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TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
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TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
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TechRec13 - May 16th Presentations
TechRec13 - May 16th Presentations
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TechRec13 - May 16th Presentations

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Running Order: …

Running Order:
Slides 2 - 18: Marc Williams, TheJobPost
Slides 20 - 54: Andy Whitehead, Recruitment Marketing Institute
Slides 56 - 81: Steve Barnhurst, Broadbean
Slides 83 - 108: Amy Miller, LinkedIn
Slides 110 - 130: Paul Connolly, Work4 Labs
Slides 132 - 144: Mark Britton, Crimson

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  • Global Leader in job posting distribution and candidate sourcing technology125 people based out of offices across 3 Continents – UK / USA / SydneySites in France / Germany & HollandWe serve 60,000 users across 65 countriesWe are still heavily focused on the UK with 75% of the top 250 agenciesWe post 60%+ of all online vacancies in the UK2 million adverts posted / month9 million responses / month1.5 million searches / month
  • EDWARD DEMING – “IN GOD WE TRUST ALL OTHERS BRING DATA”
  • THE STATS ARE AMAZING!THIS QUOTE RUNS AGAINST THE RECRUITMENT INDUSTRY WHICH HAS ALWAYS BEEN JUST ABOUT THE PEOPLE (ITS BIGGESTASSET)INDUSTRY BUILT VERY MUCH ON GUT FEEL DECISIONS
  • ‘75% of senior executives from over 500 companies say that they are wasting more than half the data they hold’CONSIDER THE TIME AND MONEY INVLOVEDBUT MORE IMPORTANTLY – THE LOST OPPORTUNITY AND COMPETITIVE EDGE
  • 95-98% of all applications are not suitable for the original job applied for…Over 50% of applications are likely to be known by your business / already on your CRM…Some CV’s will simply be overlooked…Some however ‘may’ never be looked at….
  • “CREAKING INBOX”15 YEARS AGO RECRUITMENT BUSINESSES WERE VALUED ON THE SIZE OF THEIR DATABASETHE JOB BOARDS CONTINUE TO DELIVER A GREAT SOURCE OF CANDIDATES THROUGH ADVERTISING AND SERAHCING BUT THIS MAY HAVE GONE TOO FAR AS PEOPLE FAIL TO SEE THE VALUE OF THEIR OWN DATA.BIGDATA PRESENTS A REAL OPPORTUNITY FOR THE RECRUITMENT INDUSTRY
  • RECRUITMENT COMPANY BUILT ON GUT FEELMASSIVE ADVERTISING SPEND BUT WHAT % OF THAT SPEND IS BASED ON FACT…..USE YOUR DATA TO TARGET THAT SPEND AND SHOW THE REAL ROI (HOLY GRAIL)
  • THE HOLY GRAIL!
  • 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
  • For us, fundamentally changing the way the world works begins with our mission statement: To connect the world’s professionals to make them more productive and successful. And by far and away the most important word in this mission is professional. This is our exclusive area of focus. There are only a handful of companies that can connect 100s of millions if not billions of people around the world in milliseconds and LinkedIn is the only one of those companies with an exclusive focus on professionals. And that continues to serve our members and customers well.
  • How do we do this?Well as a company 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.
  • We’ve 26 offices now across the globe, and I’m pleased to say we’ve now 63% of our member base outside of the US – great news for those of you in the room recruiting for global positions.Growing at 2 members per second, that’s 65M professionals with profiles across EMEA.
  • LinkedIn isn’t changing the way individuals work and communicate – it also offers opportunities for business also, specifically in the way you 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.  
  • This is the area of the business you’ll be most familiar with - 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.
  • AtLinkedin we run a series of surveys to our members to understand their job seeking mindset, how many people are looking at the moment, how do they like to be approached, what are the key motivations for any new role. We uncovered one surprising fact – only 20% of the marketplace are actively looking for a new job.So a HUGE 80% of the market is unreachable via traditional job role advertising – you know that the best candidates out there need outbound communication, one to one messaging – they need you to find them and speak them.
  • This survey also told us a lot about some fundamental characteristics of active vs. Passive candidates.Essentially, the right approach and the right opportunity will tempt them away from their current job – they are discerning
  • I wanted to take 2 minutes to emphasise the range of activities taking place on LinkedIn – from following a company to problem solving and research, LinkedIn members are actively looking for business insight. We instinctively believe they are looking for jobs – this is one very important part of a very large mix.
  • On LinkedIn we can look at talent flows to and from organisationsFinding and engaging the best talent on LinkedIn is a huge advantage of staying ahead of the competition in the long term.Your organization needs to:Get to top talent before your competition Leverage your employees as talent ambassadorsShowcase your opportunities & brand in a professional context
  • This is about Marketing your roles to potential candidates, potential employees, and potential new business.Once you’ve identified the best person, persons or business, how do you ensure you’re engaging them with the best possible message?
  • Marketing effects your talent acquisition and its more important than its ever been, and its not just about you – its also about your competitors, 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 youSecondary 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. r brand, the easier it is for you to attract the right candidates to your roles.
  • If I’m a follower its because I’m interested in you
  • Not only is LinkedIn a great source of talent, but your company is already connected to talented professionals.You have two key assets on LinkedIn todayYour ### employees are connected to over ### professionals, and over ### professionals are viewing their profile pages each month. Your brand is held in the hands of your employees.Your company page is visited by ### professionals each month who are coming here to research your companyThese professionals are interacting with your company every day on LinkedIn, but right now you’re missing this huge opportunity to influence them.
  • Your employees are already networking with the right candidates you’d want to hire:You can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
  • I wanted to take a moment to call out an agency already making huge strides with this. Emerald Technology is niche technology recruiting consultancy for high level roles. As a headhunting firm they often find themselves recruiting for the company's first hire inside a country. How do they begin to establish credibility with clients and candidates alike?1 year ago they set up a Group on LinkedIn dedicated to discussions on technology solutions for businesses, its now reached 13k members and features some extensive discussions – Emerald has discovered a really smart engagement tool for pipelining candidates.
  • Why should you be doing any of this?Start engaging with your audience in unprecented ways
  • This is your opportunity to build trust and longer term relationshipsWe talked about finding the right people, sending out the right messages, now how do you close the deal?
  • Acquire new business and customers using LinkedIn’s outbound tools – The recruiter product gives you access to everyone on the LinkedIn platform – direct access to potential business partners and clients.I wanted to call out a company called Astralis almost one third of their revenue has been generated from utilising LinkedIn’s solutions, using LI Inmails they’ve achieved a 50% open rate when approaching new business.Emerald technology use Linkedin for talent mapping in new geos, when you’ve no people on the ground the recruiter tool pinpoints those decisions makers you really need to reach.Retain – we talked about standing out from your competitors in terms of your marketing and hiring, communicating with your businesses followers will deliver results and efficiecnies that will contribute to your bottom line.
  • Transcript

    • 1. Technology & the Modern DayRecruiter #TechRec13
    • 2. Recruitment crowdsourcing :Super-charge your fee incomeMarc WilliamsFounder & Chief Operating Officer
    • 3. First identified by Jeff Howe– Wired MagazineCrowdsourcing is when a company takes a job onceperformed by employees, and outsources it in the form ofan open call to a large group of people using the internetA new approach to finding talentA smarter way to solve complex problems
    • 4. 4Crowdsourcing platforms that we all use
    • 5. Draw on experience beyond traditional boundariesCrowdsourcing allows organisations to involve largegroups of specialists to:• Extend visibility and reach• Leverage specialist knowledge and experience• Generate creative solutions• Improve speed and deliveryA new approach to finding talent
    • 6. A new approach to sourcing talentTheJobPost is a crowdsourcingplatform enabling employersto access the UK’s entirerecruitment industry as one supplierA new approach to finding talent
    • 7. Better engagements, greater efficiency• Each vacancy presented to a focused selection of potential suppliers• You see an outline of the role with key information and earning potential• You pay a small charge to be engaged immediately on the role• Only suppliers that believe they can deliver will pay to access the job• One platform, one contract• Once engaged, you communicate direct and build on-going dialogueA new approach to finding talent
    • 8. TheJobPost: Super-charge your fee income• An extra dimension to your existing business development channels• Selective access to live, fillable roles from new clients• Only engage on roles where you know you can deliver• Reduce time spent cold-calling and more time filling vacancies• Fees and terms agreed up-front• Build new client relationships outside of TheJobPost platformA new approach to finding talent
    • 9. Reviews the job market by sector & focus
    • 10. View the job brief and pay to engage
    • 11. Submit candidates who match the role
    • 12. Easy on-going communication
    • 13. We delivered excellent results for these companiesA new approach to finding talent
    • 14. Nick ProcterRecruitment Team ManagerI’ve been really impressed with TheJobPost – it’sa fantastic platform that enables us to access the very bestagency-sourced candidates in the market, rather than just theones who happen to be registered with the right agencyA new approach to finding talentWe work with some fantastic brands
    • 15. Our platform is already delivering• 34,000 specialist UK recruiters registered on the platform• Over 300 UK employers using the platform• Typically no more than 3 recruiters engaged per vacancy• Current CV to interview ratio of 3:1• Typical salary range posted between £20,000 - £150,000• Average fee percentage of 18%A new approach to finding talent
    • 16. We offer a simple solution that offers real returns• You sign one contract– allowing swift access to a range of new jobs and opportunities• You can vary your fee based on expertise– engage at a high rate where you are strong; lower where you are developing• Eliminate time spent cold calling– begin working on new roles as and when you need• You gain introductions to new customers– prove your worth in a controlled trial and begin building a long term relationshipA new approach to finding talent
    • 17. Super-charge your fee incomeA new approach to finding talent
    • 18. Technology & the Modern DayRecruiter #TechRec13
    • 19. Thought Leadership Marketing ToWin Clients & Candidates
    • 20. 2013/14 Will See A Huge Shift InThe Way Recruitment Business IsDone
    • 21. In The Age of The Thought Leader /The Goto Person
    • 22. Case Study
    • 23. Recruitment Agency Objectives• Elevate the agency company brand• Break into new markets• Identify decision makers and budget owners• Engage decision makers and budget owners• Decrease dependency on outbound calling• Increase candidatedatabase size• Develop a candidateengagement strategy
    • 24. Recruiter Agency ProcessesRecruiter Assessment• They were cold calling budget owners and candidates• Their calls were infrequent and only made when they had acandidate or a role to promote• The feeling was that the budget owner and candidates didnot like receiving these calls• They felt they had poor relationships with budget ownersand candidates• The recruiter felt like “just another recruiter” whenengaging with both principal contacts• They felt they had little to no USP from others• The recruiter was not functioning at 100%. He wasdemoralized
    • 25. Phase1: Company Assets &Market Assessment PhasePhase 2: Marketing Strategy &Development PhasePhase 3: TacticalImplementation PhasePhase 4: Candidate & ClientFollow Up PhaseRecruitment Marketing High Level Phases
    • 26. Phase 1 Assessment Of Company,Market & Competitors
    • 27. Outcome• Understood What Motivated The Market• Clear Understanding Of What SAPModules The Market Were Interested In• Research Showed Travel To Events Was AProblem (Events USA, European City)• Price Was A Challenge• Solution – an Online Summit
    • 28. Phase 2 Marketing Plan Completed
    • 29. Outcome• Marketing Plan To: Global Online SAP Summit BringingTogether The World’s Top Speakers ForFree Elevate & Grow The Agency Brand Leverage Other Peoples Data and CreateLead Generation Process Alignment With SAP As A Sector Leader
    • 30. What Is Process To Identifying & HiringWorld Class Speakers?
    • 31. Outcome• 8 World Class Speakers Agree To Present• 8 World Class Speakers Agree To PromoteThe Event For 8 -12 Weeks To TheirDatabase’s• 8 World Class Speakers Agree To ProvideUnique Content Which We Can DistributeWith “In Partnership With <NAME>……..”Giving Us Positioning & Alignment
    • 32. How Did We Get World Speakers To SpeakFor Free?Authors have largedatabases which theywant to communicate with
    • 33. Outcome• Your Agency Name Goes Viral ThroughSpeakers• Relationship Development With VerySenior SAP Managers• Informed Of New Projects When “ChewingThe Fat” About The Event”• Social Gathering Opportunities. “Out ToDinner”….etc
    • 34. How Did We Get SAP On Board?• The Event now has traction & is Live• SAP VP’s and Presidents see how their ownbrand is getting exposure to potentially10’000’s of SAP consultants• SAP see this online format as a groundbreaking event in the industry – they wantto be associated with it
    • 35. Outcome• SAP Endorsed Our Client As A SAP ThoughtLeader• SAP themselves Distributed The Event ToVia Their Comm’s Team• SAP Spoke On The Event With A KeynoteFrom Their Marketing VP• SAP Market Saw Our Client As Aligned WithSAP
    • 36. Phase 3 – Implementation Phase• Each weekrelease a newspeaker to eachdatabase
    • 37. Outcome• Created A Buzz In The Market• Recruiters Have A Reason To Call PotentialClients “How Many Tickets Do You WantTickets To The Event”• Elicit Project Information, Budget OwnerDetails, Size Of Teams• The Director Of Agency Was Asked ToSpeak At A SAP Event
    • 38. Elicit Project Status & Decision Makers
    • 39. Outcome• Decision Makers Register Their DetailsEliciting Project Details and Requirements• Offer Tickets For Entire Teams To Attend• Elicit Information Who Is Decision Maker Contact Details No In Team New Projects In Next 6 Months
    • 40. Elicit Candidate Status – Are They OpenTo A Move?• Place a value of £99 on each seat• Complete a survey and receive a ticket• 10 questions (5 subject - which topics doyou want covered etc)• 5 are related to what will drive thecandidate to change position and give leadgeneration info for the recruiter
    • 41. Outcome• Agency Wins Favour As CandidatePerceives The Agency As “Buying” Them ATicket• The Recruiter Has Contact Details, AReason To Call and Drivers For Candidate ToConsider A Move• Entire Teams Sign Up To Watch The Summit
    • 42. Leveraging OPR (Other PeoplesRelationships)• 12 speakers each with a 10,000+ database= 120,000• Used Social Media, LinkedIn SAP groupUsed our own candidate database• Press release strategy – 2000 newswebsites• Once traction, SAP promoted to their owndatabases
    • 43. Outcome• Agency Brand Goes Viral• The Event Goes Viral• The Brand Grows As Do Consultants• Candidate Database Grows• Decision Makers Perceive The Agency AsMore Than Just Another Recruiter• Now Perceived As Thought Leaders• Reason To Call Candidates & Clients
    • 44. Phase 4 - Post Event CandidateEngagement• 12 hours edit to 12 content videos• Release one video per week• Candidate engagement and positioning fornext 12 weeks• Stay front of mind and build loyalty fromyour candidates
    • 45. Case Study Outcomes• 1246 candidates registered for webinar• 3-400 on webinar live at all times• Knew driving factors for new candidates• SAP endorsed and promoted the company• 12 branded training videos created as content• Stay front of mind and build loyalty from yourcandidates and clients• Greatly decreased the requirement for coldcalls
    • 46. Key LearningYour Agency Will Grow WithStrategic Marketing
    • 47. A Word On Brand…..• Great content leads to a stronger brand• Branding isn’t just name, logo• It’s how we are perceived• How your audience thinks about us• It’s an expectation of experience• Expectation of industry leaders…….• Candidates to believe we have clients• Clients to believe we have thecream of candidates
    • 48. 3 Strategies Positioning Your BrandAs Thought Leaders In 28 Days
    • 49. Write and Publish a Book for PositioningAnd Lead Generation
    • 50. Have a Ghost Writer Create 50 ArticlesFor Next Year
    • 51. Podcast On Industry News & Publish ToITunes Etc
    • 52. Clients and Candidates HaveChoice. The Thought Leader / GotoMan Will Lead The MarketContact at:uk.linkedin.com/in/thermi-------End
    • 53. Technology & the Modern DayRecruiter #TechRec13
    • 54. BIG DATA & ITS RELEVANCEIN RECRUITMENT
    • 55. About Broadbean
    • 56. • Google runs over 2 million searches• Apple has 50,000 App downloads• YouTube users upload 48 hours of new video• 571 new websites created• 200 million + emails sentEvery minute of the day• Brands and organisations receive 35,000+ ‘likes’ on Facebook
    • 57. So, Big Data
    • 58. 75%OF SENIOREXECUTIVESFROM OVER 500COMPANIES SAYTHEY AREWASTING MORETHAN ½ THE DATATHEY HOLD
    • 59. •••••
    • 60. it’s not how big the DATAisSo…it’s how you MANAGE it…
    • 61. Consider this….95-98% 50%
    • 62. job board performanceApplication perVacancy Apr 2011 toMar 201316.5017.5018.5019.5020.5021.5022.5023.5024.50Nov.10 Feb.11 Jun.11 Sep.11 Dec.11 Apr.12 Jul.12 Oct.12 Jan.13 May.13NumberofResponsesResponses Per Ad21% increase in Applications Per Vacancyover last 2 yearsConsider Impact ofwider economicconditions on this?
    • 63. Rise of the Aggregators0100002000030000400005000060000700008000090000100000Dec-09 Dec-10 Dec-11 Dec-12IndeedJob RapidoPaid Board Average
    • 64. Social Media – the Bb facts050001000015000200002500030000Dec 2009 - Ad Volumes05000100001500020000250003000035000Dec 2010 - Ad Volumes010000200003000040000500006000070000Dec 2011 - Ad Volumes010000200003000040000500006000070000Dec 2012 - Ad Volumes
    • 65. Candidate rankingtoolsOrganisecandidates in usefulhotlistsHave a joined upapproach with yourCRM
    • 66. Easy access to pastapplication historyResearch frompublicly availabletools
    • 67. BrandDevelopment
    • 68. ‘People are our greatest asset’
    • 69. All previousapplicants can bestored and madeavailable to thewhole businessSearch using bothkeywords andfacetsTag candidates toadd value to futuresearches
    • 70. Which sourceswork best for you?When should I lookto advertise?
    • 71. Summary• The big data phenomena is as relevant to recruitment as it is to allindustries• Many companies are still making do, even where the opportunity existsto be much more structured and far more informed• Forward thinking recruitment companies are pushing ourdevelopment in this area and driving the need for new products
    • 72. Technology & the Modern DayRecruiter #TechRec13
    • 73. LinkedIn Confidential ©2013 All Rights ReservedTransforming the way the world worksAmy MillerUK MarketingLinkedIn
    • 74. Technology and the Modern Day RecruiterMost Popular Most EndorsedEarliest Adopter Most ConnectedSimonLewisRichardPrimeJohnDustyMillerDavidHay
    • 75. Our Mission.Connect the world’s professionals to makethem more productive and successful
    • 76. EverywhereWork wherever ourmembers workInsightsBe great at whatyou doIdentityConnect, find, andbe found
    • 77. 87225m+Registered members asof February, 20134M+Australia17M+India 4M+SE Asia7M+Canada77M+USA12M+BrazilEuropeAmericas34M+APAC39M+80M+2M+DACH4M+Italy5M+France4M+Spain4M+NL11M+UK200+Countries and territories63%Of LinkedIn members areoutside of the USLinkedIn’s global footprint is expandingEMEA50M+UAE1M+1M+Sweden
    • 78. What does this mean for businesses?
    • 79. HireThe best talent inthe marketSellBuild long termrelationships withclientsMarketIncrease your brandawareness
    • 80. HireEngage the world’s bestpassive talent.
    • 81. The very best candidates are happily employed
    • 82. There are fundamental differences between active and passivecandidatesActive Candidate- Ready to apply online- Searching for opportunities- Responds quickly- Accepts best job offered nowPassive Candidates- Do not have a current CV- May listen to opportunities- Seek additional information- Will move for the right job
    • 83. LinkedIn Confidential ©2013 All Rights Reserved 93What are these professionals doing on LinkedIn
    • 84. Employee Departing to… Employees Hired from…Connecting Talent with Opportunity at Massive ScaleChanging the game with insights2851741981101411748519711373‘Dummy data’ Talent Flows of LinkedIn Members: Q3 2011 – Q2 2012Is your company leading the ‘race for talent’?
    • 85. MarketEngage most effectivelywith professionals
    • 86. We can compare your reach and engagement vs. peersLinkedIn Confidential ©2012 All Rights Reserved 96Employer ofchoiceWeaker employerbrand101Peers:• Hays• Huxley Associates• Majenta Solutions• Montash• Origin Legal Ltd• ProgressiveRecruitment• Harvey Nash• Real Staffing Group• Vertical ITof
    • 87. It all starts with your presence on LinkedInYour chance to showcase your Talent and your CompanyYour Employee’s Profiles- The first thing potential candidates see- Daily contact with your clientsYour Company Pages- Promote your expertise- Showcase live rolesYour Followers- Build trusted relationships with awider network- Engage potential clients & candidates
    • 88. Talented professionals are connecting with your companyProfiles visited by…members per monthNote: employee profile viewers and company page viewers reflect unique members visitingEmployees on LinkedIn4,208Missed opportunity to influence these professionalsCompany pageVisited by…members per month584~4598
    • 89. Your target talent is networking with your employeesNote: number of professionals visiting reflects unique members visiting your employees profiles4,208 professionals visit your employees’profile pages every monthTop job functions Top viewer companies©2013 LinkedIn Corporation. All Rights Reserved.99
    • 90. Build a community: Engage, analyse, optimizeEstablishCompanyPresence• Company Page• GroupsAnalyse &Optimise• Brand Reach• Company FollowersAttractAudience• Work With Ads• Follow Us Ads• LinkedIn APIEngage inConversation• Post CompanyStatus Updates• Share content viaemployee networks
    • 91. 101Engage with Professionals Actively Following your Company61%Of members are more likely to shareinformation as a result of following acompany79%of members are interested injob opportunities fromcompanies they are followingSources: 1. Internal LinkedIn data, October 2012;378%More Likely to accept an InMail
    • 92. SellBuild trust with clients
    • 93. Build trust and develop long term relationshipswith clientsDevelop(Client Mapping)Retain(Delivery & Results)Acquire(Inbound & Outbound)
    • 94. Transforming the way the world works.
    • 95. Case Studies©2013 LinkedIn Corporation. All Rights Reserved. 105
    • 96. Hire: Astralis106Challenge: Source executive level niche candidates, notcurrently looking for new opportunitiesSolution: Combine LinkedIn’s network & advanced searchfunctions with recruiter expertise & receive responses to50% of InMails sent• LinkedIn Talent solutions paid for itself within six weeks• Accelerated time-to-hire by as much as 50%• Reduced advertising spend on traditional job boards• Almost one third of revenue generated from utilising LinkedIn solutions“Very few recruitment companies take full advantage of LinkedIn. For us, it’s a valuable businesstool.”– Mark Knapper, Managing Director, Astralis
    • 97. Market – Stott and May107Challenge: Increase brand awareness in the marketSolution: Used LinkedIn media solutions to drivefollowers and increase brand ambassadors• Combined media solutions to engage members at every touchpoint within LinkedIn• Increased followers by 10 x in the first 3 months of the campaign
    • 98. Sell - Emerald Technology108Challenge: Business Development in New MarketsSolution: Set up a LinkedIn Group to revealuntapped talent pools in remote territories• Set up a LinkedIn Group – now at 13k members.• Reached connections beyond their network.• Kept up to date with latest news & insight on specific industry (indifferent countries)• Connected with and landed passive candidates via LinkedIn beforethey even began job hunting.– Ian Mullen, Executive Recruitment and Marketing Consultant, Emerald Technology‘The strongest thing that we found with LinkedIn is that we have access to a large network of people whotrust us a brand and ask questions and advice about the market in general, not necessarily in recruiting’
    • 99. Technology & the Modern DayRecruiter #TechRec13
    • 100. Technology & the Modern DayRecruiter #TechRec13
    • 101. Integrating leading recruitmenttechnology for maximum efficiencyMark BrittonMarketing Manager
    • 102. www.crimson.co.ukIntroductionThe leading recruitment solution for Microsoft Dynamics CRM
    • 103. www.crimson.co.ukIntegration: ‘the act of combining or adding parts to make a unified whole’Collins English Dictionary: ‘the whole is greater than the sum of its parts’AristotleSynergyCombining actions, systems or processes to give a much greater resultthan that of the individual elements.Integration and Synergy
    • 104. www.crimson.co.ukHow important is integration?
    • 105. www.crimson.co.ukThe impact of new platforms
    • 106. www.crimson.co.uk2012 Quarter 4 Sales0.7m 2.6m 2.7m 6.2m7.3m 43.5m 144.7m
    • 107. www.crimson.co.ukMobile apps integration
    • 108. www.crimson.co.ukIntegrating recruitment solutions
    • 109. www.crimson.co.ukYour recruitment solutionWhat is it?• A single solution or a combination of systems and websites?• Does it support your processes or it used only when it must be?• Is it a single source of your most up to date information?Do you…• Search multiple networks for candidates?• Advertise your roles externally?• Test candidates?• Use electronic timesheets?• Have strong real-time management information?
    • 110. www.crimson.co.ukEverything in one placeRegister VacancySearch CandidateNetworksAdvertisePositionsTest CandidatesReview Selections& ApplicantsSubmit only thebestInterviews andOffersCreate and issuepaperworkManage invoicing
    • 111. www.crimson.co.ukPlatform solutions vs. Recruitment software
    • 112. www.crimson.co.ukBenefits of an integrated solution
    • 113. www.crimson.co.ukQuestions
    • 114. Technology & the Modern DayRecruiter #TechRec13

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