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How to interview
and hire
game-changers
Meet your presenters
Christina Southgate
Senior Manager,
Executive Search APAC
LinkedIn
Tegan Oakley
Customer Success
Mana...
 Everyone on the line is muted
 Please type questions into the chat box
addressed to All Panelists
 Dedicated Q&A at th...
Who is a game-changer?
How do you define game-
changing talent at LinkedIn ?
How do you lead the intake meeting
and align key stakeholders ?
Define your RAPID
Stage Description Key Stakeholder
RECOMMEND Recommend a decision or action Hiring Manager
AGREE Formally...
Using the Total Addressable market model to hire
leadership talent
Mastering that pitch aimed
at prospective candidates
How do you use data effectively ?
Setting the stage
for changing the game
Use LinkedIn Recruiter to…
Target your hiring: total
addressable market
(TAM) identification and
analysis
Recognise what t...
Why build talent pools using data
77%
of recruiters say they are more
efficient in their recruiting efforts
when they have...
Quantify the total addressable market
for your hiring manager
Total Addressable Market
Individual possess the
minimum requ...
14
Agree on the target talent
pool after removing or altering job criteria
0 19
71
82
126
Every
“requirement”
Remove or
al...
15
Research and refine the target talent pool with data
16
Get an overview of your talent pool
Order taker versus ADVISOR
Guessing versus KNOWING
Data defined talent conversations
3 things we encourage you to start thinking about
How will you build a RAPID of your stakeholders
while looking for game c...
Questions?
LinkedIn Talent Solutions offers a full suite of tools to
help you find, attract, and hire top candidates. Cont...
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How to interview and hire game changers webcast

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Identifying employees who can take your organisation from satisfactory to exceptional takes both skill and instinct. This webcast will show you how to strengthen relationships with hiring managers, get on the same page with interview teams, and identify the highest-potential, top talent during the hiring process.

Published in: Recruiting & HR
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How to interview and hire game changers webcast

  1. 1. How to interview and hire game-changers
  2. 2. Meet your presenters Christina Southgate Senior Manager, Executive Search APAC LinkedIn Tegan Oakley Customer Success Manager LinkedIn
  3. 3.  Everyone on the line is muted  Please type questions into the chat box addressed to All Panelists  Dedicated Q&A at the end  The presentation and recording will be sent via email after the webcast Housekeeping notes: Toll free call in numbers  New Zealand 0800-16940  Australia 1800-049-813  Singapore 800-101-2599  Hong Kong 800-96-3828
  4. 4. Who is a game-changer? How do you define game- changing talent at LinkedIn ?
  5. 5. How do you lead the intake meeting and align key stakeholders ?
  6. 6. Define your RAPID Stage Description Key Stakeholder RECOMMEND Recommend a decision or action Hiring Manager AGREE Formally agree to a decision – views must be reflected in final proposals ALL Interviewers PERFORM Be accountable for performing a decision once made Executive Search Team INPUT Provide input to a recommendation Compensation & Benefits Human Resources DECIDE Make the decision Hiring Manager RAPID Process
  7. 7. Using the Total Addressable market model to hire leadership talent
  8. 8. Mastering that pitch aimed at prospective candidates
  9. 9. How do you use data effectively ?
  10. 10. Setting the stage for changing the game
  11. 11. Use LinkedIn Recruiter to… Target your hiring: total addressable market (TAM) identification and analysis Recognise what talent & skills are available in the marketplace Know where companies source specific skills from Understand which companies have the largest critical mass of skills Set expectations with your hiring manager
  12. 12. Why build talent pools using data 77% of recruiters say they are more efficient in their recruiting efforts when they have a solid understanding of the market and talent pool they are recruiting for 75% of recruiters don’t use talent pool insights during intake or kickoff meetings with hiring managers 71% Yet 71% say they would use talent pool insights if it they were easily available, shareable, and understandable LinkedIn Talent Solutions Survey, (Dec 2014)
  13. 13. Quantify the total addressable market for your hiring manager Total Addressable Market Individual possess the minimum requirements + a few desired job requirements Software Engineer + Java AND C++ + Sydney, Australia + Medical Industry + ERP Technology Software Engineer Java AND C++ AJAX + Sydney Australia Ideal candidates
  14. 14. 14 Agree on the target talent pool after removing or altering job criteria 0 19 71 82 126 Every “requirement” Remove or alter one: Remove or alter a third Remove or alter a third Remove or alter a fourth: Once you do this your hiring manager, you will have realistic talent pool of prospects to go after.
  15. 15. 15 Research and refine the target talent pool with data
  16. 16. 16 Get an overview of your talent pool
  17. 17. Order taker versus ADVISOR Guessing versus KNOWING Data defined talent conversations
  18. 18. 3 things we encourage you to start thinking about How will you build a RAPID of your stakeholders while looking for game changing talent ? What are the top 3 things that you would like to highlight in your pitch while pitching a job ? How can you use data to communicate and add value to hiring manager conversations ?
  19. 19. Questions? LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. visit https://business.linkedin.com/talent- solutions/contact-us

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