[THIS IS JUST A TITLE SLIDE - This graphic represents the “cloud” conversation of various recruiting / social media topics]First, let’s look at what’s hot in our space today:What professionals of Talent Acquisition view as key recruiting trends What is Social recruiting Why you need to hire passive talent
Industry expert Lou Adler uses this graphic to demonstrate the “sweet spot” for engaging with the best talent, i.e.passive candidates. The X and Y axis chart the change in a professional’s growth / impact within his/her role over the course of time in the position. As the best talent matures in their existing role / job function, they eventually encounter a point where the job’s returns begin to diminish. (Overworked, no longer challenged, want to do something different, etc.)There are 5 stages to professionals in a situation like this, and it’s important to engage them at the right time, i.e. early on. So you don’t only have a strategy that makes you reach the leftover.The best talent to reach are those in the first 3 stages: they get recruiter into the next opportunity by their network (ex-managers, ex-colleagues) and by the best recruiters before they even finalize their resume – Is that the people you’re going after?“Explorers”: Begin to open their eyes and ears for new opportunities. “Sure, if something really good came my way”“Tiptoers”: Begin to tell their close friends / colleagues that they’d be interested in a new role. “Let me know if you hear of anything”“Googlers”: Begin searching online for companies they’d be interested in working for. “Oh, I know that company – let me see if they’re hiring.”“Networkers”: Begin connecting to others with the hopes that someone will reveal an opportunity. “I’m actively seeking a new role – let’s connect”“Hunters”: Begin applying to any and all relevant positions they find online. “Dear Sir or Madam – Please find my resume attached.”
Because professionals find great value in LinkedIn (insights, opportunities, etc.), they join, engage and invite others to join, making LI the largest, global professional network.And with every invite, this network keeps growing. And fast. A new member joins every second. They come from all corners of the globe, growing the network by 1MM new members every 9 days.> 65MM+3MM / month
A look at LinkedIn’s incredible growth over the past 7 years.With about half a billion professionals on the planet: we’re only getting started!
The most common misperception is that a strong personal network on LinkedIn will bring you enough access to our members.Consider this. If a well connected recruiter on your team has 500 connections, she has, on average, access to full profiles and names of only 8% of the network. i.e. only 8% of the network is in her3-degree network. With 500 connections, she can only contact 0.001% of professionals on LinkedIn directly and needs at least one person to forward her message if she wants to reach 8% of the network. Can she depend on others' goodwill to do her job effectively?And 500 is quit a lot of connections. Probably much more than the avg recruiter on your team.30 connections get you access to only names and full profiles of 0.5% of the network.50 connections, 1%100 connections, 2%Our corporate recruiting solutions not only will put all your recruiters on the same level, it will above all, unlimit their access to the world's largest pool of passive candidates.
With our Recruiting Solutions all limits are removed: recruiters on your team have access to all members.It means the ability to access all names and full profiles from search.And much more of course.By the way, do you remember Jane, our super start sales person?Well, she was not in your network, so you may very well have missed her. [IDENTIFY JANE IN THE BACK UPPER RIGHT OF CROWD]With our tools, not only will she be within your reach, we will also ensure that you can identify her really easily.What is the cost to you and your company of missing that incredibly qualified candidate only because they’re just outside of your personal network?
Let’s start with our first family of products.We call it “insourcing”. Why?Because it lets you source on LinkedIn for once.But it also allows you to bring even the toughest searches back in-house (instead of allowing an agency to own your pipeline and charge you hefty placement fees), making your department even more strategic.Insourcing also means that all your employees can easily be involved in the search for the best talent: we’re making it easy for them to refer talent.
Members distribute your Jobs: The avg job on LinkedIn gets forwarded 11 times!The major difference between posting a job on a traditional job board and LinkedIn is that jobs posted on a professional network are NOT static.Instead of sitting on a web page just waiting to be found, the community of professionals starts forwarding them, helping connect the right talent with the right opportunity.Your jobs even reach passive candidates.when someone forwards: they do that because they know that the recipient is a good fit, is likely to be interested or is likely to know someone who is.We Reveal the Best Matches: Our algorithm shows you the best candidates. You discover the best matches out of more than 70MM professionals seconds after posting. It is another way to identify and go after passive candidates that would not apply to your openings.Flexibility of Slots: Own 1 slot, update the job as often as you likeThink of Jobs Slots as your annual parking spot in which you can switch the car as often as you like.
Recruiter brings you the best Talent Search on LinkedIn, period.Get Unlimited Access: all names, full profiles.First, you get access to all names and full profiles. Not just those in your 3-degree network, allowing you to ace even the toughest searches in functions, industries or even locations you’re not well connected into.Find the Best, much Faster: all premium search filters. Second, premium search filters, some of which have been developed exclusively with recruiting in mind, allow you to zero-in exactly on the profiles you’re looking for in just a few clicks. No need to build advanced queries: you refine on the fly, with really powerful criteria such as “years of experience”, “years in current position”, “function”, “current company”, “groups” and many more.Contact Candidates Directly: 50 InMails / mth. Response guaranteed.Third, after finding just the right profiles, you can contact them directly in a trusted environment: the LinkedIn homepage and the email address which they tied to their LinkedIn account (personal email if they prefer that your emails do not end up on their work inbox). The very high response rates of InMail will surprise you. As if that was not enough, InMails that go unanswered get credited back after 7 days and rollover to the next month if unused. Think of 50 InMails / month as 50 replies from candidates / month!
Recruiter will make your best recruiters even better and your less successful recruiters as good as your best:Boost Productivity: Multiple tools to get to talent faster. Recruiter boosts productivity: 1-to-many InMails and saved templates let you contact more candidates in less time Saved Searches and Search alerts let you find new talent that matches your criteria even when you’re working on something else. You can be the first to get to candidates! Project folders let you stay on top of each search by saving the Req, search queries, interesting profiles and more in the same work spaceGet your Team on the same Page: Visibility into colleagues’ projects, notes on candidates and more.Get all your recruiters on the same page:No more duplication of effort or stepping on each others’ toes.With shared folders, your team can share notes on candidates, searches, contact history and InMail templates.Maintain Sourcing Activity: Team activity history stays with your companyDon’t lose weeks & months of work when your recruiters leave your team:Unlike with personal accounts, the sourcing activity and history of a seat holder does vanish when a recruiter leaves but can be re-assigned to another team member.And we also help you with your OFCCP compliance efforts.
Accurate targeting of many candidates: Highly targeted audiences based on your criteriaDirect contact, direct reaction: Top of LinkedIn front page + Landing page with custom call-to-actionWe manage your campaign: Give us your criteria and copy, we will deliver leadsThink of Talent Direct as an email campaign on steroids. Only legal.It’s your way to efficiently send a direct message to many members that precisely match your search criteria.We manage that campaign for you so you quickly end up with the names and contact information you need. You will reach them directly at the top of the LinkedIn home page.With strong response rated, This will help you build a strong pipeline of passive candidates in no time.
Get their attention: Make your message relevant to your target [POINT TO COPY]Leverage graphics too: Show them why they’ll thrive at your company [POINT TO BANNER]Capture a new lead: Customize your call-to-action [POINT TO LEAD FORM]
Where best to advertise and build your recruitment brand than on a site where professionals want to be better at what they do and think about having better careers?Advertising where the best of them never go and / or go only where they are actively looking (i.e. traditional job boards) may not let you build your brand with the people you want to attract. Highly Targeted Advertising: By industry, function, seniority, and moreAdvertising on LinkedIn brings you the ability to target exactly who you need, in the right context, in ways that get noticed, where professionals share insights and advice, increasing the odds that someone you touch would then share positive stories of your company with their peers. The targeting we provide is really unmatched: By industry, function, seniority, and more.Benefits of targeting:Make sure you reach the people you needOptimize your spend by Reaching only these peopleMake the message very relevant to them, e.g. if you’re talking to designers in the apparel industry, your message We can also help you inform your advertising strategy and measure the impact of your campaigns.
Your ads stand-out: get noticed in LinkedIn’s streamlined and elegant environmentReach with precision: your ads find the members that match your targeting criteria, allowing you to serve a very relevant messageMaximize impressions: don’t spend money on advertising to professionals you don’t seek
Professionals interested in or intrigued by opportunities at your company will start researching you and your company. With your company profile is only 1 click away from your job post, your InMail or your employees and your own profile: make sure you put your best foot forward!You Control your LinkedIn PresenceControl what appears on your Career page. Differentiate your brand with videos, polls, and moreEngage Candidates with the Right ContentYour content adapts to the viewer, based on their LinkedIn profile. For instance, engineers will see messages and employee stories that you target to engineers only and sales professionals will see content that is compelling to sales people.Your Employees Build your Employer BrandYou can Showcase authentic stories from your best ambassadors. Authenticity is key: people have learned to tell a marketing line from a genuine employee story.Think also of featuring your recruiters: it will make it all much more genuine and personal.Mid to Senior level professionals really don’t like not knowing who they’re dealing with when they’re applying to a job.Here, we see a <ENGINEER> from your company, providing a testimonial….
Use the appropriate supporting Logo Slides that follow.
REMOVE MACY’S AND OFFICE MAX
LinkedIn recently made the front cover of Fortune Magazine’s April issue. [Note, this slide is animated, and will reveal 3 quotes.]
The US Cellular case study is available online at http:/talent.linkedin.com/resources
The Logitech case study is available online at http:/talent.linkedin.com/resources
The SAB Miller case study is available online at http:/talent.linkedin.com/resources
The ArcSightcase study is available online at http:/talent.linkedin.com/resources
Hiring Solutions Presentation
Recruiting Solutions<br />Tuesday, September 07, 2010<br />v<br />
Most Essential Trends in Recruiting<br />3<br />What do you consider to be the three most essential and long-lasting trends in recruiting? <br /> Feb 2010 Survey – 395 US respondents<br /> – internal leads of Talent Acquisition<br />Note: otherchoicesincludedreducingdependenceon traditional job boards; ensuring jobs postedreach multiple sites; using CRM forhiring; revitalizingcareer sites; recruitingglobally; using employee blogs to recruit; jobs SEO; using video; mobile phonerecruiting; and offshore sourcing.<br />
What keeps Recruiting Leaders up at night?<br />4<br />What are you afraid your competitors might be doing when it comes to their recruiting strategy? <br />Feb 2010 Survey – 395 US respondents – internal leads of Talent Acquisition<br />Note: other choices included improve ways to track quality of hire; prioritize positions to focus on first; train existing team members; complete competitive analysis; negotiate different pricing with vendors<br />
Most Essential Trends in Recruiting<br />5<br />What do you consider to be the three most essential and long-lasting trends in recruiting? <br /> Feb 2010 Survey – 395 US respondents<br /> – internal leads of Talent Acquisition<br />Note: otherchoicesincludedreducingdependenceon traditional job boards; ensuring jobs postedreach multiple sites; using CRM forhiring; revitalizingcareer sites; recruitingglobally; using employee blogs to recruit; jobs SEO; using video; mobile phonerecruiting; and offshore sourcing.<br />
Find & engage the best passive talent<br />12<br />
LinkedIn Jobs Network: Let our jobs do your job<br />Members distribute your Jobs<br />We reveal the best matches<br />Flexibility of Job Slots<br />13<br />
LinkedIn Recruiter:VIP access to the world’s superstars<br />Get full access to names &full profiles <br />Find the best, much faster<br />Contact candidates directly<br />14<br />
LinkedIn RecruiterMake your teams ultra efficient<br />Boost productivity <br />Get your team on the same page<br />Maintain sourcing activity<br />15<br />
LinkedIn Talent DirectQuickly build a strong candidate pipeline<br />Reach many passive candidates with precision<br />Direct contact, direct reaction<br />We manage your campaign<br />16<br />
Talent Direct Campaign<br />17<br />Your branded banner ad is prominently featured<br />Get their attention with customized & relevant messages<br />Calls to action include graphical button, text link, or in-line form capture<br />
Recruitment AdsBuild your recruitment brand with precision <br />Highly targeted advertising<br />Ads stand out<br />Insights inform andmeasure your campaigns<br />18<br />XYZ LOGO HERE<br />
Recruitment Ads<br />19<br />Reach your ideal candidates with precision<br />Your ads stand out on LinkedIn pages<br />Maximize impressions by reaching the right audience<br />
LinkedIn Career PagesBring life to your recruitment brand<br />20<br />“Our team here at XYZ is on the cutting edge of the latest technology. Coolest job ever!”<br /><ul><li>Control your LinkedIn presence
Notable Customers in Industry & Aviation<br />33<br />Companies < 1,000 employees<br />
“Using services like this on the Internet has been able to bring down the time it takes to fill the positions, by nearly half.”<br />“Facebook is for fun. Tweets have a short shelf life. If you're serious about managing your career, the only social site that really matters is LinkedIn.”<br />“While online job boards like Monster.com focus on showcasing active job hunters, very often the most talented and sought-after recruits are those currently employed. “<br />34<br />
Case Study: U.S. Cellular<br />35<br />Challenge:Pinpoint hard-to-find professional & technical candidates in telecom for highly specialized roles<br />Solution: LinkedIn Recruiter as a replacement for “big boards”<br /><ul><li> Finding higher-quality candidates faster
Over $1M USD in annual savings</li></ul>“No more post-and-pray. We find better depth and breadth of candidates, plus we’re saving over $1 million this year.”– Elisa Bannon, Director of Talent Acquisition, U.S. Cellular<br />
Case Study: Logitech<br />36<br />Challenge:Reach the best talent for vital director and executive roles<br />Solution: LinkedIn Jobs Network drives posts virally to the right candidates<br /><ul><li> Reaching higher-quality talent
Fills 60% of open high-level positions</li></ul>“Where it used to take 70 days to fill a director or vice president position, today, it takes around 40 days. This makes it much easier for our hiring managers.” – John Zwieg, WW Director of Staffing, Logitech<br />
Case Study: SAB Miller<br />37<br />Challenge:Find global mid-senior level candidates for top level leadership teams and talent pipelines<br />Solution: LinkedIn Recruiter enhances sourcing activities and builds pipeline<br /><ul><li> Referrals help fill key roles quickly
Relationships with future global talent</li></ul>“In the last year, SAB Miller has saved approximately £1.2 million through direct sourcing; the majority of these through relationships on LinkedIn.” – Jennifer Candee, Head of Talent Acquisition, SAB Miller plc<br />
Case Study: ArcSight<br />38<br />Challenge:Quickly identify, contact and hire highly-specialized talent in today’s expanding enterprise security market.<br />Solution: LinkedIn Recruiter makes team more productive, cuts costs<br /><ul><li> Saved Searches and Search Alerts
Avoiding duplication of effort</li></ul>“LinkedIn Recruiter has saved us approximately two hundred thousand dollars — maybe more. Plus the savings of time for me and my team is invaluable.”– Matt Driscoll, Director of Global Recruiting, ArcSight<br />
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