6 Key Trends for Today’s Recruitment Opportunities
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We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
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6 Key Trends for Today’s Recruitment Opportunities
- 1. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 6 Key Trends for Today’s Recruitment Opportunities Fergal O’Keeffe Talent Solutions LinkedIn
- 2. • What stage of the recruiting journey are you on? • What 6 Key Recruiting Trends are we seeing? • Why will I work for you? • How does it all work? Agenda
- 3. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Elevating the Recruiting Function 3 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
- 4. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Elevating the Recruiting Function 4 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 SourcingEngagingBrandingData
- 5. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 5 Strategic Internal and external talent engagement Engage everywhere, including mobile World class marketing of talent brand Talent data guides business strategy True strategic leadership Developing Early emphasis on passive talent Job board and social recruiting Defined employer value proposition Traditional Agency reliance, reactive Post-and-pray Foundational Sourcing excellence, team-wide pipelining Targeted engagement Employees as talent brand ambassadors Success metrics SourcingJobsBrandMetrics Where is your organization today? Where do you want to be? Elevating the Recruiting Function
- 6. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS NEW MINDSETS for today’s recruitment opportunities
- 7. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 1 2 3 4 5 6 1 Career Opportunities NOT Job Descriptions
- 8. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Challenge Impact Opportunity
- 9. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 3 4 5 6 2 Recruiting IS Marketing 1 Career Opportunities NOT Job Descriptions
- 10. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS
- 11. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Recruiting IS Sales 4 5 6 3 1 Career Opportunities NOT Job Descriptions 2 Recruiting IS Marketing
- 12. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS The recruiting funnel is no different 12 Hires Qualified Profiles Interviews Interested Responses
- 13. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 5 6 4 1 Career Opportunities NOT Job Descriptions 2 Recruiting IS Marketing Every Employee IS An Ambassador Recruiting IS Sales3
- 14. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Every Employee is a Brand Ambassador 14 Every Profile view is AN OPPORTUNITY
- 15. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 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
- 16. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS If you measure it, you can manage it 16 Test different approaches when reaching out to passive talent Communicate Success throughout the organization Share best practices with your peers
- 17. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 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
- 18. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 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
- 19. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS How does it work? Personalised targeting of all professional Jobs Recruiter with Talent Pipeline for full team Branding and jobs on employee profiles Branded Career Page Traffic-driving ads Strategic Sourcing and Pipelining Personalised Job Targeting Metrics and Analytics Talent Brand Index Product usage and impact Talent insights 19 Talent Brand Development
- 20. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Elevating the Recruiting Function 20 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 SourcingEngagingBrandingData
- 21. ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Thank you Fergal O’Keeffe Talent Solutions LinkedIn
Editor's Notes
- Welcome to our webcast……introduce yourself. If you have any technical questions or questions for me please use the chat function and speak to Cliona Moulton who will be able to assist you. We have a huge number of registrants for today’s webinar so I would suggest you dial in using your phone to ensure you can hear everything properly.
- Our mission: Connect the world's professionals to make them more productive and successful. Five years ago, when we drafted this mission, LinkedIn had just over 30M members (among an addressable audience of 600M knowledge workers.) We closed 2013 with nearly 10x that figure, 277M, and are growing at the fastest absolute rate of growth in our history.
- At one time or another, pretty much every organization was here: let’s call it “Traditional recruiting”. Reactive req filling. Starting from zero for each new hire. Posting and praying, and outsourcing to agencies when that isn’t meeting your needs. Generally speaking this is inefficient, produces suboptimal results in terms of time to hire and quality of hire, and can be very expensive. Many companies have told us that budget for job boards and agencies was dispersed across various lines of business and various hiring managers, and when they eventually tallied it all up it was much more than they realized. As organizations begin to develop toward a more strategic approach to talent acquisition, they start to do a number of things differently. While posting and praying continues to be part of the picture, they start to shift at least part of their efforts toward sourcing passive talent in vital areas of the business. While still largely reactive, they begin to utilize social media to build awareness and push opportunities out to a wider network and they begin to see the benefits of doing so. They also define their employer value proposition and are generally able to enunciate who is best suited for their organization and why. Moving further up the strategic staircase, things are a whole lot different from what they once were. Strong internal sourcing capabilities have been established and are recognized throughout the organization. The talent acquisition team (or person as may be the case in a small company) is a trusted advisor to the business leaders and the natural go-to for the vast majority of hiring needs, even for tough to fill roles. No longer can the approach be classified as reactive, as there is a concerted, ongoing effort to engage key talent in critical areas and keep them warm for future openings. Employees across the organization understand their role in attracting top talent, and they think and act as talent brand ambassadors. At this stage we also see data really coming into the picture and beginning to influence talent acquisition decision making. Many organizations won’t get past this point, but stop for a moment and reflect on how different this is from where they started. The top of the strategic ladder, where the best of the best are heading, looks something like this: Continuous pipelining of talent for numerous roles. Continuous multi-channel engagement of that talent to maintain and strengthen relationships. A powerful employer brand and genuine status as an employer of choice. And talent acquisition data an essential part of the strategic direction of the organization.
- That’s true strategic leadership, and even if your company is miles away from that, understand where the function is heading. Understand where at least some of your competitors are heading. Things are changing quickly and embarking on this journey is of vital importance to the long-term competitive position of your company.
- Where is your organization today? Where do you want to be? What steps are you taking to get there?
- In order to realign your recruiting activities, you need to embrace a number of fundamental changes taking place in talent acquisition today. The new mindsets these changes call for lay the foundation for passive talent recruitment success.
- At LinkedIn we have the tremendous pleasure of working with thousands of companies around the world, of every size and every imaginable industry. We also have incredible data on who is attracting what talent, and how. As a result, we’re able to put together a really clear picture of what it takes to become really good at passive talent acquisition. It really boils down to six key areas. The first is a very clear understanding that passive talent is not interested in job descriptions. They already have jobs. Often, great jobs! They’re busy being excellent at what they do and they aren’t looking for a new job. As a result of this simple fact, everything you do has to be different from what you’ve been doing with active job seekers. They don’t want a lateral move, but they will likely consider a genuine career opportunity; an opportunity to fundamentally improve the trajectory of their career.
- The second key mindset necessary to really excel at passive talent recruiting is an understanding that today’s recruiting is a lot like marketing.
- The third reason why understanding millennials is important is because it focuses you on the meaning of the work your organization does, and that’s at the heart of an authentic talent brand. Can you clearly enunciate what your organization stands for? How you are different from your competitors? What it means to work for your company? Most companies aren’t going to change the world, but getting to the heart of what you stand for is vital to building and projecting a powerful, authentic talent brand that will enable you to attract, engage, and hire those people who share similar values and motivations.
- Marketers create demand and build the foundation. Sales people take it the rest of the way through to the close. The third key to passive talent recruiting excellence is understanding that recruiting is a lot like sales.
- The recruiting funnel is no different. Sales minded recruiters and recruiting teams identify the top talent in relevant fields. That’s the top of the funnel. They then set out to engage them, whether they are looking for work or not. Remember, sales people don’t start by wondering if someone is “looking to buy”. Why should recruiters start with wondering if someone is “looking to make a move”? If a product or service meets important needs and is aligned with important values a sale is always a possibility. Sales-minded recruiting is no different. Most people are open to a conversation about their favorite topic… themselves! Once you get them talking it’s a matter of understanding their values and motivations, understanding what is and isn’t working for them in their current role, and what it would take for them to consider a move. Together, you determine if there might be a fit with your organization. A full funnel is a powerful resource, enabling the company to grow, to quickly respond to opportunities, and to fill critical roles quickly and with high caliber talent.
- Alright… so let’s review where we’re at: We’re clear that passive talent doesn’t respond like active job seekers do. The bar is higher. It’s about career opportunities not job descriptions. It’s about a much more collaborative approach to presenting an authentic value proposition. It’s about looking for genuine, mutually desirable fit. We’ve talked about how recruiting is increasingly about marketing. About brand building. About becoming an employer of choice. We’ve talked about how recruiting is increasing about sales. About prospecting. About engaging. About building a talent funnel to secure success for a long time to come. With these crucial mindsets in place, it’s time to recognize and leverage the talent acquisition power of everyone in your organization. It’s hard to overstate what a difference this can make.
- Do you know what this is? It’s an InMap. A visual representation of one individual’s network on LinkedIn. You’re at the center of your InMap and all of your first degree connections are represented by a dot, color coded based on how you know them. You can make your own if you go to www.linkedinlabs.com. It’s pretty amazing to see your network laid out before your eyes like that. I guarantee you that if you employ engineers, there are a lot of other engineers in their networks. If you employ sales people, there are a lot of other sales people in their networks. One can hardly progress through their career without meeting and forming relationships with others in similar fields and with similar interests. That fact, together with the fact that the number one activity on LinkedIn is viewing the profiles of your first degree connections (those in your network) creates a very powerful dynamic. Not only are a LOT of people viewing your employees’ profiles, they are very often people with the same sorts of skills and experience that you want to hire! When your employees have robust LinkedIn profiles, full of passion for what they do and pride in who they do it with, they aren’t just making themselves look good… they’re making the entire organization look good! Remember, people want meaning… they want engagement… they want their work to matter, and where better than at a company filled with passionate, engaged coworkers and leaders!
- The next thing to think about is data. Data changes conversations. Data changes minds. Data changes strategies and business models. Those organizations, and those individuals, that come armed with data tend to fare much better than those who do not. It’s no different in today’s recruiting world…
- What’s the best approach when reaching out to passive talent or writing a job posting? A detailed message? A quick attention grabber? Some though-provoking questions about their career and their future? Test and find out. If you manage a team of recruiters, it’s inevitable that some will do aspects of the job better than others. Measure and challenge top performers to teach their peers. Sun Life Financial, a large financial services firm headquartered in Canada does a great job of this. The recruiters who are best at searching out scarce talent teach others. Those best at engaging passive candidates teach others. It’s a continuous process of measurement, sharing best practices, and team-wide improvement. Having the data at your fingertips is also vital for communicating success throughout the organization. Making a clear ROI case for the executive team. Proving your impact to hiring managers. Demonstrating the power of engaging every employee as an ambassador… That’s the power of data. Recruiting is an art, but you can use science to bring out the best in your artists.
- What all of this is building toward is a fundamental elevation of the recruitment function. A progression over time from service provider to strategic partner. From order taker to leader. From cost center to business driver.
- Embracing these six mindsets and operating differently as a result is vital when fishing the deep waters of the passive talent pool.
- In order to implement this core strategy, we recommend the following: Place all professional jobs on LinkedIn Own the ad space on your employees’ profiles so that their networks are aware of relevant opportunities at your company Deliver a relevant employer brand via your LinkedIn career page Enable your entire team to proactively and effectively source top talent
- That’s true strategic leadership, and even if your company is miles away from that, understand where the function is heading. Understand where at least some of your competitors are heading. Things are changing quickly and embarking on this journey is of vital importance to the long-term competitive position of your company.
- Thank you for taking the time for our 30 minute webcast. Please expect an email containing the recording of this webinar with the presentation which you can share with your colleagues. A member of our team will be in touch with further information if required.