[0:03]All right. So, welcome to our webinar by Comeet, uh, called Recruiting on LinkedIn. Uh, so it's tactics, tips, and tricks. Uh, it's a little challenging, uh, as you know with preparing for webinar like this with, uh, so many different types of people and backgrounds. So hopefully it won't be too basic for anyone, Um, but it's also not going to be like overly advanced for someone who hasn't used LinkedIn to recruit a lot. So we're going to try and hit both. I'll do the more basic stuff for obvious reasons, uh, once you hear Katia start talking about the more advanced things, you'll see why I'm going to cover the basic. Uh, Katia is an expert, uh, so she'll be she'll be covering the more advanced things. Uh, all right. So we've got the first thing we want to talk about is Happy Global Talent Acquisition Day. Uh for those of you who don't know, it is Global Town acquisition Day, so if you are recruiter, great, right? We want to say a little thank you to you, or if you're in HR or talent, uh, if you're not, maybe you could give a high five to recruiter, send them a note to recruiter you've worked with, who's added value and helped you before. Uh, that would be really, really kind to do on Global Town acquisition Day. Uh, so we'll go ahead and let me move slide.
[1:36]All right. One second. So we at Comiet want to take a moment to say thank you to all of the town acquisition professionals and those involved in talent acquisition. Uh, you are often the unsung heroes of company growth, doing incredibly challenging and ever changing work under great pressure and with tiny budgets, right? Uh, usually very, very little budget. Uh, you're you work hard to understand what hiring teams are looking for, sometimes that's not clear or easy. Uh, give them coaching and guidance on the talent pool and then spend countless hours attracting, engaging and screening people. Right, it's really hard work to be in, in TA as, as we call it. Sometimes you spend months working on a position, right, to have it suddenly closed or put on hold with no idea when it's going to be taken off hold. Uh, sometimes we lose an amazing candidate by a few thousand dollars and then we have to start the search over again, right? Uh, so it's it's really hard work to be in recruitment. Uh, town acquisition is definitely not for the faint of heart. It's an admirable, important, and historic profession. It actually dates back to at least ancient Greco-Roman times with military recruitment. Uh, so recruiters have been around a long time. We are historic. We could be really cool about that. Um, but it's definitely not easy. So at the end of the day, uh, just wanted to remind you that you are building companies one person and one hire at a time and you are changing lives. Uh, it's really important work. So thank you for that. What you do in the world matters and more importantly, you as a person matter. Uh, you are valuable and important. So thank you. We just want to kind of lift you up on uh, Global Town acquisition day and and say thank you to everyone who's involved in talent acquisition and recruitment.
[3:31]All right. People continue to trickle in here, just letting more people in. Go ahead and move to the next slide. So if you could drop in the chat what version or license of LinkedIn do you have?
[3:59]So we got some recruiter lights in here. Uh, we've got full LinkedIn recruiter, that usually means LinkedIn, uh, corporate. Recruiter Light for now. Yep. Light, town solutions. So a lot of recruiter Light.
[4:21]Is anyone on like kind of the free basic version? Okay. Yeah. Basic LinkedIn, uh oh. All right. So a lot of LinkedIn Corporate and then quite a few LinkedIn Recruiter Light.
[4:58]All right. Uh, little reminder on LinkedIn. We have roughly 750 million people on LinkedIn, so it's it's not a platform to ignore. Obviously, all of you are using it. That's why we're here. Uh, but just a reminder that it's a really powerful recruitment tool. Uh, 750 million members globally. That's roughly the combined population of North and South America. Uh, so that's a whole lot of people. It's by far the largest professional social network in the world. And if you're in B2B, right, business to business, uh, it's definitely something to to leverage and and pay attention to. So as we are, uh, transitioning here, I just want to give a couple intros, uh, to Katia and myself. Uh, we haven't done that yet. So I'm the VP of delivery here at Comet for our Comeet Elastic Services. Uh, team. So we deliver recruitment sourcing services to a lot of tech companies around the world hiring in the US specifically. Uh, and I've been probably in talent acquisition for maybe like seven or eight years, started my own recruitment company, uh, led talent acquisition at a tech company before joining, um, Comeet. Uh, Katia, could you do a a little quick intro? Always. Hello everyone. I am Katia. I have an MBA with an HR concentration. My background is in full cycle recruiting for startups. Um, but a fun fact, you might notice if we do connect on LinkedIn is that I love pets. I love hearing about pets. I love seeing pictures of pets. So only half my conversations on LinkedIn are actually about the jobs that I'm recruiting for. The other half are usually about people's new dogs and cats and all of their antics, so.
[6:58]Yes, you do. I started a company. It's like channel for people's pets. And I've not been invited because I I don't have any pets and people think that I don't like pets. I I do. I just uh, I just don't have any right now. All right. So quick agenda. What we're going to cover. This isn't going to be death by slide show. Uh, we'll show a couple slides, but at the risk of things going wrong and technical difficulties, we are going to live screen share both LinkedIn basic and LinkedIn recruiter. Uh, so you can really see how we work with it. Uh, but again, just please be patient with us too. Uh, there's a reason most people don't live screen share and they just do screenshots and do tons of slides. Uh, it's tricky, um, but we'll we'll get through it together. Uh, we're going to go over what it looks like to, um, practice sourcing talent on LinkedIn. Uh, and then LinkedIn recruiter. We'll also touch on some other considerations to keep in mind, increase talent pool diversity and reduce your own biases when you're recruiting. Uh, so Katia will cover some DNI, um, best practices. This is going to be interactive. So we'll have a couple survey questions that you can answer in the chat. Uh, and then we'll have a Q&A at the end, but please, as we're sharing tips and tricks, um, if you think of one, pop it into the chat. We're not going to cover everything. Katia and I are both still learning. Uh, we all are. So definitely share your tips and tricks in the chat so that we can share those with all of us and and learn together. Today's really about learning together. We'll start out with basic LinkedIn.
[8:44]Uh, we're going to look at a job brief that you might get right here. Everyone see that. So we've got a QA engineer role. Uh, typically we would do a intake session, right? Or a kickoff call to get all the details, the job description. Uh, but sometimes you just have a chat with the hiring manager and they say, we need a QA engineer. Uh, we need them to be somewhere on the East Coast. They have to have both automated and manual testing experience. Mid-level role. And we really prefer people with, um, Java experience, right? So very basic. Uh, so I threw a couple keywords in here to my basic LinkedIn. I'm not using a lot of Boolean. Yes. If you're a recruiter, you you should be if you're using the free version of LinkedIn. Uh, but I just did QA Engineer, pop Java in there. The East Coast piece is is tricky, uh, with the free version. Uh, you have to kind of type out, let's say, like North Carolina and just do it state by state. We'll put South Carolina in quickly and then let's just say like New York, right? But I would have to go state by state. LinkedIn Recruiter has a few ways, uh, which Katia will show you that that goes more quickly. So we've got 2,500 results. You can see as well, uh, that there's eight plus additional filters, right, with Recruiter that I can't use. So I would say the big thing to notice here is that, uh, it's going to take more time. I can craft a really good Boolean. I can go in here to the filters, go down to, uh, the title and take out like, let's say the word not with recruiter, founder, and all these people I don't want to see, uh, but ultimately, I'm going to spend significantly more time, uh, in looking through candidates that aren't a fit because of the limitations, uh, related to the filters. Now, recruiter Light does have more filters, right? As as I'm sure all of you using recruiter Light know. Uh, but you're pretty Light. Uh, fun intended on the on the in mails. I think you can only send 30 a month. Uh, full recruiter, uh, corporate, you can send, I think around 150 and they can be pulled across your account. Uh, so recruiter Light definitely better than free. Uh, but still some limitations there as well. Yes, please start a a pun count. I I'll try to do as many puns as I can. Uh, all right. So let's say we've looked at our filters here. Uh, let's pretend that we did put some more Boolean into it. We had we finally found a candidate. We thought it would be a good fit. Uh, we opened the candidate's profile in a new tab, right?
[11:44]We click over to it, and then you'll notice you can't really message the candidate, right? You need to use a connector request. So you would click connect, add a note, put something compelling in there, uh, compliment the candidate, right? Mention their experience, their skills, why you're reaching out to them, but you only have 300 characters to do so. Uh, but this is really the only way to reach out with free LinkedIn, uh, to people who aren't currently your connections. Uh, so you're a bit limited. We use a lot more strategies than just connect requests, um, to recruit candidates. But I did recruit, I've recruited a number of candidates with just connect requests. So it it works. It just takes a lot more time. If you're using an applicant tracking system, uh, like Comeet or one of the other great platforms out there, they often have a browser extension where you can just click it. It'll pop up on the corner and then you save as a PDF and drop it in and then you can drop the candidate directly into your ATS. So that that's a great way to, um, kind of get the candidates into your ATS and track your sourcing. Uh, let me see if we want to look at anything else here. So we looked at the candidates. Again, this is going to just be a lot of, um, kind of scrolling through and trying to find the right candidates versus being able to be laser focused with all the additional, um, filters that we have. Am I missing anything, um, Katia, before we we jump over and you start screen sharing?
