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The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
The Changing Face of Recruitment 15th August 2013
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The Changing Face of Recruitment 15th August 2013

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  1. Changing Face of Recruitment Scott Pugh Sales Manager Search & Staffing North Asia
  2. The next hour 60 minutes of your life Intro & Welcome Changing Face of Recruitment LinkedIn Customer Panel Q&A
  3. 3 Aaron Tung Winston Lau Scott Pugh China Sales Manager Sales Development Executive North Asia Sales Manager
  4. 4 Mat Gollop – Group MD Tim Grogan – Head of Solutions Derek Kenny – Executive Director
  5. Whose changing the face of Recruitment in HK? Most Popular Most Endorsed Earliest Adopter Most Connected Mathew Gollop Martin Garnes Keith Lau Richard Poulter
  6. Talent Solutions ©2012 LinkedIn Corporation. All Rights Reserved. Tim Grogan Head of Solutions APAC, LinkedIn Changing face of Recruitment
  7. “The only thing that is constant is change itself”
  8. Our Mission Connect the world’s professionals to make them more productive and successful
  9. Everywhere Work wherever our members work Insights Be great at what you do Identity Connect, find, and be found
  10. Recruitment Professionals
  11. Talent Solutions Passive Talent
  12. Digital Age of Influence
  13. 13 Candidate is King or Queen
  14. 14 Moving from Traditional to Digital Credentials
  15. Corporate Website vs Company/Careers pages 15
  16. Recruitment Advertising vs Display Advertising 16
  17. Industry Knowledge vs Company Status Update 17 Leverage targeted status updates Sketch out what you’ll say in advance and build a dialogue with your followers. Remember the messaging you’re trying to get across and incorporate it. Stay on brand 71%of company followers on LinkedIn are interested in career opportunities at companies they follow. Have a plan Mix it up Share jobs, relevant news about your company, employee interviews etc.
  18. Engaging, friendly picture Who wouldn’t want to work with Leena? Links to branded destinations Engaging summary Descriptive and personal Descriptive headline that goes beyond the title Other features we like: • Core skills, endorsed by your network • Volunteer experiences • Just enough on prior positions to build credibility Reputation vs Profile
  19. Personal Networks vs Company Followers 19
  20. Size of Company vs Talent Brand Index 20 Talent Talent Brand Index = Talent Brand Engagement Talent Brand Reach CyberCoders 85% Talent Brand Reach Talent Brand Engagement 1,537,480members members 1,311,390
  21. Employer of choice Weaker employer brand 101 Peers: • XXX • XXX XXX • XXX • XXX • XXX • XXX • XXX of We can compare your Talent Brand Index vs peers
  22. Clients vs Recommendations 22
  23. Database Management vs Talent Pipeline “As leaders in the executive search industry, we believe this new process will be more efficient for our prospective candidates as you will only have to maintain your career information in one place.” “Moving forward, we will not retain registrant résumés submitted to us by email.” Global Executive Search Firm
  24. What impact would your digital credentials have on your ability to win new business and candidates?
  25. 25 Mat Gollop – Group MD Tim Grogan – Head of Solutions Derek Kenny – Executive Director
  26. Question Time

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