For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results. Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

1. Making the Most of Your Small Businesses Capabilities
How to Win Big Talent as a Small Business
#hiretowin

2. 80% of LinkedIn’s customers are Small-Mid Sized
Businesses
20%
80%
Large
Small-Mid Sized Companies
Large Companies
− Large, complex recruiter team
− Specialization by function
(sourcing, branding) and
audience (college, regions,
functions)
Passive Candidates
- Small team with HR generalist or
solo recruiters
- Team engages in full cycle
recruiting
#hiretowin
2

3. What makes Small Business Unique?
#hiretowin

5. what did
Bob learn
from Emily?

6. 1
Fish in a bigger pond
Think Differently
3
Better tools
2

10. Engaging the BEST talent, not just active job seekers
20%
Semi-active
& active
80%
Passive
& Super-Passive
#hiretowin
10

11. Unemployment rate for in-demand skills
National
Avg.
7.6%
1.7%
1.9%
2.3%
1%
.4%
Biomed.
Engineers
.6%
Petroleum
Engineers
Real Estate Insurance
Computer
Appraisers Underwriters Hardware
Financial
Analysts
Source: http://online.wsj.com/article/SB10001424127887323936804578229873392511426.html
#hiretowin
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12. 4000+
On LinkedIn in
the United States
Software Developer

14. LinkedIn: A deep, wide, and rich talent pool
65M+
102M+
Europe,
Middle East
& Africa
N. America
39M+
Asia Pacific
277M+
+2
Members Worldwide
New Members
per Second
20M+
L. America
&
Caribbean
Monthly uniques Source: Comscore
#hiretowin
14

15. Identity
Insights
Everywhere
Connect, find, and
be found
Be great at what
you do
Work wherever our
members work
#hiretowin
15

18. NEW MINDSETS
for today’s talent opportunities

19. “Hiring the best person available for a position,
rather than the best person who applies to a
job posting, requires a different type of recruiter
and a different type of recruiting process.”
Lou Adler
CEO
Adler Group

20. 1
6
2
1
Career Opportunities
NOT
Job Descriptions
5
3
4

21. A different target…
Active Candidates
Passive Candidates
 Regularly visit job boards &
career sites
 Don’t visit job boards or career
sites
 Have a current resume
 Don’t have current resumes
 Eager to read job descriptions
 Unlikely to read a standard job
description
 Likely to apply for a variety of
positions
 Likely will listen to the right
opportunity
#hiretowin
21

22. Career Opportunities
NOT Job Descriptions
1
6
2
Recruiting
IS
Marketing
5
3
4

23. Great recruiters think about jobs the
way marketers think about products
Strong brands move people toward
purchase long before they enter the store
#hiretowin
23

24. Do you think people treat
CAREER DECISIONS
any less seriously?

25. 2013
Most
InDemand
Employers
It’s not about free food and ping pong tables

26. Large company or small, every recruiter should
think like a marketer
Bold, memorable visuals
with lively colors
Arresting copy
that grabs the reader
Multiple page versions
highly targeted to
visiting talent
Focus on employees
through videos and
quotes that emphasize
culture
Custom Ads
with a branded look
#hiretowin
26

27. 27

28. Talent leaders know that brand matters
%
83
Say employer brand
has significant impact
on ability to hire
great talent
#hiretowin
28

29. Awareness
Engagement
Employer
of choice
Authenticity
Dialogue
Culture
Consistency

30. Career Opportunities
NOT Job Descriptions
1
6
2
3
Recruiting
IS
Sales
5
4
Recruiting
IS Marketing

31. Sales people…
Great recruiters do too
#hiretowin

32. The sales funnel
Qualified Prospects
Solution Overviews
Proposals
SOLD!
#hiretowin
32

33. The recruiting funnel is no different
Qualified Profiles
Interested Responses
Interviews
Hires
#hiretowin
33

34. “Talent acquisition will be run much more like sales
organizations and business partners than HR
organizations, with incentives in place beyond just
“hires” that measure retention and impact.”
Ed Nathanson
Head of Talent Acquisition
Rapid7

35. Career Opportunities
NOT Job Descriptions
1
2
6
Recruiting
IS Marketing
3
Recruiting
IS Sales
4
Every Employee
IS
An Ambassador
5

36. Every employee a hub
Me
Every profile view AN OPPORTUNITY
#hiretowin
36

37. Lead by example
The anatomy of a well-branded profile
Descriptive headline
That goes beyond the title
Engaging, friendly picture
Who wouldn‘t want to work
with Stacy?
OTHER FEATURES WE LIKE
Links
to branded destinations
•
•
•
Core skills, endorsed
by her network
Volunteer experiences
Just enough on prior
positions to build credibility
Killer summary
Written in the first person,
oozing with passion.
#hiretowin

38. Warming up passive talent
High
Moderate
Low
Very
High
Extreme
#hiretowin
38

39. Career Opportunities
NOT Job Descriptions
1
2
Recruiting
IS Marketing
3
6
Recruiting
IS Sales
5
Harness the
POWER
of Data
4
Every employee IS
an ambassador

40. Are you trying to find this little guy?
Do you use data
to make conversation
MORE productive?
#hiretowin
40

41. Understand and analyze data to understand options
Every “requirement”: 3
Remove or alter one: 19
Remove or alter a second: 71
Remove or alter a third: 82
Remove or alter a fourth: 126
#hiretowin
41

42. Career Opportunities
NOT Job Descriptions
1
2
Recruiting
IS Marketing
3
Recruiting
IS Sales
6
Be
STRATEGIC
Harness the
POWER of data
5
4
Every employee IS
an ambassador

43. Talent Acquisition is becoming more strategic as
organizations learn how to engage passive talent
Strategic
Foundational
Strategic
Developing
Low cost
Efficient
Quality of hire focus
Proactive pipeline-based process
Traditional
Reactive
High cost
Labor-intensive
Applicant quantity focus
Req to req process
#hiretowin
43

44. Strategic
Where Developing
is your
organization
Traditional
today?
Where do
Foundational
you want
to be?
Strategic
Low cost
Efficient
Quality of hire focus
Proactive pipeline-based process
Reactive
High cost
Labor-intensive
Applicant quantity focus
Req to req process
#hiretowin
44

45. Career Opportunities
NOT Job Descriptions
1
Be
STRATEGIC
2
Recruiting
IS Marketing
3
6
Recruiting
IS Sales
6 Steps to Passive
Talent Recruiting
Excellence
Harness the
POWER of data
5
4
Every employee IS
an ambassador

46. Better Tools

47. LinkedIn Core Solution
Personalized
Job Targeting
Talent Brand
Development
Strategic
Sourcing
The right job, in front of
the right people, even
when they aren’t
looking.
Leverage your authentic
brand to improve applicant
quality and quantity.
Find your ideal candidates
and engage them, quickly
and easily.
#hiretowin
47

48. Target candidates with the most relevant jobs
%
50
Of all applications for jobs
on LinkedIn come from
“Jobs You May Be Interested In”
#hiretowin

49. Showcase your talent brand on LinkedIn to compete
with larger companies
#hiretowin

50. Showcase your talent brand on LinkedIn to compete
with larger companies
Jim Young
Account Executive, xyzCo
San Francisco Bay Area | Software
Current
xyzCo, Account Excecutive
Previous
Acme System, Associate Account Executive
Education
San Jose University
Picture Yourself at xyzCo
Addison Augusto
Sr. Account Executive
xyzCo– San Francisco, CA
Eric Robertson
Product Manager at xyzCo
#hiretowin

51. Talent Brand ROI
$
%
50
Savings in cost per
hire is associated with
a strong employer brand
Companies with stronger employer brand have
28% lower turn-over rates than companies
with weaker employer brands
Source: LinkedIn Survey, 2010, 2250 Responses
#hiretowin
51

52. Find and engage your ideal candidates at the tips of
your fingers
#hiretowin

54. 10 Small Business Tips
You Can Do NOW!
©2013 LinkedIn Corporation. All Rights Reserved.

55. 1
Put a face to the name

56. 1
Let your network
speak for you
Make your profile come to
life with Endorsements and
Recommendations from
colleagues, employers,
and customers
©2013 LinkedIn Corporation. All Rights Reserved.

57. 2
Your Company Page: The Basics
Create an information hub for talent to learn about your
company by adding a logo, banner image, and description

58. 3
Connect your Team
Encourage fellow employees to add their current position at
your company – they’ll appear directly on the Company Page

59. 4
Search on LinkedIn
Search using keywords that illustrate the attributes you’re looking
for in a candidate; quality talent might exist within your network

60. 4
Search on LinkedIn
Narrow down your results using search facets

61. 5
Engage in
LinkedIn Groups
Join groups that relate to your
hiring goals to identify industry
experts – they could make
great candidates
©2013 LinkedIn Corporation. All Rights Reserved.

62. 6
Get a warm introduction
Leverage your network and get introduced
to potential candidates through mutual connections

63. 7
Reach out with InMail
Message any potential candidate on LinkedIn with InMail. Show you’re
being selective and highlight skills that make them an appealing candidate.

64. 8
Make your interactions count
Be a subject matter expert, sharing relevant information.
Follow the Rule of 3’s
1). Personal post 2). Industry related post
3). Recruiting / Talent post

65. 8
Follow companies
Industry
Jobs

66. 9
Stay up to date with Pulse
300M+ stories are read per month on Pulse.

67. 10
Bring the power of LinkedIn to your
career site

68. A virtuous cycle of recruitment excellence
Strategic
Sourcing
Talent Brand
Development
Personalized
Job Targeting
#hiretowin
68

69. A new model for today’s recruitment challenges
#hiretowin

70. ©2014 LinkedIn Corporation. All Rights Reserved.
#hiretowin
70