Winning the war on Talent
July 2013
Agenda
• The world of Talent Acquisition today
• LinkedIn Growth and Presence
• Key elements of your partnership with Link...
Your biggest concern today?
“Recruiting is extremely competitive. The talent pool is small and
will only get worse this ye...
The very best candidates are happily employed
5
Emergence of Social Media
6
Multiple influencers in the ecosystem today
Forget the talent war; the employer branding war is in
full swing
Competitive Threat Competitive Advantage
Believe employe...
The world’s best recruiters
think like the world’s best
marketers
9
World’s largest & fastest growing talent network
10
Passive
Talent
Active
Talent
Wants to make an
impact
Wants a corporate culture to fit
his personality
Wants to control ...
11
Updated & Rich Media information in profiles
Shift in Mindset
12
Yesterday TODAY
“Post & Pray” – Hope the right
Candidate comes to you
Proactively sourcing the best ta...
Ability to use data & keep it simple
13
What is the size of your talent pool?
How well are you engaging that talent?
LinkedIn Confidential ©2013 All Rights Reserved 14
Successfully hiring better
talent at low cost
259 to 2,340
New follower...
How to reach and influence your candidates
using LinkedIn Talent Solutions
Step 1:
Create a Central Hub for your Employer Brand
©2012 LinkedIn Corporation. All Rights Reserved.
16
Step 2:
Place targeted adverts to engage
©2012 LinkedIn Corporation. All Rights Reserved.
17
Note: number of professionals...
Step 3:
Show relevant jobs
©2012 LinkedIn Corporation. All Rights Reserved.
18
Step 3:
Show relevant jobs
©2012 LinkedIn Corporation. All Rights Reserved.
19
Financial Analyst
Bank of America
Sr. HR Di...
Step 4:
Identify and reach the very best candidates
©2012 LinkedIn Corporation. All Rights Reserved. 20
Step 4:
Sneak Peak in LinkedIn Recruiter
©2012 LinkedIn Corporation. All Rights Reserved. 21
22
3 P’s to remember
• Passive Candidates
• Power of Brand
• Pipelining Talent
Chat with Eric Wong
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LinkedIn Executive Breakfast 11th July 2013

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  • Challenge around finding talent for niche rolesQuantity via job boards but not quality
  • Emergence of social media People open to sharing and consuming informationExample, restaurant reviews
  • Ability to spread the word via multiple channels around the ecosystemViral networkWord spreads far and beyond our traditional networks
  • Modern day recruiter needs to understand the talent landscapeJob is tougher than what it was ever before
  • 1 place to find all the professionals who are on the network for multiple reasonsSingapore – 1 million+, SEA – 5 million+, APAC – 44 million+Singapore offices Aug 2011, 9 APAC offices
  • But finding passive talent can feel like its finding a needle in the haystack. Who here has a purple unicorn in their talent requirements? Or at least some positions that you feel are pretty hard to fill? Virtually every organization out there has some positions that are comparatively hard-to-fill. Sometimes it really can feel like you’re looking for a phantom candidate with a set of skills that just don’t exist. Passive candidates not only represent potentially high quality for your organization; they are also out there in quantity. Based on LinkedInresearchpassive talent accounts for almost 80% of the fully employed workforce around the world. Separate research that LinkedIn conducted last year among 3,300+ professionals around the world showed that passive candidates think differently from active candidates. Based on our research, we found that They are far likelier to want to make an impact (120% more likely, in fact). They’re also 56% more likely to want a corporate culture that fits their personality One other major point of difference: they are 1/3 more likely to want challenging work. So if you want to hire people who want to make a difference in the workplace, who are looking for a place where there’s a strong cultural match, and who are hungry for challenging work, you should be opening your search up to passive candidates.
  • Talk to examples as a voice-over
  • 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.
  • 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.
  • 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.
  • This is a transition slide to shift the conversation to LinkedIn Recruiter. The combined solution of jobs and media allows customers to scale their recruiting with minimal effort. Recruiter is the best in class tool for proactively identifying the very best talent. We talked about how LinkedIn’s solution can help deliver a stream of high quality candidates automatically.Now I want to show you how we can help you take your sourcing to the next level through LinkedIn Recruiter.
  • This is a transition slide to shift the conversation to LinkedIn Recruiter. The combined solution of jobs and media allows customers to scale their recruiting with minimal effort. Recruiter is the best in class tool for proactively identifying the very best talent. We talked about how LinkedIn’s solution can help deliver a stream of high quality candidates automatically.Now I want to show you how we can help you take your sourcing to the next level through LinkedIn Recruiter.
  • Now – to make this really actionable, we wanted to leave you with some next steps and takeaways. So we’ll close by sharing 6 principlesto help you put this insight into practice, and recruit like it’s 2015, today.
  • LinkedIn Executive Breakfast 11th July 2013

    1. 1. Winning the war on Talent July 2013
    2. 2. Agenda • The world of Talent Acquisition today • LinkedIn Growth and Presence • Key elements of your partnership with LinkedIn • Chat with Eric 2
    3. 3. Your biggest concern today? “Recruiting is extremely competitive. The talent pool is small and will only get worse this year, I fear.”
    4. 4. The very best candidates are happily employed
    5. 5. 5 Emergence of Social Media
    6. 6. 6 Multiple influencers in the ecosystem today
    7. 7. Forget the talent war; the employer branding war is in full swing Competitive Threat Competitive Advantage Believe employer brand has a significant impact on ability to hire great talent 88% Top 3 Threats 1. Improve employee retention 2. Invest in their employer brand 3. Increase focus on passive talent “What are the things that your competitors have done or may plan on doing that would make you most nervous?” Understand your employer brand and how it can set you apart from the competition. Take the opportunity to engage not only candidates, but employees as well.
    8. 8. The world’s best recruiters think like the world’s best marketers
    9. 9. 9 World’s largest & fastest growing talent network
    10. 10. 10 Passive Talent Active 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 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
    11. 11. 11 Updated & Rich Media information in profiles
    12. 12. Shift in Mindset 12 Yesterday TODAY “Post & Pray” – Hope the right Candidate comes to you Proactively sourcing the best talent Attracting them to work via Employer Branding
    13. 13. Ability to use data & keep it simple 13 What is the size of your talent pool? How well are you engaging that talent?
    14. 14. LinkedIn Confidential ©2013 All Rights Reserved 14 Successfully hiring better talent at low cost 259 to 2,340 New followers on career page Talent Brand Index 32% Highest ranking amongst global logistics players and leading Singapore companies 4 Hires per Month Senior & Regional Management Roles
    15. 15. How to reach and influence your candidates using LinkedIn Talent Solutions
    16. 16. Step 1: Create a Central Hub for your Employer Brand ©2012 LinkedIn Corporation. All Rights Reserved. 16
    17. 17. Step 2: Place targeted adverts to engage ©2012 LinkedIn Corporation. All Rights Reserved. 17 Note: number of professionals visiting reflects unique members visiting your employees profiles
    18. 18. Step 3: Show relevant jobs ©2012 LinkedIn Corporation. All Rights Reserved. 18
    19. 19. Step 3: Show relevant jobs ©2012 LinkedIn Corporation. All Rights Reserved. 19 Financial Analyst Bank of America Sr. HR Director Gap Inc.Amazon Sr. Wealth X HR Director Wealth X Finance Manager Financial Analyst Bryan Finance Analyst Erica Steve Director of HRFinancial Analyst Wealth X Financial Analyst JOBS YOU MAY BE INTERESTED INJOBS YOU MAY BE INTERESTED IN JOBS YOU MAY BE INTERESTED IN
    20. 20. Step 4: Identify and reach the very best candidates ©2012 LinkedIn Corporation. All Rights Reserved. 20
    21. 21. Step 4: Sneak Peak in LinkedIn Recruiter ©2012 LinkedIn Corporation. All Rights Reserved. 21
    22. 22. 22 3 P’s to remember • Passive Candidates • Power of Brand • Pipelining Talent
    23. 23. Chat with Eric Wong

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