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Success with LinkedIn for Higher Education Customers | Talent Connect Vegas 2013
 

Success with LinkedIn for Higher Education Customers | Talent Connect Vegas 2013

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LinkedIn’s Talent Solutions products are not just for corporate customers. In this panel from Talent Connect Vegas 2013, Donna Salvo from University of California and Jennifer Garrett from Emory ...

LinkedIn’s Talent Solutions products are not just for corporate customers. In this panel from Talent Connect Vegas 2013, Donna Salvo from University of California and Jennifer Garrett from Emory University share their success with LinkedIn.

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    Success with LinkedIn for Higher Education Customers | Talent Connect Vegas 2013 Success with LinkedIn for Higher Education Customers | Talent Connect Vegas 2013 Presentation Transcript

    • Success with LinkedIn for Higher Education Customers Frank Sherfey Key Account Executive, LinkedIn Jennifer Garrett Donna Salvo Manager, Emory University Recruiting Executive Director of Talent Management, University of California Office of the President
    • Emory University and LinkedIn Recruiter The Making of a Partnership
    • Emory: A Destination University Emory University • One of the world's leading centers for discovery and learning • Empowers the active, passionate pursuit of learning for a better world • Ranked 20th among the nation’s top universities by US News & World Report • Business School ranked 7th in the country by Bloomberg Business Week Atlanta, Georgia • Cultural and financial center of the South • One of the nation's most international cities • Georgia is home to more than a dozen Fortune 500 headquarters, including The Coca-Cola Company and The Home Depot; many companies on the list have offices here
    • About Emory • Founded in 1836 by the Methodist Church in Oxford, GA • One of the top 20 National research universities • Emory has one of the largest most comprehensive healthcare systems in the southeast. • Emory employs approximately 28,000 people, including 13,000, faculty and staff members, making Emory the 4th largest private employer in the Atlanta metropolitan area.
    • Human Resources Model Emory University is both a centralized and decentralized organization. Central HR HR Reps
    • Emory University Recruiting Model The Recruiting Department consist of 4 sub-departments: • Open Recruiting – Supports and acts as a strategic partner in all open positions across campus, using a competitive method of evaluating and interviewing. • Emory Search Group (ESG) – Is an internal full cycle internal recruiting firm that works with University Leaders in executive searches and hard to fill positions. Departments are charged a fee for this service • The Dual Career Network (DCN) – Supports spouses and partners of highly recruited staff and faculty transitioning to Atlanta.
    • HR Recruiting Statistics • Emory receives over 100,000 applicants annually • Open Recruitment hires approximately 1,100 Staff annually • Emory Search Group conducts and hires approximately 40 high level executive searches annually
    • Where We Were… • In the beginning we followed the industry model of investing all of our Marketing and Advertising dollars in many recruiting tools, such as: ! Monster ! Career Builder ! Indeed ! Chronicle of Higher Education ! Niche Sites • Transactional Recruiting (Paper Shuffling) • No Return on ROI!
    • What We Did About It… • Purchased LinkedIn Recruiting Product • Live, Up-to-date Profiles (Real-Time) • Robust Reporting Metrics • ROI! LinkedIn Recruiter All Other Products
    • LinkedIn Recruiter User Model • Requirement to hold a seat • Metrics are clear in reporting • Used to source “Passive” talent • Ideal in helping to find the “Purple Elephant”
    • Why LinkedIn Recruiter… • The business case for putting Emory’s marketing and advertising dollars into LinkedIn was a no “brainer”, based on ROI. • With face of recruiting changing to a more social style of recruiting, LinkedIn offered the most ROI for Emory’s dollars and one with a more strategic approach.
    • Where We Are Today… • With the use of LinkedIn Recruiter, we have seen an overall increase in qualified hires. • Can actually track hires back to LinkedIn, thus give real number Return On Investment. • Improved recruiting image & reputation • Recruiting model shift (from transactional to strategic) • Ability to be considered a true and trusted business partner.
    • Recruiting Marketing & Advertising Budget • 90% of the Emory’s Recruiting Marketing and Advertising budget was allocated to LinkedIn Recruiter, while 10% filtered into diversity efforts.
    • Hire Movement • Direct Hires • Silver and Bronze Candidates • 2012 #’s • Still gathering data for FY 2013, but looks to exceed 2012
    • Where We Are Going… • Working on additional seats • Robust Careers Page • Collapsing “small” Emory LinkedIn Groups
    • Emory’s LinkedIn Careers Page
    • University of California Panel Members Bruce Mattos Director of Talent Acquisition & Employment Services UC Berkeley Jessica Driessler Recruitment Supervisor UC San Francisco