Your SlideShare is downloading. ×
LinkedIn - Strategic Recruitment Leadership
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

LinkedIn - Strategic Recruitment Leadership

559
views

Published on

Published in: Business, Technology

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
559
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
134
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Strategic Recruitment Leadership Is Your Organization Keeping Pace?
  • 2. Historically, recruitment hasn’t been particularly efficient And outcomes have often been less than optimal
  • 3. It all started with the help wanted sign Invite people to apply…
  • 4. And they will. Often LOTS of people will apply.
  • 5. Congratulations. You’ve hired the best person for the job… or have you?
  • 6. Actually, you hired the best of those who happened to be looking right when you posted
  • 7. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Engaging the BEST talent, not just active job seekers 7 20% Semi-active & active 80% Passive & Super-Passive
  • 8. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Unemployment rate for in-demand skills 8 Source: http://online.wsj.com/article/SB10001424127887323936804578229873392511426.html Biomed. Engineers Petroleum Engineers Real Estate Appraisers Insurance Underwriters Computer Hardware Financial Analysts .4% .6% 1% 1.7% 1.9% 2.3% National Avg. 7.6%
  • 9. 4000+ On LinkedIn in the United States Software Developer
  • 10. Highly variable impact Excellence is vital Marginal variable impact Competence is adequate
  • 11. Highly variable impact Excellence is vital Marginal variable impact Competence is adequate
  • 12. are equal ROLES Not all RECRUITING CHALLENGES are equal Not all
  • 13. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Diversity of impact Adequate vs. star Difficult to find/hire High demand/low supply 13 Increased Quality + Reduced Time + Reduced Cost BIG IMPACT
  • 14. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Monthly uniques Source: Comscore LinkedIn: A deep, wide, and rich talent pool 14 85M+ N. America 20M+ L. America & Caribbean 65M+ Europe, Middle East & Africa 39M+ Asia Pacific 238M+ Members Worldwide 1M New Members/Week
  • 15. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Insights Be great at what you do Everywhere Work wherever our members work Identity Connect, find, and be found 15
  • 16. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Increasingly integral to the life of today’s professional 16 ! ! !!
  • 17. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Source: LinkedIn survey of 272 recruiting leaders in North America, February 2013 Two years ago Currently Two years from now Screening/ interviewing applicants Posting jobs Pipelining talent Employer branding Social recruiting 24% 22% 19% 16% 10% 6% 4% 6% 10% 3% 5% 6% 2% 7% 12% Where do you spend your time? 17
  • 18. NEW MINDSETS for today’s recruitment 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 2 3 4 5 6 1 Career Opportunities NOT Job Descriptions
  • 21. Careers are a lot like shoes Preferences differ, and fit is extremely important
  • 22. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS A different target… 22 Active Candidates §  Regularly visit job boards & career sites §  Have a current resume §  Eager to read job descriptions §  Likely to apply for a variety of positions §  Don’t visit job boards or career sites §  Don’t have current resumes §  Unlikely to read a standard job description §  Likely will listen to the right opportunity Passive Candidates
  • 23. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 23 …Requires a whole different approach ü  Focus on what they will do and become, not what qualifications they have. ü  Start a career conversation, don’t lead with job descriptions. ü  Initial evaluations based on their LinkedIn profile, not their resume. ü  Willingness to ‘play the long game.’ Build relationships. Build a pipeline of talent for the future.
  • 24. 3 4 5 6 2 Recruiting IS Marketing 1 Career Opportunities NOT Job Descriptions
  • 25. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 25 Great recruiters think about jobs the way marketers think about products Strong brands move people toward purchase long before they enter the store
  • 26. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 26 Through decision making process 57% Due diligence begins Purchase decision Consideration list formulated First contact with supplier Source: http://www.executiveboard.com/exbd/sales-service/the-end-of-solution-sales/index.page
  • 27. Do you think people treat CAREER DECISIONS any less seriously?
  • 28. Most InDemand Employers 2013 It’s not about free food and ping pong tables
  • 29. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 29 Source: http://www.mckinsey.com/insights/leading_in_the_21st_century/how_leaders_kill_meaning_at_work A multiyear research project found that of all the events that can deeply engage people in their jobs, the single most important is making progress in meaningful work
  • 30. 30 The most engaged employees are motivated by a sense of pride §  They are proud to tell others where they work §  They care deeply about the future of the organization §  They are inspired by company leadership and by those they work with
  • 31. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 31
  • 32. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Millennials will comprise the majority of the workforce by 2015 32 2015 2020 2025 2030 2040 Builders Baby Boomers Gen. X Gen. Y Gen. Z Source: U.S. Census Bureau
  • 33. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 33
  • 34. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Large company or small, every recruiter should think like a marketer Bold, memorable visuals with lively colors Focus on employees through videos and quotes that emphasize culture Arresting copy that grabs the reader Multiple page versions highly targeted to visiting talent Custom Ads with a branded look 35
  • 35. 36 Increasingly, your competitors are leveraging their employer brand Are you?
  • 36. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Talent leaders know that brand matters 83% Say employer brand has significant impact on ability to hire great talent 37
  • 37. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Employer brand investment is rising 38 51 41 9 Spent Same Spent Less Spent More “Did you spend more, less or the same on Employer brand in 2012 compared to 2011?”
  • 38. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS A Strong Talent Brand Is… 39 ü  Relevant– To the target audience ü  Consistent– Must build trust ü  Credible– Must deliver on its promises ü  Inspirational– Will connect on an emotional level ü  Unique– Set itself apart from its competitors
  • 39. CultureAuthenticity Dialogue Consistency EngagementAwareness Employer of choice
  • 40. “Recruiters’ 10 years from now will be preoccupied with marketing, PR, community building, and employment branding. The ‘War for Talent’ will be a ‘War of Relationship Marketing’.” Matthew Jeffery Global Head of Talent Strategy & Innovation HR Talent Acquisition, SAP UK Ltd.
  • 41. Recruiting IS Sales 4 5 6 3 1 Career Opportunities NOT Job Descriptions 2 Recruiting IS Marketing
  • 42. great SALES PEOPLE are always selling
  • 43. great RECRUITERS are always recruiting
  • 44. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS ü  Actively seek great prospects ü  Pick up the phone; reach out; engage ü  Build relationships ü  Challenge people to think differently Great recruiters do too Sales people…
  • 45. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Mindset Structure Culture 46 A Sales Team Individual Organization
  • 46. Sales teams measure lots of things, but they MANAGE on the few measures that move THE BUSINESS FORWARD
  • 47. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS The sales funnel 48 SOLD! Qualified Prospects Proposals Solution Overviews
  • 48. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS The recruiting funnel is no different 49 Hires Qualified Profiles Interviews Interested Responses
  • 49. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Regardless of organization size 50 Hires Qualified Profiles Interviews Interested Responses
  • 50. Ed Nathanson Head of Talent Acquisition Rapid7 “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.”
  • 51. 5 6 4 1 Career Opportunities NOT Job Descriptions 2 Recruiting IS Marketing Every Employee IS An Ambassador Recruiting IS Sales3
  • 52. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Me Every employee a hub 53 Every profile view AN OPPORTUNITY
  • 53. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Engaging, friendly picture Who wouldn‘t want to work with Stacy? Links to branded destinations Killer summary Written in the first person, oozing with passion. Descriptive headline That goes beyond the title OTHER FEATURES WE LIKE •  Core skills, endorsed by her network •  Volunteer experiences •  Just enough on prior positions to build credibility Lead by example The anatomy of a well-branded recruiting profile
  • 54. Roll it Out
  • 55. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Warming up passive talent 56 High Very High Extreme Moderate Low
  • 56. 6 5 1 Career Opportunities NOT Job Descriptions 2 Recruiting IS Marketing Harness the POWER of Data Recruiting IS Sales3 4 Every employee IS an ambassador
  • 57. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Do your hiring managers want you to find this little guy? 58 Do you use data to make conversation MORE productive?
  • 58. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Present your hiring managers with data, not opinion 59 Every “requirement”: 3 Remove or alter a second: 71 Remove or alter one: 19 Remove or alter a fourth: 126 Remove or alter a third: 82
  • 59. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Planning to expand? Is talent acquisition at the table? 60 LinkedIn Recruiter Sourcing tool AND a talent pool analytics tool
  • 60. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS If you measure it, you can manage it Recruitment is an art, but you can use science to bring out the best in your artists 61 Test different approaches when reaching out to passive talent Communicate Success throughout the organization Share best practices with your peers
  • 61. 6 1 Career Opportunities NOT Job Descriptions 2 Recruiting IS Marketing Be STRATEGIC Recruiting IS Sales3 4 Every employee IS an ambassador 5 Harness the POWER of data
  • 62. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Elevating the recruiting function 63 Strategic Continuous pipelining Continuous multi- channel engagement Powerful talent brand Employer of choice Talent data guides business strategy True strategic leadership Developing Early shift toward passive talent Some social recruiting Building awareness Defined employer value proposition Traditional Post and pray Agency reliance Reactive Start from zero Foundational Strong sourcing capabilities Targeted engagement Employees as talent brand ambassadors Success metrics Where is your organization today? Where do you want to be?
  • 63. 1 Career Opportunities NOT Job Descriptions 2 3 4 5 Recruiting IS Marketing Recruiting IS Sales Every employee IS an ambassador Harness the POWER of data 6 Be STRATEGIC 6 Steps to Passive Talent Recruiting Excellence
  • 64. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS LinkedIn Core Solution Personalized Job Targeting The right job, in front of the right people, even when they aren’t looking. Talent Brand Development Leverage your authentic brand to improve applicant quality and quantity. Strategic Sourcing Find your ideal candidates and engage them, quickly and easily. 65
  • 65. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Target candidates with the most relevant jobs
  • 66. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Showcase your talent brand on LinkedIn
  • 67. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Showcase your talent brand on LinkedIn Jim Young Account Executive, xyzCo San Francisco Bay Area | Software Addison Augusto Sr. Account Executive xyzCo– San Francisco, CA Current xyzCo, Account Excecutive Previous Acme System, Associate Account Executive Education San Jose University Eric Robertson Product Manager at xyzCo Picture Yourself at xyzCo
  • 68. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Talent Brand ROI 69 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
  • 69. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Find and engage your ideal candidates
  • 70. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS A virtuous cycle of recruitment excellence Strategic Sourcing Personalized Job Targeting Talent Brand Development 71
  • 71. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Highly variable impact Excellence is vital Marginal variable impact Competence is adequate A new model for today’s recruitment challenges

×