Recruiting SolutionsJohn Holland GroupCase StudyDiscovering new talent ina competitive market“We are finding LinkedIn to be resourceful andcost effective in finding those high level, high Objectives:calibre candidates that have traditionally been • E xpand candidate pool in contractingdifficult for our industry to source.” global market • ngage passive talent using a cost-effective ETracey Henderson approachGroup Manager Recruitment and Resource Planning • Increase brand awarenessJohn Holland is one of Australia’s leading and most diversified Solution:contracting, engineering and services providers. Attracting • Create a Gold LinkedIn Career Pagehigh level candidates is key to building talent pipelines for • T arget potential candidates with LinkedIn AdsJohn Holland and, according to Group Manager Recruitment • U tilise LinkedIn Recruiter to directly contact Resource Planning Tracey Henderson, most recruitment highly relevant candidatesavenues remain extremely competitive and “high performance,high calibre candidates are at times difficult to track down.” Why Use LinkedIn? • P rofessional and high-calibre marketDirectly engaging passive candidates in this competitive market • A ccess to untapped passive candidateshas its challenges, so John Holland has built its own internal • H ighly efficient and cost-effective methodrecruitment teams to focus on target searches in the passive of contact • Measurable ROImarket space. LinkedIn was recognised as a cost-effectiveavenue to build relationships with a huge range of potentialcandidates as well as to increase overall brand awareness for Results:the company. • M onthly Career Page views rose from 20 to 1,090 • 70% year-on-year growth for Career Page 4 followers to reach 8,300 followers in April 2012 • ohn Holland’s employees are highly engaged J on LinkedIn. They have over 1 million 2nd degree connections.