Linkedin The LinkedIn Talent Blog

Late last week we shared on our main blog how we’ve simplified the jobseeker experience on LinkedIn. Our recent improvements make it easier than ever for our members to find relevant career opportunities from your company on our site.

We’ve added a new feature to help our members see how they are connected to companies in their network and browse their job postings, making it easier for them to find and engage the right employers. Early results have been outstanding: LinkedIn Career Pages have seen a big boost in traffic thanks to this new feature.

With a rapidly growing number of LinkedIn Recruiter customers now forging ahead with new talent pipelining capabilities, we’re seeing some common themes for getting the most out of these new tools.  Many are sharing unique success stories on how pipelining is changing the way they view the world of talent, even before the prospects hit their official ATS radar.   Building a targeted pipeline of prospective candidates has some clear benefits, such as zeroing in on the right talent well before reqs are even opened; generating an ongoing line of communication with those prospects; and ensuring your sourcing efforts don’t go to waste when a candidate isn’t initially the perfect match.

Our own internal pipelining experts have put together some practical tips to help others fully embrace the opportunity.  As you kick off your own pipelining efforts, you may already be employing some of these approaches, but others may spark some creative and useful tactics to get your recruiting teams moving with purpose and efficiency.

And other great passive talent tips from Betfair’s Rachel Riddington

How do you set yourself up for success with passive candidates? You start by asking your hiring managers five key questions that quickly elevate your understanding of the role and the type of person who will be successful in it, according to Rachel Riddington, a sourcing and research consultant with Betfair, who enjoyed InMail response rates north of 50 percent last year.

Rachel Riddington, research and sourcing consultant at UK-based Betfair

Jim Schnyder has spent the last 11 years within the recruiting organization at PepsiCo, a $60B+ global company that counts Pepsi, Frito Lay, Tropicana, Quaker, Gatorade and many other household names in its stable of brands. He is SourceCon’s reigning GrandMaster Sourcer. He also headed up the initial rollout of LinkedIn’s Talent Pipeline across PepsiCo’s global talent acquisition team.
Imagine a world in which you have a way of sourcing just-in-time talent: where you can map out targeted talent pools in various geographies and functions, easily track their professional updates, cultivate relationships, and turn straight to those pools as opportunities arise in your organization. Now imagine you can do that seamlessly across a global talent acquisition team. I’ve spent the last several months testing and contributing to LinkedIn’s Talent Pipeline, a solution that I believe will get us there, sooner than you think.

At PepsiCo, thanks to our global brand strength, we have the fortune of having many active jobseekers in our system. But, like any organization intent on hiring the best of the best, we have our work cut out finding the right candidates. We need to scour the entire talent pool – whether or not they are looking. It’s not until someone taps a happily employed top performer on the shoulder with a stronger opportunity that they lift their head up from what they’re doing on a day-to-day basis and consider a change. Which is why, despite our brand position, recruiting passive prospects has never been more critical to PepsiCo.