GitLab UX Team, 14 May 2020

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From YouTube: Recruiting UX Research Participants with LinkedIn Recruiter

Description

A walkthrough on how to source participants for UX Research studies using LinkedIn Recruiter

Slides:

https://docs.google.com/presentation/d/1LI9qXLRQSnikPiHztDQBapGrDn5Nimsf-K8g1r3j9Do/edit?usp=sharing

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If I'm very bit here use someone the recruiting team but at the moment, took an intern to learn and help young for some UX research coordination and today I'm with what you through how to source UX research participants using LinkedIn recruiter. So before you get started, what you need to do is make sure you've got a LinkedIn recruiter, license and instructions on how to do this, so here in the handbook, so once you're in LinkedIn recruiter.

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What you need to do is navigate to the project tab and create a project and name it based in the research study that you look at the source participants for once you're in the project then need to navigate to the talent pool. This is where you'll see all the different search filters that you're able to use once I tend to use mostly are things like job titles keywords and maybe even years of experience, so in job titles you'll see the example here. Searching for tests is or s deaths. Mr.

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Vickers was searching for Sonya for the fuzzing research study, except some job titles are in inverted commas. This means they'll a nice a flat full term. It's top software engineers being pulled through in this example.

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I've also made this search even more specific by toggling for current job titles, but you can search for current or past job titles as well.

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When it comes to keywords, LinkedIn supports boolean search and there's a few examples of how to use that and how to utilize billion in your searches in the blog post is linked here, and this example uses an or operator handle not and a few others also examples of brilliant operators, abuse, fuzzing or buzzer, and it's worth bearing in mind I, guess the different nomenclature that could be used by other organizations when you're searching within LinkedIn recruiter to make sure that you're bringing the widest ball of participants possible, then mantra initial search results to being outputted.

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You be able to review them the way that I find to be most efficient for doing. This is opening up the first for you in the new tab, just to make sure that just they're, accurate and rather than LinkedIn, will sort by relevance, I, guess, post the most relevant profiles or what it perceives to be the most relevant profiles in this first, twenty five results and then once you've, I guess reviewed those initial profiles.

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You can bulk message those profiles and using LinkedIn to bulk message feature so to do that and you can check the check box. That's highlighted here uncheck, any profiles that you would like to avoid messaging by unchecking the profile next to their name and then click on the message icon.

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So I'll take you to this page and then here you can see there. It's a different template that I've been using when it comes to reaching out to potential participants to find this template. You click on the template icon, so it's template UX nil and bring up this template.

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What I find to work because most effectively is ensuring that the subject has got the type of domain that we're looking to do research study into listed within the subject and then, as you see in the bottom, what I have done is I've left a kind of open whether you send out a research study in this initial outreach or not I, think it comes across there's a little bit more personalized and loppers offers that potential participant opportune to self-select out.

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If you don't include the study to start with and instead engage of them before sending them the research study. But it's open to U of C a little bit more time consuming consuming this way, is you have to respond with the court reads: link or you can link, depending on the type of study that you're doing, and then you can save the template that you've customized using the save as template. That's highlighted here then from there.

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If you're interested in how the I guess outreach is performing or you can navigate just the port's tab, email analytics- and this will give you an overview around how we give the different templates you're using this performing when it comes to reaching these potential participants, it's worth, bearing in mind that you probably see somewhere between 20 and 50 percent response rates.

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Overall that'll depend on things like the skill set and type of experience that you like to recruit participant and then most of your responses will come within the first 24 to 48 hours, see if your responses still lower at that point, either we're sending up some board tweaking your messaging or tweaking your search yeah. That's it then so I hope this is useful. I hope it's giving you some good insight to be using LinkedIn recruiter I'm here alongside the wider, recruiting team, is why I feel if you do have any questions at all.

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Most of us living is pretty much everyday and yeah happy. So awesome.