LinkedIn Recruiter Master Course

Lou Adler’s LinkedIn Recruiter Master Course for Recruiting Passive Candidates

Overview

Advanced Training Using LinkedIn to Find, Recruit, and Hire Passive Candidates

In partnership with LinkedIn, we now offer a series of online and live training workshops for corporate and third-party recruiting organizations that have purchased licenses to LinkedIn’s Hiring Solutions suite of products. The specific focus of these programs is on using LinkedIn’s Recruiter and Professional Services editions for recruiting passive candidates.

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LinkedIn Talent Partner

Lou Adler’s LinkedIn Recruiter Master Course for Recruiting Passive Candidates

Overview

In this two-part course (each class is two hours) you will learn and apply the advanced features of LinkedIn Recruiter and/or LinkedIn Professional Services to find outstanding passive talent for one of your current critical searches. We use a case-study approach for this course with each attendee focusing on a specific assignment. Learning followed immediately by doing is a great way to get immediate value from the course. With 100% attendance and engagement in the course, we expect that each attendee will fill at least one search assignment during the course.

During the course we focus on improving recruiter performance in these six critical areas using LinkedIn as the primary sourcing tool:

  1. Reach: The ability to find and attract more highly-qualified prospects. This is the inherent value proposition of LinkedIn’s premium hiring solutions.
  2. Connectedness: 1st and 2nd degree connections are 5X-10X more valuable than 3rd degree connections. Networking with the right people, getting high-qualified referrals, and learning how to recruit these people is at the core of the Master Course and the foundation of passive candidate recruiting.
  3. Productivity: LinkedIn, in the hands of a Master recruiter, can positively impact key metrics including time-to-fill, and the interview-to-offer ratio.
  4. Yield: From first contact to the final close, and every step in-between, it’s important that candidates don’t voluntarily opt-out for lack of complete information. Maximizing the end-to-end yield shortens the time to fill every assignment, increases recruiter satisfaction, and ultimately improves quality of hire.
  5. Applicant Control: Too many recruiters, including hiring managers, oversell and under-listen, especially when meeting a top-notch passive candidate. Recruiting passive candidates is more about staying the buyer and getting the candidate to sell you. Applicant control has a direct impact on improving yield and the offer close rate, and minimizes the need to offer compensation premiums.
  6. Quality of Hire: The real benefit of this course is finding and hiring more top people. Making 10-20 stronger hires per year can make a profound impact on company performance. This is the promise of the LinkedIn Master Course bundle.

 

This program is approved for HRCI recertification credits.

 

The Laboratory – Lou Adler’s LinkedIn Recruiter Extreme Experience

We also offer our Lou Adler’s LinkedIn Recruiter Master Course onsite for companies with 10 or more recruiters. This can either be a one- or two-day program. The two-day Extreme Experience covers all of the content of the one-day program, but it’s delivered in laboratory fashion, with all of the practical exercises conducted in real time for a real search project.

During the program recruiters work on a specific and important search project using LinkedIn Recruiter (or Professional for third-party recruiters) as their primary sourcing tool. By the end of the program they are ready to contact prospects and begin hands-on sourcing, recruiting, and screening. As part of the program, they will have prepared all of their recruitment messages, identified 20+ great prospects using LinkedIn Recruiter, connected with co-workers who directly know potential candidates, and learned how to control the conversation with prospects from beginning to end. Caution: this is a full immersion passive candidate recruiting program designed to jump-start a company’s passive candidate recruiting efforts.

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Dates & Times

LinkedIn Recruiter Master Course for Recruiting Passive Candidates Online

Agenda: Two two-hour courses (8:00am to 10:00am Pacific)

What You Get

Cost: $495 (Includes 1-year membership with 24/7 access to our eLearning Center, Recruiters’s eHandbook, Recordings, Hiring Tools and more.) Group rates are available.

 

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Agenda

LinkedIn Talent Partner

Course Agenda Overview

Module 1 – Essentials of Passive Candidate Recruiting
  • Step-by-step using LinkedIn Recruiter for passive candidate recruiting
  • Converting Jobs into Careers
  • Building the Prospect Pool Step-by-Step Using the 20/20/60 Sourcing Plan
  • How to develop great emails, customized job postings, and compelling voice mails
Module 2 – Networking and First Contact
  • Advanced Networking – The Art and Science of Getting Pre-qualified Warm Referrals
  • Maintaining Applicant Control – The Essence of Passive Candidate Recruiting
  • Converting cold prospects into hot candidates
  • Overcoming compensation, relocation and typical passive candidate objections

 

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Lab

The Laboratory – Lou Adler’s LinkedIn Recruiter Extreme Experience

We also offer Lou Adler’s LinkedIn Recruiter Master Course onsite for companies with 10 or more recruiters. This can either be a one- or two-day program. The two-day Extreme Experience covers all of the content of the one-day program, but it’s delivered in laboratory fashion, with all of the practical exercises conducted in real time for a real search project.

During the program recruiters work on a specific and important search project using LinkedIn Recruiter (or Professional for third-party recruiters) as their primary sourcing tool. By the end of the program they are ready to contact prospects and begin hands-on sourcing, recruiting, and screening. As part of the program, they will have prepared all of their recruitment messages, identified 20+ great prospects using LinkedIn Recruiter, connected with co-workers who directly know potential candidates, and learned how to control the conversation with prospects from beginning to end. Caution: this is a full immersion passive candidate recruiting program designed to jumpstart a company’s passive candidate recruiting efforts.

Supplemental Course Agenda for the Extreme Onsite Experience

The following topics are covered in addition to the above during the two-day program. Caution: this is a full immersion passive candidate sourcing and recruiting experience.

  • Introduction to Performance-based Hiring and Case-study Project
  • Developing the Performance Profile and Career Opportunity – Determining why a top person would want your job
  • Preparing the Ideal Candidate Profile – You have to know what you’re looking for before you start looking
  • The 30-Minute Search – Navigating LinkedIn Recruiter to find some hot prospects
  • Preparing the messaging and recruitment advertising for your case-study search project
  • Developing the prospect pool using InMails and direct contact
  • PERPing your employee network to quickly identify their best 1st degree connections
  • Advanced Networking – How to get 2-3 great pre-qualified referrals on every call who will call you back
  • Building a personalized action plan to develop the candidate slate for the hiring manager

 

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Membership

Full-year Training Program & Membership

Everyone who attends a live or online Recruiter Boot Camp training program is automatically enrolled in our Performance-based Hiring recruiting community. All members receive one-year, 24/7 access to our enhanced online Recruiter Toolkit, plus personal coaching to become Performance-based Hiring certified. In addition, members can attend any live or online Recruiter Boot Camp workshop throughout their year of membership. We also have special low renewal rates for alumni of Recruiter Boot Camp.

Performance-based Hiring Recruiter Toolkit eLearning Center

This is your training and tools dashboard.

pbh_certified_icon
Become Performance-based Hiring Certified

Becoming Performance-based Hiring certified is the key to becoming a better recruiter.

Hands-on Recruiter Coaching

We have a real coach reviewing your recruiting project work and providing advice and counsel.

Attend All Live Online and Tour Recruiter Boot Camp Training Programs

During your first year of membership, or annual renewal, you’re invited to attend any live online or live tour Recruiter Boot Camp program.

*Please Note: Memberships are non-transferable.

Learn more

 

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Instructors

“Lou is a dynamic presenter and full of knowledge and enthusiasm. It’s only the first session and I have already learned new tools, techniques and approaches to improve upon what I am already doing as an experienced and successful Senior Recruiter. I am excited about the next three weeks and am glad to be participating.”
-M.M, PacifiCare

Instructors

Lou Adler
lou_adler_instructor
Lou Adler is the CEO and founder of The Adler Group – a training and search firm helping companies implement Performance-based Hiring℠. Adler is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons, 3rdEdition, 2007). His most recent book has just been published, The Essential Guide for Hiring & Getting Hired (Workbench, 2013). He is also the author of the award-winning Nightingale-Conant audio program, Talent Rules! Using Performance-based Hiring to Hire Top Talent (2007).  Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, HRPA, SMA, ERE, LinkedIn, and HR.com.

Bryan Johanson
Bryan Johanson

Bryan Johanson is the COO of the Adler Group, a consulting and training company specializing in hiring process reengineering. He has been consulting and training for the last 8 years with companies as diverse as Mellon Bank, Royal Canadian Bank, Kinecta Federal Credit Union, Arby’s Restaurants, Panda Restaurant Group, REI, and the YMCA of the USA. His previous career includes over 15 years experience in management, the majority of which has been in high technology sales and marketing. His leadership experience in start-up companies and Fortune 500 companies has provided him with a unique perspective on the issues of hiring top talent.

Prior to The Adler Group, Mr. Johanson has held positions including Executive Vice President of POWER Hiring, Vice President of Sales and Marketing for Enfish Technology, Director of Channel Programs and Services for Novell Inc., and Director of Channel Programs and Strategies for WordPerfect Corporation.

Bryan is the father of eight children and lives and works in Parker, CO.

Kathy Barton
Kathy Barton

Kathy is a senior vice president with the Adler Group, focusing on business development and marketing. She is a proven executive with a reputation for developing strategies and tactics to drive revenue and support corporate goals. Kathy has worked with fast-growing technology companies, Fortune 500 companies, and start-ups, with expertise in IPO preparation and mergers and acquisitions. In addition to Hiring Manager training, Kathy provides consulting on Employer Brand Development, Career Site Assessment, and using Social Media tools in Recruiting.

Prior to joining the Adler Group, Kathy was the senior vice president of marketing and product management for Peopleclick, a leading total workforce acquisition solution provider, where she led the strategic direction of Peopleclick’s product line and the company’s branding and positioning. Previous to Peopleclick, Kathy held VP level roles with companies such as Sodalia North America, (a division of Telecom Italia), FutureNext, and GE Information Services. As VP of Marketing at The Hunter Group, an HR solutions consulting firm, she developed marketing programs that helped fuel a growth in revenue to $135 million from $19 million. Kathy started her career as a trainer for a division of British Telecom.

Kathy has served on the National Advisory Board of the Human Capital Institute and is a member of SHRM and IHRIM. She received a Bachelor of Arts degree in History and International Relations from the College of William and Mary.

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