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Transform the Way You Hire- Manila 11th February
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Transform the Way You Hire- Manila 11th February

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  • Live from Tagalog… Gilbert Joined LinkedIn on June 10, 2013.Mabuhay, Team!This is absolutely awesome!!! As the salesrep #1 in the Philippines, it gives me great pride and excitement to hear this news. I am extra pumped up to spread the word to help boost the membership number to the next level.This is what I like about joining Linkedin – our culture of Transformation which transcends beyond the confines of our organization. We are literally transforming the Philippines!You’ve done good for my country and I personally thank you for that.
  • Earliest Adopter – The first person to sign up and create a profile on LinkedInMost Connected– The person with the most 1st degree connectionsMost Popular– The person whose profile was viewed the most in the past 30 daysMost Endorsed – The person with the most total endorsements
  • [Note: Important to get the client’s agreement up front that passive candidate recruiting is a key to success]Because LinkedIn is a professional network, it’s home to both passive and active job seekers Getting passive candidate sourcing right is critical to achieving your recruiting goalsMany of today’s best candidates are not looking for a jobHowever Recruiting passive candidates requires a very different approach from recruiting active candidates.While active candidates frequent job boards and seek out many opportunities, passive candidates spend their time networking. They’ll listen to opportunities, but only if it’s the right opportunity for them.LinkedIn is the only platform that can help you recruit both passive and active candidates[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
  • 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.
  • Who am I? Backgroud: 9 years in marketing. Help generate demand for services for my co. Before I left last year, I was part of a task force headed by HR & TA to address employer brand, & together with Comms, we helped work out a strategy to integrate the employer branding message into our master brand message & determining where these will be published in our channels – website, social media. When I left, we just agreed on how we were going to tell that story on Linkedin.
  • Let me start off with a question…Who here likes cokeWho here likes PepsiLet me ask the question in another wayAmongst the 2 companies, who want to work for cokeWho would want to work for PepsiSo we see a lot less hands than the first question…I bet those who didn’t raise their hands can’t decide which company they’d like to work for because although everyone is familiar with the brands, they do not know what’s it like to work there, what’s the culture like, what are the people like.This is what we call the employer brand…it’s how the companies position themselves as an employer and communicates that message to candidates and attract the right talent to join their organizations.
  • Your Employee Value Proposition is:The attributes that you most want associated with yourCompany. There are standard components of EVP – comp & ben, career path, work life balance – how do you communicate & differentiate this against your peers.Employer Branding is:The delivery of your Employee Value Proposition acrossevery communication touch point both internal andExternalTalent brand is the outwardmanisfestation of your employer brand. What external talent actually perceives your brand as an employer. What you can do as employer brand managers is to try and influence your perception of your talent brandBut now brand – just consumer brand. & because perception is limited to that – left t marketing deptBut notion of brands converge with the internet. Overlap between co brand, employer brand, product brand -
  • co, with strong employer & consumer brand perform better – more profitable, more successful
  • Eg: of Apple – the culmination of both consumer & employer brand done wellAs an employer, Apple #2 InDemand employers. All the best engineers want to work for Apple to be a part building a revolutionary products. Be in the co with the smartest guys in the room.
  • Recapping Gilbert’s points – Passive Talent. Not only available in quantity but also in quallity – Research shows that they are more likely to make a positive contribution, stay longer in an org & is a culture fit to one’s org – because they are more sensitive to these needs in the 1st place. Also because they are not actively seeking employment – you can’t talk to them like you would with an active job seeking candidate. Woo them, build a relationship with them & get them slowly interested in your org as a place they could eventually work for. And as a result of that, you find that one’s talent brand essentially plays a bigger part in job consideration for a passive talent than an active talent.
  • In fact, this is probably the typical candidate journeyEach of this touchpoint is a good opportunity to showcase your brand as a co to your prospect candidates
  • Here at Linkedin, we have helped over 400K co to be more effective with their hiring. Over the last 2 years, many of the companies we worked with increasingly becoming APAC based, including some familiar names here in the PH. In fact, yesterday, I met with some of the biggest co here in PH & I was very encouraged by the Many of the most successful companies usually follow a series of best practices & they encompass the following -
  • Acting like a marketer – marketers will tell you that they tell stories about their brand all the time & they tell different stories to engage with different segments of their customers/ audience. Telling stories enable better engagement & as a result, build better relationships with your audience. Another thing that marketers do very well is soliciting the help of brand ambassadors. The stories they tell are much more credible if told by their others but themselves & that’s why trip advisor, Amazon reviews are so successful. To tell a convincing story about what its like to work for your company, who better to tell that story than the people who work there? & finally of course, with all things digital, comes the by-product of data. & with data, it enables marketers to measure their efforts which helps determine their next course of actions better.
  • Brand is a shared responsibility. Collaborating with Marketing & comms is critical for success to feed into the bigger brand story & scalability. Ways to collaborate – Participate in the overall content calendar building for you brand. What you are saying on Linkedin co page should flow with career page, should flow with Facebook, Google Plus etcLeverage on social media tools to publish, listen & track for overall visibility into the bigger brand activityRef to Centre of Excellence – set up for many large org to tackle social media holistically. In the world of social media, there is little to no delianation between your consumers, employees, future candidates, you also should not have duplicate channels to engage them. As a COE, make a decision on how your channels are split ( by lang, audience) against the larger social media strategy backdrop.
  • Target & segment not only your jobs but your messages to be more relevantMarketing based in Singapore may not resonate with a R&D development in the US if I click through to a petrochemical co’s career’s page that was advertising for a marketing position in SG.
  • Here at linkedin, for every customer with branding solution – there is the targeted status update feature which companies can use to target their status updates according to the profile of their followers –Common targeting filters include – job function, geography, seniority
  • Always look to keep relevancy top of mind when you are publishing updates.Is it valuable to your followers: Eg: of relevancy – not just post job postings, but also content that will help your followers do business bettereducate them on the industryor provide fresh insights? …all good reasonsWe recently introduced the ability to segment your status updates….Cloud Computing company – Vmware1. share information about their German operations, … 11,000 of their 58,000 customised experience – video, local language2. … industry trends - download free whitepapers and linking to an employee’s blog 3. And they’re also talking about innovation in their Bangalore office.It’s about sharing highly relevant information with your followers.
  • Another thing that has been come increasingly under Marketing’s radar is the User Experience – overallexperience of a person using a product – across all communication touchpoints – from website, to meeting a sales repEg: ecommerce: how many clicks before add to cart, fields in a form, what does your site look like on the mobile phone? Thinking back to your mobile recruiting experience, & dealing with passive candidates, how does your mobile application look like? With over 30% of PH audiences accessing Linkedin using their smart phone in PH & this number is growing by more than 50% year on year, does your form still look like this? Can u imagine doing this on the go on your iphone?
  • Imagine the potential revenue you are missing outNot only extend to consumer brand - these people could be connected to your next hire or next customer. Imagine what they will be saying to them when they have a bad experience with you
  • Ultimately you want to encourage brand ambassadors, from within the business to respond and interact.First step – create engagementIn order for highly engaged employees to be converted …guidanceThe brand promise and how it relates to the goals of the organization, how it differentiates and how individuals can contribute What is the value proposition for prospective, new and current employees?Set your social media guidelines or policies in place. How your employees interact is a reflection of your employee brand. Elevate subject matter experts and encourage them to share and tell their stories. Candidates want to hear from people within the business. Encourage them to post pics of co events, team building, CSRA lot of clients… internal communications process to encourage everyoneHave a linkedIn profile – understand the value to them personallyEnsure that those profiles are optimised. Powerful channel to communicate your EVP consistently by providing..Every hiring manger to be sharing all the roles in their team. They can help you spread the word out to other people through their network that you may not have access to. *** Aim: Turn your workforce into a recruiting machine!
  • Salesforce.com were tasked with hiring hundreds of account executives and sales engineers. CEO Marc Benioff rose to the challenge by asking his employees to turn to their networks to drive applicants:First example. Salesforce.com has had a strong and established partnership with LinkedIn and have seen great success to date. Now, just to set the stage Saleforce.com came to LinkedIn with the business challenge of having to hire hundreds of account execs and sales engineers in a short amount of time, which I am sure is not a foreign business challenge for some of you. So what did Salesforce.com do? They looked in their own backyard and leveraged their greatest asset – their employees as well as ensuring they leveraged their leadership team to get the word out. So once the strategy was developed and a playbook was outlined Salesforce.com, CEO Marc Benioff led the charge by sending out a template with 3 distinct posts that employees could share in their network promoting Salesforce.com as an employer of choice and a link to career opportunities within Saleforce.com. Salesforce.com had a clear and distinct playbook that they shared with their employees ensuring they got buy-in and support.Let’s see the impact of this initiative was
  • Results350 links shared in 1 day (2 x daily av)60% increase in referrals in week 1Reached 159,000 professional in 40,000 companies – 25% Sales professionals (incl. members exposed to posts via likes)This is a great example of social recruiting at its best.Salesforce used leveraged their employees and their networks to achieve tremendous organic engagement which transformed they way they find, recruit and retain the best sales talent! What is really key was that Salesforce.com were able to get the right message in front of the right audience.
  • How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
  • We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
  • To measure brand, Linkedin developed the TBI – which provides org with an indication of the health of their employer brand through its activities on Linkedin. The TBI can be measured over time, & benchmarked against peers & help diagnose strenghts & weaknessesIn time,
  • In time, you will see that with brand– talent becomes more responsive & your hiring becomes more effective
  • And 4 – embrace the power of data.You’ve probably heard a lot about data in recruiting in recent months, but based on our research few recruiting leaders feel like they’ve actually nailed how to leverage big data to their advantage in the recruiting space. Only a quarter believe that their org utilizes data well to make hiring decisions, leaving a full three-quarters who think they are average or even poor at using data for hiring decisions.Since this is an area many of you have expressed wanting more info and support, we’re going to dedicate the entire next session to this: Moneyball for Talent Acquisition – and we’ve brought in the expert to coach you on data-driven decision making in recruiting and give you real, actionable takeaways that you can use this afternoon. 
  • Simplify graphics
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  • Talk to examples as a voice-over
  • Talk to examples as a voice-over
  • In order to meet your key TA objectives [reference their specific objectives, which you should have already uncovered during discovery], we should first take a look at the evolution of recruiting and where your organization is today. Companies are evolving away from the traditional recruiting model and putting a few foundational elements in place to become more efficient and strategic. In doing so, they’re developing sourcing expertise in-house, using automation to personalize their job opportunities, ensuring the right talent brand is in front of the right individuals and arming their recruiters with access to the right talent pools. (Note: From bottom to top, each row in the framework represents a recruiting capability):SOURCING: From agency reliance  to developing in-house sourcing and pipelining expertiseJOBS: From post-and-pray  to targeted & personalized job matchingBRAND: From no consideration of talent brand  to developing an employer branding strategyMETRICS: From no metrics established  to using talent data to improve recruiting effectiveness and ultimately shape business strategyWhere do you think you are in this evolution? [Have a conversation with the client and calibrate where they think they are in this process vs. what you think and come to a mutual agreement. Anchor them so that you can create a vision of where they can go next.]:Many clients will start at the “Developing” stageThe LinkedIn Core Solution helps get them to “Foundational.” This is a necessary first step.Clients already using the LinkedIn Core products can then think about more advanced strategies to get to the “Strategic” stage in the longer term (e.g., through Student recruiting, Campaign media, Branding Accelerator, Followers, etc).
  • Talk to examples as a voice-over
  • Talk to examples as a voice-over
  • Add talking points about where the teams come from;
  • Talk to examples as a voice-over
  • A content calendar helps you to plan out the way you are going to engage with your audience. Start by mapping out key events in your industry, company and recruiting calendar…Collaborate across business units for content ideasThink about those experiences that you deliver will differentiate you from your talent competitors – …..and use a social platform to show your audience what you’re all about.Key is to mix it up – don’t just focus on jobs but think of what content will engage your audience better. Build different personas based on your top 3-5 target audience & build out content based on what you think will interest them the most.
  • Market intelligence – know who you are losing talent to & find out why. Know who you are winning talent from & find out why & optimise & align. Is this the co. you want whose employees you want more off? Why? Find out what differentiates from your peers & amplify that message.
  • Mobile candidate experience is important to get people through for application, get interest going. & not just the mobile candidate experience – Brand is also about ANY interaction with companies employees – think of your interview process. Are you late, did you keep them informed of the status of the outcome, stages, prep, when other employees met with them, what did they say about the job? Was it consistent with what your EVP?Did you treat them the way you want to be treated??
  • Introduce a bit of background on Caesars“you are looking Chris up right now”
  • How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
  • We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
  • We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
  • We can also use talent brand index to determine where to focus your employer branding efforts. For example, for your functions on the left of this graph, you have an easier time hiring talent, but for the functions to the right of this graph, it has been more difficult finding talent to fill your roles. Does this resonate with you, both on and off LinkedIn?
  • Finally, we can help you track your employer brand over time. Brand is not something that changes overnight– rather, it is something that needs to be cultivated over time. As you invest in your employer brand, LinkedIn can help you assess the effectiveness of your employer branding efforts both on and off LinkedIn– using the talent brand index.Let’s pause here and review what we’ve talked about:- How are these results in line or different from your expectations? Why? - How is your employer brand aligned compared to your recruiting priorities?  - How is your brand enhancing or inhibiting your success in hiring? 
  • Finally, we can help you track your employer brand over time. Brand is not something that changes overnight– rather, it is something that needs to be cultivated over time. As you invest in your employer brand, LinkedIn can help you assess the effectiveness of your employer branding efforts both on and off LinkedIn– using the talent brand index.Let’s pause here and review what we’ve talked about:- How are these results in line or different from your expectations? Why? - How is your employer brand aligned compared to your recruiting priorities?  - How is your brand enhancing or inhibiting your success in hiring? 
  • Talk to examples as a voice-over

Transform the Way You Hire- Manila 11th February Transform the Way You Hire- Manila 11th February Presentation Transcript

  • Talent Solutions Transforming the way you hire talent Gilbert Cadiang Regional Sales Inez Chan Solutions Consultant ©2013 LinkedIn Corporation. All Rights Reserved.
  • TALENT SOLUTIONS
  • LinkedIn Breakfast 11th Feb DiegoJose Ramos ErwynKeith Lejano Earliest Adopter Most Connected Victoria Africa Del Rosario Reissa Angeles Most Popular Most Endorsed
  • The Southeast Asia Recruiting Landscape at a Glance LinkedIn has conducted its Global Recruiting Trends survey in 19 countries. We surveyed over 3,300 talent acquisition leaders to capture their thoughts on what keeps them up at night, hiring and budget trends, and key sources for high-quality hires. We distilled all this and more into 5 key trends you need to know as a Strategic Talent Leader, to be on the cutting edge and effective for candidates, your team, and your company. 5 most important trends shaping the future of recruiting 1 Social professional networks are increasingly impacting quality of hire 2 Employer branding is both a competitive threat and a competitive advantage 3 Data is used to make better hiring and branding decisions 4 Companies are investing in hiring internally to stop top talent from walking out the door 5 Companies are figuring out the mobile recruiting terrain For details on survey methodology, please see page 22 To access global and other country-specific reports and infographics, visit: http://lnkd.in/GlobalRecruitingTrends #ConnectInSing Chicago
  • 80% of professionals on Linkedin today are passive candidates 270m+ Members worldwide 20% Active 80% Passive Active Candidates Passive Candidates Work on their job search Work on doing their jobs better - Search job boards - Seek out many opportunities - Develop networks - Only listen to the right opportunities #ConnectInSing ©2013 LinkedIn Corporation. All Rights Reserved. 5
  • Three core components work together to drive recruiting effectiveness Strategic Sourcing and Pipelining Proactive Sourcing Metrics and Analytics Automated Engagement Personalized Job Targeting #ConnectInSing Talent Brand Development 6
  • Connect with me on : sg.linkedin.com/in/inezchansg/ LinkedIn Confidential ©2013 All Rights Reserved 7
  • VS.
  • The Building Blocks of Your Brand EVP Employer Brand Talent Brand 9
  • LinkedIn Confidential ©2013 All Rights Reserved
  • LinkedIn Confidential ©2013 All Rights Reserved 11
  • Passive Talent Wants to make an impact Wants a corporate culture to fit his personality Wants to control his work schedule Wants work that challenges him Wants to work remotely Active Talent Wants fast career advancement Wants to be recognized and valued for his contributions Wants to develop his skills Wants to be socially responsible Wants excellent benefits and compensation 12
  • A (passive) candidate journey is influenced by your Talent Brand Who’s the in-mail from? Recruitment Profile – Your Identity Where do they work? Company & Careers Pages What’s the opportunity? Personalized Job Targeting Who do I know? Your people LinkedIn 2013 Global Recruiting Trends 13
  • What does best-in-class talent brand strategy look like?
  • Key themes among our most strategic clients 1 Acting like a Marketer • • • • Segmentation & Targeting Engagement & Building relationships Market Intelligence Candidate Experience 2 Activating your Employees 3 Measurement & Optimization
  • Brand is a SHARED Responsibility Marketing, Communications & PR Brand Human Resources Customer Service
  • Best-in-class only targets qualified talent pools to cut down the noise of applicants In depth targeting to screen talent pools Linkedin helps you only engage with the talent you want
  • Building followership Best practice: Target your audience with unique messages • Targeted Status Updates: Companies can reach on average 60% of their followers by sending 20+ updates per target per month − Best-In-Class companies post 3-4 updates per target per week − 20% of Followers are typically reached with each status update − 50 characters or less drives 28% higher engagement Company size Industry Function Seniority Geography Media Products Overview_221013.pptx LINKEDIN INSIGHTS
  • Right people, right conversation, right time TALENT SOLUTIONS 19
  • Typical Mobile Experience
  • % 40 Candidates cease to be customers after a negative interview experience
  • Give your employees a voice 1. 2. 3. 4. 5. Educate on your brand promise and EVP Develop and communicate your social media guidelines/policy Elevate subject matter experts and encourage ‘share and tell’ Optimise employees’ LinkedIn profiles (Go to: learn.linkedin.com) Ensure Hiring Managers share all open roles in their team Turn your workforce into a recruiting machine 22
  • Salesforce.com’s Challenge
  • Best-in-class leans on employees to be brand and talent ambassadors 350 links shared in 1 day 60% increase in referrals in week 1 Reached 159,000 professional 40,000 companies – 25% Sales professionals 24
  • #ConnectInSing 25
  • We first assess two important elements of your employer brand: Reach and Engagement Talent Brand Reach 3,460,640 members Talent that’s familiar with you as an employer Viewing employee profiles Connecting with your employees Talent Brand Engagement 547,141 members Talent that is interested in you as an employer Researching company and career pages Following your company Talent #ConnectInSing Viewing jobs and applying 26
  • Talent Brand Index can measure your employer brand What percent of people who know about you show an interest? Talent Brand Reach Talent that’s familiar with you as an employer 3,460,640 members Talent Brand Index = 16% Talent Brand Engagement Talent Brand Reach Talent Brand Engagement 547,141 Talent that is interested in you as an employer members Talent #ConnectInSing 27
  • How can you use data to prioritize? 1 Identify engaged candidates 2 Benchmark against peers 3 Diagnose strengths / weaknesses 28
  • Why it matters: branding enhances your sourcing efforts Effective branding leads to… Improved engagement for your proactive outreach efforts 2x Responsiveness of talent when they’ve interacted with your talent brand Increased efficiency of hires 210% Increase in hires impacted by Linkedin,
  • In Moneyball data transformed baseball #ConnectInSing 30
  • In Moneyball data transformed baseball #ConnectInSing 31
  • In Moneyball data transformed baseball It’s time for data to transform Talent Acquisition #ConnectInSing 32
  • Today let’s discuss using LinkedIn data for 3 Ps Plan Prioritize Put in practice #ConnectInSing 33
  • How to: Plan Prioritize Put in practice #ConnectInSing 34
  • Start by sizing up the talent pool to set expectations with hiring managers #ConnectInSing 35
  • Recruiter can measure the talent pool #ConnectInSing 11 talent pool 36
  • Recruiter can measure the talent pool #ConnectInSing 11 325 talent pool 38 37
  • Let’s take a look at the market for talent in Singapore • Recruiter can show supply of talent • We can compare demand across industries • This helps identify competitiveness for talent #ConnectInSing DEMAND Technology Finance Professional Services SUPPLY 38
  • How can you use data to plan? 1 Set expectations with hiring managers 2 Identify markets for targeting talent #ConnectInSing 39
  • How to Plan Prioritize Put in practice #ConnectInSing 40
  • Once you’ve identified the right people, are they interested in you? #ConnectInSing 41
  • How to: Plan Prioritize Put in practice #ConnectInSing 42
  • Start using data & keep it simple What is the size of your talent pool? How well are you engaging that talent? #ConnectInSing 43
  • This evolution is driven by improvements to the core components of Talent Acquisition strategy Strategic Traditional Defined Employer Value Proposition Employees as talent brand ambassadors World class marketing of talent brand Post-and-pray Job board and social recruiting Targeted engagement Engage everywhere, including mobile Agency reliance, Reactive Early emphasis on passive talent Sourcing excellence, team-wide pipelining Internal and external talent engagement Sourcing Talent data guides business strategy Jobs Success metrics Brand Developing Metrics Foundational Segment-specific campaigns TALENT SOLUTIONS 44
  • You should now know how to use data to: Plan Prioritize Put in practice #ConnectInSing 45
  • #ConnectInSing 46
  • Questions? ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 47
  • #ConnectInSi ng