LinkedIn Workshop

LinkedIn Mastery Training

Neil Lebovits, CPA,CPC,CTS/TheDynamicSale.Com, LLC
TM

Session
How To Search and Source Like A Master
Session 1 Follow Up and Q&A .
Why Recruiters must be different than other users.
Examine the various approaches to sourcing.
Mastering and really understanding Keywords and key tips to always use the right ones for laser targeted sourcing.
Advanced Search in detail.
Learn how to follow the behavior of your network to source like you have never before.
Reference Search- How and why you need to use this tool
How to use InMail to source.
Tricks to let the system to the heavy lifting.
How to source by using the competition
Source using the backdoor of recruiting & References for assured callback.
See how critical is to source by “Employer”!
Using your team to maximize your reach.
Understand LinkedIn’s Search Engine VS Google’s.
Learning and using LinkedIn’s Search engine for hidden secrets and Search commands YOU NEVER KNEW, right inside of LinkedIn
Why to start with LinkedIn first and THEN use Google.
How to use Google search to uncover millions of hidden gems inside of LinkedIn.
Boolean Search Mini Mastery.
Simple Boolean commands to master.
MUST USE in-depth advanced Boolean Commands that will enable you to laser target like a master!
How to source with Pictures & Images only.
Other key Sourcing tips and secrets.
Q&A
By The Numbers-Is The Pacific
Overfished?
●  60% of Non Farm Payroll is ON LINKEDIN
Sourcing Mastery
●  Recruiters are a different breed.
●  We need LinkedIn to both sell to
clients AND recruit to
candidates. Thus, need dual+
strategy
●  You need to be a great sourcer
and “Recruiter” Period!
●  Networking is the means to the
end, not the end
●  A big network is useless if not
used right
●  Cast a wide net!.. You can
always throw back
●  Filter Filter Filter
●  Connections ARE KEY and
should not be limited!!!
Sourcing Key Word Mastery
●  Get the best keywords for each
job!!! If you don’t know, ask the
client. Ask coworkers. See what
words they use on their profiles.
Coworkers and hiring manager will
give you different words
●  Get two words in job title
“Recruiting Manager” needs both
“Recruiting” and “Manager”
dissected.
●  Your Searches are ONLY as good as
the words you use to search!
 LinkedIn Skills For Key Words
●  Look at the 50 skills near
bottom of the profile!!
●  Do search for skill set/
position we are looking
(anywhere in world is
fine). Don’t define
location
●  Pull up results. Anyone on
page 1 who is close match
then go to skills. See what
else is good to search
for!!!
Wikipedia for Key Words
●  Search your key word in Wikipedia to see how people
describe a skill or term.. Search “wiki [XYZ]”
●  Use the whole article and the “See Also” Section
●  Use for technical jargon
●  Skill type required
●  Acronyms
●  Lists of companies (law firm list, etc)
●  Lists of cities/towns
●  Lists of universities
●  Greater urban areas
●  Professional qualifications
●  TRY search “wiki list of pharmaceutical companies”
Word Clouds
●  TagCrowd.com
●  Copy and paste a resume or job description or profile and see the
most common words bolded!!
●  For Resume Word Clouds:
●  In LinkedIn recruiter, do a search and select all 25 profiles
from first page
●  OR SAVE MANY MORE THAT ARE BEST FIT TO
“CLIPBOARD” IN RTS instead!
●  Click on Print Button and Save as PDF
●  Open PDF and Paste into Tag crowd
●  Exclude words like “present” or “experience”
●  For “Keyword” Skills & Expertise Word Clouds-Manually Copy 10
profiles or more and paste!
 How to also get more key words
●  Conjugate all verbs
●  Manager=manager,
managed, managing,
manage, manages
●  Synonyms: Head, Leader,
AVP, Director
●  Related terms that only
manager will have (strategic,
board, shareholders)
●  Search jobs online and see
who posted it and what
their activity is. What
keywords do THEY use?
●  Spelling mistakes (manger,
manages, mgr)
●  See how many misspelled
“Engneer” or “manger”
Universal Search Approach
●  Open notepad or text Edit (Mac)
●  Down page is AND and to right of page
is OR
●  Building components of Search
●  (what are you looking for 3-5 key
skills)
●  or location/Criteria
●  Write out each requirement line by line
●  Research synonyms (LinkedIn skills and
Wikipedia)
●  Filter out false positive (“NOT” “-”)
●  Write “Design manager” as Design and
manager on separate lines
●  Go to right and think of synonyms for
the “OR”
Voltron Search Engine For Recruiter
Pro
LinkedIn’s Search Engine
LinkedIn limits your
number of results
plus also limits to 3rd
level connections or
better only! Use
Google also!
 First Results Don’t Equal BEST
Relevance in sort order does not mean best!! A complete 3rd level can show up ahead of a
better fit 2nd level profile with less completeness. So use faceted narrowing

●  NO WAY TO CHANGE SEARCH RESULTS

●  Default order is:
●  connection strength (1st/ 2nd group, 3rd, other)
●  Then profile factor strength
●  50 connections minimum, 3 jobs listed, photo, profile summary-
completeness)
●  So, some 2nd can show up ahead of 1st degree
●  So use these steps
●  Filter away not suitable NOT (recruiters and false positives, too Jr/Sr)
●  Target best criteria (i.e. location or employer or education or perhaps default
connection strength for best networking calls
●  Use faceted search filters (left hand column) See next slide
Play With All fields
●  For example, title, once entered, will show “current or past”
●  Try with and without quotations: “accounts receivables” then try accounts receivables with no quotes
●  Location. No longer have to use zip code . Type in New York
●  USE BOTH “advanced Key word Search” fields and SAME included fields
●  For Location, Job Title, & Company name
●  You get 5 locations by default, but recruiter gets 10. HOWEVER, you can add locations or
companies
●  Companies- Type and then drop down comes down
●  Schools- Regional schools can work. Pace, etc. (does client have many schools in common)
●  Notice difference between Both searches”
●  If you type in manually, it means employer name contains those characters
●  If you use current company main field with autofill selections of company names, it means they
work for official company, so they have to have had attached themselves to company. “Current
Company” will also show subsidiaries, etc
●  Play with a search and then see left filters with 10 showing (5 on my account). Manually ADD to
this!
●  Date fields and languages and gray words are NOT SEARCHED (i.e. “Greater New York Area” or
“Staffing and Recruiting industry” must be selected from specific advanced search fields)
Search Same Title Many Ways
●  From Job title “advanced Keyword Field”
●  Accounts receivables
●  “accounts receivables”
●  Accounts receivable
(SEE SAVED SEARCH EXAMPLE)

●  From Keywords field

●  Add Types of words that describe position
●  Lockbox, Cash applications
IF YOU HAVE A PROBLEM……
“Sorry, no results containing
all your search terms were found”

●  Still happens a lot!!! Mess with search a lot

●  Longer Boolean strings have issues
●  If you change your criteria, you get this a lot. Start a new
advanced search from scratch if you have issues
●  GO TO “RPS” button FIRST and then click on the blue search
button!
 Remember, Start with LinkedIn first
●  Start right with Extended Search “Blue button”
●  One of the biggest advantages of the LinkedIn vs. Google is
that the data about people is in a structured field formats
●  Thus, you don’t have to combine everything into a
generic keyword string
●  you can actually specify query terms for specific
fields. 
●  For example, if I’m looking for people who
currently work at Oracle, I could just search for
the keyword. Unfortunately, that will match
everyone who has “Oracle” on their resume, either
from a former job, or just to say that they know
how to work with Oracle databases.
●  Instead, using advanced search, you can specify
“Oracle” in the field directly for positions, even
specifying the “current position only” check box. 
That will give you a tight search that only returns
people who currently have Oracle in their current
role. You can access advanced search by clicking
the link next to the search bar on the header of the
LinkedIn website
Other LinkedIn Search FYIs
●  Wildcard no longer
supported
●  You must group Multiple
OR terms with ( )
●  Must use both open and
closed parenthesis
●  No curly quotes work!! For
ex, word etc (i.e. use Text
Edit for Mac or Notepad
●  Always Capitalize the
Operators!
 Let Your Premium Account Do Some
Heavy Lifting
●  Use Saved Searches and Update Me
●  Get the Free LinkedIn Recruiter Application
●  Recruiter has some incredible features that help automate
tasks within your workflow, which for a busy recruiter can be
a blessing.
●  Saved Search-You retain the hard work that has gone into the
Boolean strings and filter selections used to find the set of
candidates.
●  The best part however, is that by saving a search it will
continue to run in the background, providing you with a
notification of any new candidates each day. It’s like
sourcing in your sleep as pipeline is created every day
without any effort.
●  When you save a search you then have the option to set up
Search Alerts.
●  You instantly when someone new is on your radar.
●  You are the first to be notified if someone new joins the
network or someone updates their profile and they are
now within the search criteria you entered.

●  The second is Update Me, which is a simple button that tells

Recruiter to keep track of a members profile. If any changes
are made to the members profile such as a new position, or
updated job title then you will receive an alert. This is great
for those times when a candidate may not fit your criteria but
are of such potential that you want to keep an eye on their
development
Update Me
Update Me
●  Update Me, the simple button that tells Recruiter to keep track
of a members profile. If any changes are made to the members
profile such as a new position, or updated job title then you will
receive an alert.
●  This is great for those times when a candidate may not fit your
criteria but are of such potential that you want to keep an eye on
their development.
●  Update Me for up to 150 candidates
●  It tracks:
●  Industry, headline, experience, education, summary, skill,
phone, honors, website, groups & Associations
Update Me
Other Sourcing Ideas
●  Search by top 10 competitors and basic title key words
●  Search connections of a contact
●  Research top 10 companies that use that skill/software, etc
 People You May Want To Hire
-

Per LinkedIn:
●  It suggests relevant candidates based on your prior activity in Recruiter – including past searches,
InMails and posted jobs – as well as recent hires, your company description, and even the
likelihood of a candidate being interested in your job openings. And the more you use Recruiter,
the smarter the algorithm gets about identifying the right leads for you. This new feature helps
recruiters focus their time and energy on engaging candidates in more meaningful ways,
increasing the likelihood of great hires.
Job Postings Auto “Profile Match”
Similar Profiles From Search
“People Also Viewed”
 Source Candidates By Employer &
Rivals
●  Use your Cleints’ competition as a
source for future candidates. If there
are companies that have people with
the kinds of skills and experience you
need, then use the company name (i.e.
existing Client’s competitors name as
a keyword.
●  Both past and current employees will
come up in your search (assuming they
have the company listed in the work
experience section of their profile).
●  Use Existing Client names to see profiles of the
people they hire to make sourcing or finding
names of companies where people they hired
USED TO WORK
●  Find the TYPES of people they hire
●  Search by top 10 competitors and
basic title key words
●  Search connections of the contacts
●  Also research the top 10 companies
that use that skill/software, etc, even
if not rivals!
Put Your Team To Work
●  Ask your team to reach out to
their LinkedIn network of
professional contacts and
advertise the job opening you
have.
●  Try that now! Everyone share a job you are
working on and post it to groups and status
update
●  Quick method to share anything is to
add a status update with a URL and
then post it and then update it and
click groups. Anything someone else
posts can equally be shared
●  For example, you can each now post a status
update about a job! Then, your peer can find
your status update and then share that to
their own updates and to their groups
●  JOIN all 50 groups!
Searching Outside Of LinkedIn
 Searching Tips
●  Linked in searches are limited to 3rd level and
better..
●  If you use Google, any public profile is searchable! ●  You must search out people to find passive
●  LinkedIn Extended Network candidates on LinkedIn
●  If you conduct an advanced search on LinkedIn and ●  Passive candidates are key for your value!
discover a candidate ●  These folk aren’t on the job boards
●  with a private profile, sometimes you can locate the ●  Use Job boards in conjunction with LinkedIn,
person by conducting a LinkedIn site search on though, to NETWORK and find that person
Google. right above, below or next to them!
●  Generally, a private profile will reveal the company
the individual works for and their title. You can use ●  Google can find these people, regardless of
this information to locate the person relationship!
●  Example: Let's say you come across a profile that ●  You can then use an intro or InMail or find
shows the individual worked at “Company ABC” their company contact info
and they are a “Business Analyst”. Go to Google and ●  You can use Boolean logic to search outside of
type in the syntax... LinkedIn also
●  The search results will reveal people with public ●  Examples:
profiles on LinkedIn who have worked at “company ●  company site
ABC” and were a “business analyst.” With a little ●  Alumni Group
luck, you just might discover the name of the ●  Community
individual you are hoping to contact. ●  ISP
●  Association site
●  ETC
 Start Simple
●  Start reading BooleanBlackBelt.com
●  Boolean searches can really bloat your
results unless you use the AND with the
NOT
●  “Quote and bracket” your way to oodles of
talent that will become addictive
●  Each search can become even more
complicated and you can spend days at
seminars and days online but will then
realize that you can keep it simple by not
just focusing on the AND or the OR, but
also the NOT.
●  Note that Boolean search results are
irrespective of date so if you are searching
for a SAP analyst for example, your search
could return candidates who were once a
SAP analyst, but have since progressed to
director of SAP analysts. Including a simple
NOT “director” is all it takes.
 Advanced Boolean Terms To Know
(See examples in next slides)
●  site:
●  will search a specific website like LinkedIn. A specific one domain
●  XRAY search
●  intitle:
●  Will search anywhere this is contained in the title of the page/site
●  inurl:
●  Will search URL that has keywords. I.e. keywords in the www address
●  If you type inurl:resume into Google, you will get web addresses with the word “resume” in them
●  Eliminating Directories
●  When searching LinkedIn, you'll want to eliminate directory pages from your search (these are
●  essentially lists of links). If you add the syntax -inurl:dir and -inurl:directory to your
search it will eliminate directory pages from the search results.
●  You might also want to try replacing inurl:resume with one of the following examples that are very
helpful for finding resumes:
●  inurl:blog
●  inurl:profile
●  inurl:summary
site search/Google Xray Search
●  site:www.LinkedIn.com (cpa or C.P.A. or “certified public
accountant) “greater new york city area” (see next page for
result)
●  Try this on all other social networking sites:
●  Facebook, Twitter, craigslist.. Etc
●  Try on: company sites, alumni sites, association sites
●   Use LinkedIn advanced search to find newly created people
so you can an always jump on new people entering the search
market
intitle search
●  (intitle:resume or inurl:resume) "cost accountant" (New Jersey or
NJ or N.J.) (201 or 973) – jobs
●  Parenthesis are key. Use them!
●  To make string more complex, put some resume words in and not
just “resume” (i.e. CV, resume, homepage, bio, Curriculum
Vitae, Portfolio, “about me” etc)
●  Always pay attention to the vernacular you see online
●  Don’t do state without phone as you’ll get graduates of the school
but don’t live there. Need to know that st louis can be typed a lot
of ways
●  Start with one or two and add more if you need to narrow down.
 filetype Syntax
●  filetype:
●  allows you to identify the type of file you
are looking for.
●  This type of search can target resumes
which are typically uploaded online in
Word orText document formats. PDF is
also one to try.
●  Combine this syntax with your inurl:
syntax for an even more specific search.
●  To find web pages with resume in the
URL which also have a Word document
uploaded try inurl:resume AND
filetype:docx
●  filetype:pdf
●  filetype:docx
●  filetype:txt
Only Have A Picture?

Right Click/
Save Image As
Use Reverse Google Image Search
http://images.Google.com

Upload the image that you just saved

Quick Email Crafting Tips
 Use InMail Wisely
●  InMail can make or break your opportunity – use them wisely
●  You will master Boolean search and will understand the
Hiring Manager well, so don’t use up your InMails through
your ideal list of candidates by treating InMail like a basic
email.
●  An InMail should be your first touch
●  This is your one and only chance to hook the candidate
(or client) and as a result, invest the effort needed into
constructing a great message. You have read the prospects
profile in detail and this knowledge can be utilized when
you create a tailored individual InMail or even templates
for certain groups of candidates that you can copy and
paste
●  Remember Don’t just send a job description
●  Step away from the Send button.
●  The first contact is all about getting their attention or
CONNECTION with the aim of securing an interview,
●  Again ANY mail is NOT ABOUT CLOSING A DEAL and
trying to get too much in front of the candidate too soon-
This will seriously reduce your response rate!
What Are Your InMail Stats
-Let’s Look
 What Do You Say?

●  Copy and paste/Email/Phone/In-mail???

●  You are “PITCHING”
●  Yesware Dec 2013 study showed work emails and found the best day to
Email:
●  Sunday!!!!! (sat is good also, but Saturday is more social.
●  Friday is worst day to send!!!!
●  Work mode and LESS EMAIL COMPETITION!
●  65% of emails worldwide are read from phone!!!
●  6am is BEST time to reach out!
●  You always check your emails when you wake up, don’t You?. Afternoon is
bad as people are running out of time and thinking of rest of day plans and
only the most important get done!
PITCH/Contact!
●  You need to SELL for passive candidates
●  MOST people will NOT reply to you!
●  Even if they do, you must ENGAGE them!
●  12% of people will consider a new job!*LinkedIn
Talent Trends 2014
●  85% of Population is target for Search Side
●  12% actively looking
●  13% casually looking
●  75% Passive
●  15% reach out to network
●  45% open to talking to recruiter
●  15% who said full happy where they are..
Your Subject Line Matters
●  “Less than or Equal to 3 words!
Short is better!!!
●  Utility or curiosity- be specific
(i.e. is it obvious or intrinsic or
wonder what this is??
●  Curiosity works when
people aren’t that busy.. So,
utility during office hours is
key!!
●  Curiosity works when they
know you or when not
under time pressure
●  Subject line can be their
company name. I.e. SONY
 OVER Personalize The Opening
●  Mention ANYTHING personal in
mail from profile!!!. Not “Hi. This is
Neil from TDs. Mention 2 or more
unique details about person
●  Mention exact job title, number of
years, school, town, current
company, past company. USE
THAT DATA!!!!!
●  No obligation for a reply if they
think it was not personalized!!. “I
see your working at Sony as java.
Know you have been there only 3
years, but thought we ought to
chat….”
WIIFM ●  Why should they connect with you
or leave .
●  If pitching a job, tell them why
someone from Sony would leave. If
you don’t know, ask the client to
help with the pitch information.
●  Mastery, autonomy, purpose
(Drive. Dan fink) “Drive- the
incredible truth about what
motivates us”
●  Use language “you your yours”.
Don’t say “I have a job”, etc
●  I see YOU worked on us and
YOUR skills at XYZ can help
YOU
Presumptive Close
●  Time specific call to action
●  (don’t ask if they are interested)..
●  Don’t even ask “Neil, when are you free to talk?”..
Instead:
●  “Are you free tomorrow at 2pm or Thursday Afternoon?
●  One or the other is easier than a vast open time.
●  Ask any easy to answer question
●  Reach them many different ways:
Voicemail, text, Facebook, InMail etc.
Create Your Template
●  What % of emails are read after first 24 hours?
●  ONLY 1 %. So, if you don’t hear in first day, task them next day!! Reach out and
follow up!!!!!!
●  ONE DAY MAX RULE!
●  Purpose is not to get resume or apply.
●  It’s not to move people to adopt your idea, but is to offer something so compelling
that it STARTS a conversation and brings them in as a PARTICIPANT and then
eventually arrive an at outcome that appeals to both of you.
●  ….AND IT MAY take 5 or 6 connections (calls, emails, InMails, etc)
 Homework
●  Work on your top 10 searches and create your NON
Word “Universal Sourcing Approach” Boolean string
●  Create, Google Test, Remove false positives and
save document
●  Use your 50 saved searches!
●  Use the above and then filter your search results in
LinkedIn and save the search result and create search
alerts
●  Pick the 150 people you will use “Update Me” with
●  Craft and save your Email message and subject line
that you will over personalize. Save Your Templates!
●  Commit to playing with EVERY search operator
taught
●  See how many connections you can grow starting
today!
 Questions?

Carpe Diem
&
Sell Like The Wind!!

www.TheDynamicSale.Com Neil Lebovits, CPA, CPC,

CTS