1. Soluções de recrutamento
Nossa missão:
Conectar os profissionais do
mundo para torná-los mais
produtivos e
bem sucedidos.
2. Soluções de recrutamento
Por que os profissionais estão no LinkedIn?
Identidade
Perfis profissionais Conectar, encontrar
e ser encontrado
Networking
Ser grande no que
se faz
Insights
3. Soluções de recrutamento
238 MM+
Membros no mundo
2 novos
Membros por segundo
Linkedin: Pool Global de Talentos
+20.000
Empresas clientes no mundo
91M+
12M+
22M+
14M+
1 em cada 3 profissionais no mundo
8. Soluções de recrutamento
Encontre os melhores candidatos, não apenas
aqueles que te procuram
Passivos
80%
238MM
Ativos
20%
membros
LinkedIn members last year
20
9. Soluções de recrutamento
Candidatos ativos e passivos requerem
abordagens diferentes
Candidatos Ativos
Em busca de emprego
- Buscas em sites de emprego
- Procuram por várias oportunidades
Candidatos Passivos
Fazendo melhor o seu trabalho
- Desenvolvem redes de conexões
- Escutam apenas propostas
apropriadas
10. Soluções de recrutamento
Conforme as empresas aprendem a buscar talentos passivos,
a aquisição de talentos torna-se cada vez mais estratégica
Estratégico:
Baixo Custo
Eficiente
Foco na qualidade dos candidatos
Pool de candidatos pré-mapeados
Reativo:
Alto custo
Trabalho-intensivo
Foco na quantidade de candidatos
Processo dependente de requisição
Desenvolvendo
Fundacional
Estratégico
Tradicional
11. Soluções de recrutamento
Modelo de Maturidade de Aquisição de Talentos
Desenvolvendo
Fundacional
Estratégico
Tradicional
MarcaVagasMétricasCaptação
Reativo, dependente de
consultorias de R&S
Construir um pipeline de
possíveis fortes candidatos
Um time construindo um
pipeline de possíveis
fortes candidatos
“Post-and-pray”
Mostrar a vaga para as
pessoas certas e atrair
candidatos altamente
qualificados
Segmentação e
priorização dos talentos
Estratégia de Marca de
Talentos definida
Métricas e benchmarks
estabelecidos
Marca de talentos
influenciando funcionários
e candidatos
Desenvolver capacidade
interna para focar em
talentos passivos
Vagas em sites de nicho e
em redes sociais
Entendimento da
proposição de valor aos
seus funcionários
Decisões tomadas com
base em dados
21. Soluções de recrutamento
Primeiro entendemos seu alcance e
engajamento no Linkedin
Alcance da sua marca como empregadora
Talentos
Talentos que são familiares com você como
empregador
Engajamento dos Talentos
Talentos que estão interessados em você como
empregador
Pesquisando página da empresa e de
carreira
Seguindo a sua empresa
Visualizando e se candidatando a vagas
Estão vendo perfis dos seus funcionários
Conectando com seus funcionários
39,248
membros
membros
3,491
22. Soluções de recrutamento
Talentos
O Talent Brand Index mede sua atratividade para
com os talentos do mercado
Talent Brand Index
=
Engajamento dos Talentos
Alcance da sua marca como empregadora
GlobalWeb
9%
309.748
membros
membros
27.727
Alcance da sua marca como empregadora
Engajamento dos Talentos
23. Soluções de recrutamento
Nós conseguimos fazer um benchmark do seu Talent
Brand Index vs. seus pares para mensurar quão
efetivamente você engaja com talentos no Linkedin
Empregador de
Escolha
Marca
Empregadora mais
Fraca
108
Peers:
• Allied Telesis
• BOURBON
• Diamond Offshore
• Ensco plc
• Norskan Offshore
• OSM
• Seadrill
• Subsea 7
• Transocean
of
26. Soluções de recrutamento
Três componentes que trabalham juntos para aumentar a
efetividade do recrutamento:
Busca
Pró-Ativa
Engajamento
Automático
Busca Estretégica e Criação
de Pipeline de Candidatos
Métricas e
Dados
Divulgação de Vagas
Personalizadas
Desenvolvimento da
sua Marca de
Talentos
28. Soluções de recrutamento
28
“disseram confiar o cargo a
engenheiros civis, duas
citaram os engenheiros
mecânicos e outra optou
pelo engenheiro naval.
Cinco anos de experiência
no ramo e mais uma
especialização técnica –
em rodovias, estruturas ou,
como pedem três dos
executivos entrevistados,
petróleo – completariam o
perfil do profissional dos
sonhos das construtoras.”
Fonte: Revista Veja de 23 de Maio de 2012, matéria de Capa
29. Soluções de recrutamento
Macaé = 18
Experiência: 3-5 & 6-10 anos = 60
Indústria: Óleo e Gás = 641
Local: Rio de Janeiro = 38.900
Cargo: Gerente OR Contratos = 53.400
Engenheiros no Brasil = 347.000
30. Soluções de recrutamento
Erica da Silva
Gerente de TI
J Macedo
Gerente de TI
Gerente de TI
Juniper Networks
LiveOps
Gerente de TI
31. Soluções de recrutamento
Erica da Silva
Gerente de TI
Join the team that is transforming the future.
We are passionate about what we do.
CompaniesHome | Sitel
Jobs
Ariel Hsiao
Amazon
ABOUT Watch the video for a peek into the fast-
paced world at our headquarters. Every
day, our employees are working on
exciting projects that make a real
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Check out the links below for more about
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Gerente de TI
Todd Logan
VP of Finance
Emily Meinhardt
Account Executive
Hillary Carroll
Manager of Operations
Gerente de TI
Gerente de TI
Gerente de TI
Director of Information Technology
Director of Information Technology
Senior Gerente de TI
Senior Gerente de TI
Careers
32. Soluções de recrutamento
Por que investir na sua marca de talentos?
3 motivos para investir na sua marca de talentos
Reduzir o custo por
contratação em até 50%.
Reduzir a rotatividade de
pessoal em até 28%.
Influenciar o diálogo com
candidatos.
91%
de empresas aumentaram,
ou pelo menos mantiveram,
seus investimentos na marca
de talentos em 2012.
33. Soluções de recrutamento
Como trabalhar sua marca de talentos no LinkedIn
Pense em recursos visuais.
Com imagens, você pode fornecer uma perspectiva
real da sua empresa.
Pense no ambiente digital.
A sua mensagem deve ser sucinta. A reutilização
de conteúdos impressos pode não funcionar online,
onde a capacidade de atenção é menor.
Pense em vídeos.
Candidatos terão um interesse mais profundo na
sua empresa se ouvirem histórias de pessoas reais.
A inclusão de vídeos deve ser uma parte integral da
sua estratégia.
Pense em personalização.
Adapte o seu conteúdo de acordo com os perfis do
LinkedIn de seus visitantes. Segmente a sua Career
Page com base no cargo, setor, localidade e outras
qualidades de seu candidato.
[Note: Important to get the client’s agreement up front that passive candidate recruiting is a key to success]Because LinkedIn is a professional network, it’s home to both passive and active job seekers Getting passive candidate sourcing right is critical to achieving your recruiting goalsMany of today’s best candidates are not looking for a jobHowever Recruiting passive candidates requires a very different approach from recruiting active candidates.While active candidates frequent job boards and seek out many opportunities, passive candidates spend their time networking. They’ll listen to opportunities, but only if it’s the right opportunity for them.LinkedIn is the only platform that can help you recruit both passive and active candidates[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
By becoming more strategic and less reactive, companies are able to increase the efficiency of their teams and increase quality of hire. [Link this statement back to the client’s explicit goals & challenges].Remaining status quo won’t help solve the issues we discussed.
In order to meet your key TA objectives [reference their specific objectives, which you should have already uncovered during discovery], we should first take a look at the evolution of recruiting and where your organization is today. Many companies are moving toward a model where they’re developing sourcing expertise in-house, using automation to personalize their job opportunities, ensuring the right talent brand is in front of the right individuals and arming their recruiters with access to the right talent pools. They are moving away from a reactive, traditional model and towards a proactive, strategic approach (Note: From bottom to top, each row in the framework represents a recruiting capability):SOURCING: From agency reliance to developing in-house sourcing and pipelining expertiseJOBS: From post-and-pray to targeted & personalized job matchingBRAND: From no consideration of talent brand to developing an employer branding strategyMETRICS: From no metrics established to using talent data to improve recruiting effectiveness and ultimately shape business strategyWhere do you think you are in this evolution? [Have a conversation with the client and calibrate where they think they are in this process vs. what you think and come to a mutual agreement. Anchor them so that you can create a vision of where they can go next.]:Many clients will start at the “Developing” stageThe LinkedIn Core Solution helps get them to “Foundational.” This is a necessary first step.Clients already using the LinkedIn Core products can then think about more advanced strategies to get to the “Strategic” stage in the longer term (e.g., through Student recruiting, Campaign media, Branding Accelerator, Followers, etc).
How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
Recruiter brings you the best Talent Search on LinkedIn, period.Get Unlimited Access: all names, full profiles.First, you get access to all names and full profiles. Not just those in your 3-degree network, allowing you to ace even the toughest searches in functions, industries or even locations you’re not well connected into.Find the Best, much Faster: all premium search filters. Second, premium search filters, some of which have been developed exclusively with recruiting in mind, allow you to zero-in exactly on the profiles you’re looking for in just a few clicks. No need to build advanced queries: you refine on the fly, with really powerful criteria such as “years of experience”, “years in current position”, “function”, “current company”, “groups” and many more.Contact Candidates Directly: 50 InMails / mth. Response guaranteed.Third, after finding just the right profiles, you can contact them directly in a trusted environment: the LinkedIn homepage and the email address which they tied to their LinkedIn account (personal email if they prefer that your emails do not end up on their work inbox). The very high response rates of InMail will surprise you. As if that was not enough, InMails that go unanswered get credited back after 7 days and rollover to the next month if unused. Think of 50 InMails / month as 50 replies from candidates / month!
Implementing this core strategy will help you solve the challenges we discussed earlier.There are three key things companies do to dramatically increase their hiring effectiveness on LinkedIn.The first is proactive sourcing—using LinkedIn to find and engage the very best passive talent. Recruiter is the best sourcing tool out there, and recruiting teams are using Talent Pipeline features to become more proactive in managing pipelines of talent. Since organizations typically don’t have the bandwidth to source every hire proactively, it’s critical to be able to engage talent automatically to scale your recruiting efforts. The second element of the solution is personalized job targeting. Since we know that your target talent is on LinkedIn, we first need to ensure that all your professional roles are on the LinkedIn network. LinkedIn’s matching algorithm will serve up the right job to the right candidate, to ensure that only qualified candidates will be exposed to your open opportunities.The third element is developing a talent brand on LinkedIn. Companies are tapping into their employees’ networks and leveraging company pages to promote their brand and attract talent.These aren’t three independent pillars, but rather three elements of a single solution that reinforce one another.When companies post all professional jobs on LinkedIn, these jobs make their employer branding content more relevant for each candidate. Likewise, communicating a rich talent brand and leveraging employee profiles to connect with candidates creates a more compelling reason for candidates to apply to your job postings. Finally, when candidates understand what opportunities are available and have encountered your employer brand, they’re much more likely to respond to outreach from your recruiters, which makes your team’s proactive sourcing efforts more effective.By adopting this holistic strategy, organizations hire more of the right candidates for their roles.
Each time Eric logs into LinkedIn, he sees relevant jobs targeted to his professional background.Through the “Jobs You May Be Interested In” module, your jobs automatically target members right on their homepages using LinkedIn’s matching algorithm. The majority of these members are passive candidates who will only be shown jobs relevant to them.
[NOTE: Remove slide if customer has already bought a LinkedIn Career Page]Another common thing members do on LinkedIn is research companies. ### professionals visit your company page each month. They may come from an employee’s profile, from a search on LinkedIn, from Google, or from another source.Today, though, they only see basic information about your company, and how they’re connected to your employeesAgain you’re missing an opportunity to truly engage them.[Note: This excludes employees viewing their own company’s page]