#intalentAgenda209:00 - Jeroen Dries – Welcome to LinkedIn Day Brussels09:10 - Jan Vermeiren and Bert Verdonck – The LinkedInStrategy Matrix for Organisations [Guest Speakers]09:40 - Wouter Cappendijk – The World of Recruitment10:15 - Coffee and Networking Break10:30 - The LinkedIn Challenge – How Well do you Know LinkedIn?10:45 - LinkedIn Case Study – KBC10:50 - LinkedIn Customer Story Q & A – Paulina Reizi, Rhea System11:20 - Round Table Deep Dives12:00 - Networking Lunch
Jan Vermeiren & Bert Verdonckconnectemail@example.comT: +32 32 16 27 47@LinkedInBook@JanVermeiren@BertVerdonckNetworking CoachJan Vermeiren and Bert Verdonck are the founderand partner of Networking Coach. They areinternational speakers and authors of twobestsellers: “Let’s Connect!” and “How to REALLYuse LinkedIn”.Feel free to share with your network:FREE online/offline networking e-courseFREE digital version of“How to REALLY use LinkedIn”FREE “LinkedIn Video & Tools Library”Available at:www.networking-coach.comwww.how-to-really-use-linkedin.com
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#intalent 19Grand Place Brussels 3x times a day.
#intalent 2093%of recruiters use or plan to useLinkedIn for recruitingSource: Jobvite 2012 Social Recruiting Survey.
#intalent 21Recruiting is…Source: LinkedIn survey of 226 recruiting professionals in BeneluxMay-July 2012.
#intalentYour biggest concern today?22Source: Brussels Day May 2013 survey.“Recruiting is extremely competitive.The talent pool is small and will onlyget worse this year, I fear.”
#intalentYou’re recruiting in a highly competitive landscape23#1Biggest obstacles to attracting top talentCompensation#2 CompetitionSource: LinkedIn survey of 226 recruiting professionals in BeneluxMay-July 2012.
#intalentYour biggest concern today?24Source: LinkedIn Day Brussels May 2013“Successfully putting a plan intomotion to switch from reactive toproactive recruiting.”
#intalentRecruiting leaders are committed25to proactive sourcing and specialist rolesIf you could add one role to your team right now,what would it be?Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012.#1 Sourcing specialist#2 Employer brand specialist
#intalentYour biggest concern today?26“Having a valid and engaging employerbrand that differentiates is critical.”Source: LinkedIn Day Brussels survey May 2013
#intalentRecruiting leaders are committed to27employer branding91% Companies spent more or the same onemployer branding as prior yearsAgree that employer brand has significantimpact on ability to hire great talent83%Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012.Paul MaxinGlobal Resourcing Director at Unilever
#intalentYour biggest concern today?28Source: LinkedIn Day Brussels May 2013 survey.“Finding the time to engage with passivecandidates and ensuring an engagingexperience for them whilst balancingday to day activity.”
#intalentjob boards are on the decline29Internet job boardsSocial ProfessionalNetworks6% 6%Best sources for key quality hiresFastest-falling Fastest-risingSource: LinkedIn survey of 226 recruiting professionals in BeneluxMay-July 2012 + research ‘De Tijd” January 2013
#intalentRethink how you’re spending your time31What 3 key activities would you like to refocus yourteam on in 20131Source: LinkedIn survey, April 2013Proactive Sourcing74%68Pipelining Candidates%42Employer Branding%
#intalentBe more Proactive (Resourcing)Bert VerhaertHead of Recruitment KBCPrevious KBC Bank & VerzekeringEducation KH LeuvenTips Engage with followers Authentic employer branding Proactive resourcing2
#intalentEmbrace the power of data33Average or poor atusing data78%Utilises data well22%How well does your organisation use data to makehiring decisions?Source: LinkedIn survey of 226 recruiting professionals in BeneluxMay-July 2012.3
#intalentThink like a marketer34Sander SpelemanCommunity Manager at Novellas HealthcarePrevious AmgenEducation Katholieke Universiteit LeuvenTip Know your market and competitive landscape4
#intalentDeep Dive Subjects1. Employer Branding: is this only important when wehave open positions?2. Social Media: an opportunity or waste of time?3. Talent Pool: inefficient use of time or a goldmine?4. Followers/communities/groups: a lot to maintain withsmall returns?
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