter or Hiring Manager

1. My name is Anita Lauhoff. I am an experienced corporate recruiter who connects with talent specializing in the energy and financial services industries.

2. I attract, assess, align and close the right people in the right roles for the right purposes.

3. I have a reputation for being "First, Fast, and Focused" at building networks, identifying qualified candidates, and asking the right questions!

4. Network with me on LinkedIn!

1. Who are you?• My name is…• I am a(n)…• specializing in…

2. What you do

3. Why you are the best

4. Your call to action

Know Your Pitch! AKA: Elevator Speech

Source: http://www.15secondpitch.com/new/

TEMPLATE SAMPLE

How LinkedIn Will Fire Up Your CareerFortune, April 2010

“…To pick these hires the old fashioned

way, the firm would rely on headhunters, employee referrals, and job boards. But the game has changed. To get the attention of John Campagnino, Accenture's head of global recruiting, you'd better be on the web…”

“To put a sharper point on it: If you don't have a profile on LinkedIn,

you're nowhere. Partly motivated by the cheaper, faster

recruiting he can do online, Campagnino plans to make as many as 40% of his hires in the next few years through social media. Says he: "This is the future of recruiting for our company.“

Go To: http://www.linkedin.com

Keep your profile current Display headshot photo Summarize accomplishments with full career history Add a profile headline Add a status update to keep your network informed List companies (with highlights) and schools attended Have at least 3 LinkedIn recommendations Add your colleagues Link to your website or blog (3) Create a personalize URL and add it to your email signature Ensure your profile is “Key Word” rich

Profile Tips

Profile

Get the Word Out!

Home Page

Invite people to join your network

Join LinkedIn Groups

Job Search

Advanced Search

Use Company Pages to Network

Account Settings

Leverage Tools and Applications

Bonus: STARR Questions• Situation

- What was the situation?- What was the context?

• Task- What was your role?- What were your goals &

objectives?

• Action- What did you do?- What difficulties did you

encounter?

• Relationship- Who was involved in the

situation?- How did you influence or

motivate others?

• Results- What was the outcome?- What did you learn?

• What was your contribution to achieving the vision of your company?

• Give an example of when you identified an opportunity to grow the business.

• Describe a situation when you were able to influence other people.

• Give an example of when you developed relationships with key customers/stakeholders.

• Tell me a time when you exceeded your customers’ expectations.

• What approaches did you introduce to promoted a supportive learning environment.

• What networks did you build that effected the way you did your job?

• Tell me about a decision that you made which impacted others.

Bonus: Sample Interview Questions(Use STARR to answer)

Houston Lunch & Learn Schedule

06.25.10 Facebook for Business Lunch & Learn hosted by J. Tyler Office

Furniture & HNN7.08.10 Fabulous Facebook Fan Pages

Lunch & Learn hosted by J. Tyler Office Furniture & HNN

Webinars & Onsite Training Available

http://springboardworks.eventbrite.com

All workshops and events

Webinar Schedule

6.18 Be Found and Find a Job Using LinkedIn…Fast!

6.22 LinkedIn Advanced6.24 Facebook Advanced

All Webinars are from 11-12:30 Central and are priced $29-39

Consulting & Onsite Training Available from

Springboard http://springboardworks.eventbrite.com

All workshops and events

Questions?

Anita Lauhoff F3 Search: First Fast & FocusedConnect: http://linkedin.com/in/alauhoff

Shelley Rothsroth@springboardworks.com713.937.1006 Fan me: http://facebook.com/springboardworksConnect: http://linkedin.com/in/shelleyrothWorkshop Schedule: http://springboardworks.eventbrite.com

Contact for Consulting, Training & Speaking