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Indonesiabreakfastroadshow 130918

Indonesiabreakfastroadshow 130918






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  • This mission statement manifests in our member value proposition and is the core focus for LinkedIn And the value we deliver to our members is 3 fold Identity: Maintaining their professional profile of record and networking with other professionalsInsights: finding insights to be better at what you doEverywhere: Working where ever you workAnd this is what keeps our members coming back every day.
  • So with all these individuals updating their information and connecting and collaborating on these social platforms what does this mean for businesses?This activity on LinkedIn not only helps make professionals more productive and successful; it also creates the building blocks of a massive data set, data that can be used by companies to revolutionize the way they work. Specifically the way they Hire, Market and Sell.
  • These three functions are absolutely central to the success of any enterprise, large or small. Traditionally, they’ve been viewed as separate functions with unique requirements. But fundamentally, these functions have more similarities than differences.  Whether it’s finding the right talent; engaging the right professional with the right brand message; or making the sale, the needs are the same. You have to be able to 1) identify the right person b) engage them with content that is compelling; and 3) spur them to an action. This is what LinkedIn enables, better than anyone else.  LinkedIn has already fundamentally revolutionized how companies find talent. As the three core business functions of Hire, Market, and Sell converge, LinkedIn’s core data assets of millions of professional profiles and the graph of how they are connected to each other will be a critical tool to help companies succeed at all of them.
  • . More than one-third switch jobs two or more times in that periodsevere shortages of skilled labourIndonesia does not so much suffer from a lack ofgraduates but rather, it suffers from a lack of appropriately skilled workers regardless ofeducational attainment. That being said, while employers have most trouble recruiting at thesenior levels, the times taken to fill vacancies still compare quite favourably with other Asiancountries. While it takes just over 3 weeks to fill a professional vacancy in Indonesia (aboutthe same time as in South Korea), it takes over 5 weeks in China and the Philippines, andover 6 weeks in Malaysia and Vietnam
  • Talent is the most critical asset in an organization and LinkedIn is changing the game.Talent is the DNA of an organization.Professional networks and these digital professional profiles hold the key to helping organizations find and engage the world’s best passive talent. Or the golden needle in the haystack.Many organizations and talent professionals believe that the best quality candidates for their jobs are already working and are not proactively looking for their next opportunity. We call these people passive talent. LinkedIn helps organizations find and engage the best talent by matching the right talent with the right opportunity.
  • Top quality talent and happy candidates are productive employees.Primary messageLinkedIn helps organizations find and retain the best talent by matching the right talent with the right opportunity. LinkedIn empowers organizations to do more with less by unlocking the world’s largest professional network and developing a trusted employment brand, ultimately delivering better quality candidates quickly and more cost effectively. LinkedIn's flagship Recruiter product enables companies to do passive recruiting at scale, and thus focus recruiters’ valuable time on finding the ideal candidate from among LinkedIn's 200 million members, regardless of whether or not they are actively looking for a new role.  The better the company’s talent, the more effective the organization will be in building, marketing, and selling its products and services. Secondary messageLinkedIn can also help companies develop their talent brand, i.e. establishing why their company is the best place to work, a key advantage given the intensifying competition for the best and brightest on a global basis.  Interestingly, in this era of increasing transparency, the talent brand is no longer just about recruiting.  Consumers are increasingly making purchasing decisions based on more than the quality of a company's products and services, and are now also interested in the company behind the product, e.g. the mission and vision, culture and values, the way the company sources product, how it gives back to the community, etc.  These qualities, while historically falling under the purview of the recruiter to communicate to potential prospects, is now a key part of the company's overall brand equity, bringing the CMO into the talent branding fold, while also putting the recruiter at the center of building a company’s brand. 
  • Not everyone is lookingEveryone is a potential candidate or brand ambassador, even your consumersemployment brand is pivotal to your success in talent acquisitionBuilding relationships and communities is keyThe key is compelling, rich content, creating a destination that people want to go to on a frequent basis. That is not a list of jobs.In a recent study, Dr. John Sullivan & Associates, found that only 8% of Fortune 100 company careers sites are mobile enabled17.84% of all web traffic in Asia is mobileCandidate care and building relationships has not been a priority for recruiters. This can be linked to the reliance on technology. Recruiters are not picking up the phone and speaking to candidates but instead relying on emails and InMails, posting jobs to job boards, and then waiting for the electronic responseThe “Global War for the Best Talent” heats up. The experienced talent pool shrinks. As companies continue to expand, especially in the emerging markets, will companies feel the need to “create” their own talent?
  • Quote The source – As part of LinkedIn’s 3rd annual global recruiting trends survey, we asked over 3,000 talent acquisition leaders in 15 countries about a wide range of hot topics include passive candidate recruiting and pipeliningAs you can see, the majority are now making passive talent a focus in their recruiting organizationand an even bigger number – 4 out of every 5, are doing some form of pipelining, for instance keeping a running list of people who look interesting, actively reaching out to people to put them in their pipeline, keeping tabs on former candidates who are silver medalists and moreLeast sophisticated in pipelining = Nordic countries (Sweden, Denmark, Norway, Finland) where 68% are pipelining, 32% not. In France, Italy and India, only 12-14% don’t pipeline, meaning over 85% do.
  • Implementing this core strategy will help you solve the challenges we discussed earlier.There are three key things companies do to dramatically increase their hiring effectiveness on LinkedIn.The first is proactive sourcing—using LinkedIn to find and engage the very best passive talent. Recruiter is the best sourcing tool out there, and recruiting teams are using Talent Pipeline features to become more proactive in managing pipelines of talent. Since organizations typically don’t have the bandwidth to source every hire proactively, it’s critical to be able to engage talent automatically to scale your recruiting efforts. The second element of the solution is personalized job targeting. Since we know that your target talent is on LinkedIn, we first need to ensure that all your professional roles are on the LinkedIn network. LinkedIn’s matching algorithm will serve up the right job to the right candidate, to ensure that only qualified candidates will be exposed to your open opportunities.The third element is developing a talent brand on LinkedIn. Companies are tapping into their employees’ networks and leveraging company pages to promote their brand and attract talent.These aren’t three independent pillars, but rather three elements of a single solution that reinforce one another.When companies post all professional jobs on LinkedIn, these jobs make their employer branding content more relevant for each candidate. Likewise, communicating a rich talent brand and leveraging employee profiles to connect with candidates creates a more compelling reason for candidates to apply to your job postings. Finally, when candidates understand what opportunities are available and have encountered your employer brand, they’re much more likely to respond to outreach from your recruiters, which makes your team’s proactive sourcing efforts more effective.By adopting this holistic strategy, organizations hire more of the right candidates for their roles.
  • Each time Erica logs into LinkedIn, the first thing she sees is relevant jobs in the Jobs You May Be Interested In module right on the home page, and in her Network Update StreamBy putting all or most of your professional jobs on LinkedIn, you can ensure that all types of professionals you’re trying to hire see opportunities relevant to them.
  • Engaging candidates on LinkedIn begins with posting all of your professional jobs. This way, your outreach is relevant to the candidates you want to engage across the site. LinkedIn understands the professional background of every one of our members. Using our job matching algorithms, we can target each member with the most relevant jobs automaticallyWhen you post all of your jobs on LinkedIn, you’re able to show highly relevant jobs to all of your target candidatesSteve will see marketing roles, Erica will see sales roles and Bryan will see finance roles (If you only post sales roles, for example, you miss an opportunity to engage people like Bryan and Steve)Sharing your relevant career opportunities is the #1 way to engage passive talent on the siteTransition: I’ll show you exactly how candidates experience targeted jobs on LinkedIn.
  • As talent networks with your employees, help them learn about your company and the career opportunities you have for them. Engage them as they gain exposure to you as an employer.
  • You can also engage talent when they research your company on LinkedIn. Over #### professionals are already visiting your company page every month. A career page on LinkedIn is your chance to impart a clear branding message about what your company is like and what sets you apart as an employer. Erica also sees jobs that are relevant for her background. Those career opportunities coupled with a strong employer branding message on your career page can leave a powerful impression on the potential candidates for your roles.
  • How can you boost your employer brand on LinkedIn?Meet Erica. She’s a passive candidate who is perfect for a role you are looking to hire. Engage her across LinkedIn with your employer brand. When you engage her, you are warming her up to the career opportunities you have at your company. You can engage her as she views the relevant jobs at your company, as she networks with your employees, when she is researching your company, and ultimately when she follows your company.

Indonesiabreakfastroadshow 130918 Indonesiabreakfastroadshow 130918 Presentation Transcript

  • “Bagaimana Rekrutmen Media Social Dapat Membantu Anda Memenangkan War on Talent” Ferdy Nandes September 2013
  • Agenda  Overview of LinkedIn  Key Talent issues in Indonesia  How we help our clients- LinkedIn Talent Solutions  Testimony from clients  Q&A  Next steps ©2012 LinkedIn Corporation. All Rights Reserved. 2
  • 3
  • Our Mission. Connect the world‟s professionals to make them more productive and successful
  • 238,000,000+ registered members The globally connected professional network 5M+ Canada 61M+ USA 7M+ Brazil 35M+ Europe8M+ UK 17M+ India Asia Pacific 40M+ Indonesia 2.5M+ Singapore 970K+ Malaysia 1m+ Thailand 500K+ Vietnam 400K+ Philippines 1.3M+ New Zealand 670K+ Hong Kong 543K+ Japan 684K+ Korea 420K+ Taiwan 350K+ 2.5M+ China 3.5M+ Australia 4.5M+ SEA 200+ Countries and territories 62% Of LinkedIn members are outside of the US
  • LinkedIn Indonesia Insights ©2013 LinkedIn Corporation. All Rights Reserved. 6 Source: LinkedIn Member data as at 31 January 2013
  • Everywhere Work wherever our members work Insights Be great at what you do Identity Connect, find, and be found Why LinkedIn- Value to our members
  • How Members in SEA use LinkedIn 8 Connect & Communicate Research People & Companies 72%Network with other professionals 73%Learn about what other colleagues are doing Professional Insights 66%Stay up to date on industry discussions Seek Career Opportunities 16%Maintain professional identity Percentages only for active members in July 2012LinkedIn Internal Data
  • What does this mean for YOU and YOUR BUSINESS?
  • Hire Engage the world‟s best passive talent Sell Engage the world‟s decision makers Market Engage most effectively with professionals
  • Hire Engage the world‟s best passive talent
  • Your biggest concern today? 1 2 Companies face severe labor crunch due to the lack of qualified workers and high attrition.  Top companies likely to fill only half of their entry-level positions, and about 60% of their middle management jobs by 2020  For banking: Relationship / account manager / sales, Treasury / global market trader / sales, Risk manager / analyst Ensuring staff retention through proper job ‘fit’ is key to successful recruitment  Nearly 60% of graduates switch jobs within their first three years of employment (Banking: Relationship / account manager / sales, Global transaction services, Operations)  Companies have begun to look beyond a candidate‟s expertise but also the person‟s „fit‟ with company values, working culture, management styles and competencies Source: News articles, International Labour Organization
  • Talent powers everything you do.
  • The very best candidates are happily employed
  • The Evolution of Recruiting
  • Jobs Recruitment Agencies “Post & Pray” – Hope the right Candidate comes to you
  • The evolution of Recruitment is PROACTIVE, PERSONALISATION and MOBILE Make it about ME!
  • Passive talent and pipelining are essential Four out of Five Engaged in Pipelining Three out of Five Making passive talent a focus 80%60%
  • Personalisation – create and segment your Employer Brand messaging
  • Reach passive candidates with personalized jobs on their mobile devices Recommended Job: Product Manager ClearSlide, Inc. – San Francisco Bay Area
  • Create a personalized experience for your ideal candidates
  • An effective recruiting strategy requires three core elements Proactive Sourcing Automated Engagement Strategic Sourcing and Pipelining Metrics and Analytics Personalized Job Targeting Talent Brand Development 23
  • LinkedIn Recruiter- Strategic soourcing 24
  • Step 1: Members see personalized jobs every time they log in Your ideal passive candidate! ©2012 LinkedIn Corporation. All Rights Reserved. 25
  • Financial Analyst Bank of America Sr. HR Director Gap Inc. Wealth X HR Director Wealth X Finance Manager Bryan Finance Analyst Steve Director of HR JOBS YOU MAY BE INTERESTED IN JOBS YOU MAY BE INTERESTED IN Our algorithms will target every candidate with relevant jobs automatically More applications come from LinkedIn recommended jobs than searches ©2012 LinkedIn Corporation. All Rights Reserved. 26 Ferdy Sales Manager
  • Step 2: Use your employees networks to share personalized opportunities Ferdy Nandes Your ideal passive candidate ©2012 LinkedIn Corporation. All Rights Reserved. 27 Note: number of professionals visiting reflects unique members visiting your employees profiles The #1 activity on LinkedIn by passive talent
  • Step 3: Show relevant opportunities with rich employment branding on your career page- Tell the Story ©2012 LinkedIn Corporation. All Rights Reserved. 28 Ferdy Nandes Your ideal passive candidate The #2 activity on LinkedIn by passive talent
  • Influence candidates at every touch point Your ideal passive candidate!! Hired- LinkedIn Networking with employees Researching your company Following your company Viewing relevant jobs ©2012 LinkedIn Corporation. All Rights Reserved. 29
  • Measuring your success
  • 31 Example of an LinkedIn client
  • What do our clients say? How we can give impact to their organisation and live?
  • Impacting SCB‟s business priorities… We have also strengthened our presence on LinkedIn, almost doubling our followers. We scored 22 per cent on the Talent Brand Index, LinkedIn’s measure of the strength of an organization’s brand as an employer. This was more than double that of our closest peers. As a result of our strong employer brand, we were ranked as the 11th ‘most in demand employer’ by Finance & Accounting professionals across the globe, in LinkedIn’s inaugural Most InDemand Employers index.” Source: Standard Chartered Bank 2012 Annual report
  • Thank You. Ferdy Nandes LinkedIn Talent Solutions fnandes@linkedin.com LinkedIn | Internet | Singapore Connections: 500+ Daisy Carolina LinkedIn Talent Solutions dcarolina@linkedin.com LinkedIn | Internet | Singapore Connections: 500+