Know your ‘social selling’ score and build upon it!
As an early advocate of the platform, Fertility Talent Managing Director Joanna Stroud has used LinkedIn to source and place talented healthcare professionals in their dream roles across a variety of independent healthcare providers. Here she shares top tips for internal recruiters and hiring managers to make the most of this professional social network.
Who, What, When, Where
Your LinkedIn profile is potentially the first pit stop that a candidate will choose when assessing a career move. Failing to have a credible profile is a massive faux pas and reflects poorly on you personally and your employer. LinkedIn helps you assess your online credibility with an easy measuring tool referred to as your ‘Social Selling Index’ score (SSI).
The concept of social selling is connecting with your audience on a deeper level. LinkedIn provides an opportunity for you to connect directly to healthcare professionals and listen to their conversations. You can see who they connect with, what they engage in, and when they engage. You need to be where they are and be active.
LinkedIn measures your Social Selling Index score (SSI) across four components:
Professional brand (completion of your profile)
Finding people (finding candidates in less time using efficient search and research tools)
Engage with insights (discover and share conversation-worthy updates)
Build relationships (connecting and establishing trust with decision-makers)
On LinkedIn sales professionals (AKA external and internal recruiters) in the Staffing and Recruiting Industry have an average SSI of 36 out of 100. Joanna‘s SSI score is a whopping 64, she ranks in the industry’s top 3%. We attribute this to our commitment to raising the personal brand of our recruiters with great profiles. This high-quality network is constantly being built, adding consistent value through sharing relevant content, and adopting a relationship mindset.
You can access your own SSI score on Social Selling Index | Sales Navigator (linkedin.com). We recommend that you track this month to month, if you cannot see a consistent increase in your score, you are simply not doing enough and need to do more.
Top tip!
If you are a Resourcing Manager overseeing a talent team, build the SSI score into your review process and create some competition amongst your recruitment team. It’s to your benefit that your team score highly!
If you are a Clinic Director, get your senior management team on board with a good SSI score, your SMT should be networking on LinkedIn to find prospective applicants – they need professional profiles that advocate your hospital brand.
Further Hiring Manager and Recruiter advice can be found through accessing Fertility Talent services.