As a recruitment leader, you need to understand where you stand compared to your peers in order to plan for the future. To help you do just that, we're hosting this webcast where we'll walk through the latest 2017 recruitment trends. If you're a recruitment professional looking for innovative ways to stay ahead in 2017 - this webcast is for you. Expect to learn: - Where should you be spending your recruiting time and money. - NEW LinkedIn tools that will help you automate your recruiting. - Lesser-known tips and tricks you can instantly put into place. To learn more about LinkedIn Next Generation, visit us here: http://bit.ly/2eGa7Z8

1. 2017 Staffing Trends You Need To Know
+ lesser known tips and tricks to stay ahead

2. Housekeeping notes:
 Please type questions into the Q&A
box at the left of your screen
 Dedicated Q&A at the end
 The presentation and recording will
be sent via email after the webinar
 Take our survey! Click the Survey
Monkey icon at the bottom of your
screen to submit your feedback.

3. Welcome
Your hosts:
Success Manager
LinkedIn
Lainey Bell Adrienne Faessler
Account Executive
LinkedIn

4. Today’s agenda
Go over trends effecting the current and future state of the industry
Show you tips and tricks to help you stay ahead + a live demo of
Recruiter.
Save time at the end for Q&A
1
2
3

5. NEW 2017 Staffing Trends

6. #1 Recruitment firms expect to grow in 2017

7. Over half of recruitment firms expect their budget to
increase next year

8. #2 The volume of placements will increase
again

9. #3 Competition for talent and business
development are top challenges

10. Social professional networks are the top
channel for quality hires

11. #4 Most firms invest in traditional
recruiting tools

12. If money weren’t a constraint, leaders would invest
in branding and business development tools

13. #5 Social recruiting, diversity and automation
are key trends for the future

14. How you can stay ahead
with Next Gen Recruiter

15. Tier Free Subscription Accounts (Business
Plus, Talent Finder, Sales Nav,
Recruiter Lite, etc.)
Recruiter Professional Services
(RPS)
Relationship
with LinkedIn
• Individual • Individual • Company
• Shared/collaborative platform
• Ability to reassign licenses
• Keep data/pipeline when there
is turnover
Search access • 3nd degree connections
• Commercial Search limits
• Shared groups
• 3rd degree connections
• Shared groups
• Everyone
• Unlimited searching
• All Groups
InMails • None • 15-30 per month
• Must be sent one-at-a-time
• 100 per month per user
• Bulk InMails (one-to-many)
• Pooled among team
Support • Online • Online • Dedicated Support Team (i.e.
“real people”)
• Enterprise Technical Support

16. Sourcing talent can take time, especially when
relying on long, complex Boolean strings

17. “Find more people
like” creates a
search based on
ideal candidates you
may know
The guided search
bar seamlessly
walks you through
your initial search
Now you can easily structure your search to find
qualified talent, faster

18. Understanding the talent marketplace takes
research, and the landscape is always shifting

19. New smart suggestions help you intelligently
refine your search to uncover hidden talent
Smart suggestions
tap into LinkedIn’s
unique data and
insights to surface
relevant and
trending terms you
may have missed.

20. With hundreds, or thousands, of search
results… where should you even start?

21. Spotlights show you where to focus your
energy, by quickly prioritizing warm leads
Spotlights let
you easily filter
results for
candidates who
are more likely
to engage

22. NEW: Discover candidates who are interested in
career oportunties like yours

24. Live Demo

25. Q&A
Additional Resources
To learn more: lnkd.in/staffing
For more tips & tricks: lnkd.in/talentblog
For product overview: lnkd.in/nextgen

26. A closer look at Spotlights
Engaged with your
Talent Brand
People who have public activity on your Talent Brand:
sharing, liking, or commenting on company updates, job posts,
or Sponsored Updates, or following your company page
Have recruiting
activity
People who have had some action taken on them by recruiters
at your company using LinkedIn Recruiter
Past applicants
People who have applied to your company before via LinkedIn
Job Posts and Job Slots.
Company
connections
People who are 1st degree connections of employees at your
company.
Competitors’ talent
pools
People from the top 10 companies and schools that
companies similar to your’s tend to source from
Haven’t changed
roles in a few years
People who have been in their current role for 1-5 years