1. HR and Social Media
©2013 LinkedIn Corporation. All Rights Reserved.

2. AGENDA
§ Important Recruitment Trends
§ LinkedIn a brief introduction
§ Five things you should do tomorrow

3. FROM ADS TO PROFESSIONAL NETWORKS
THEN
Newspapers & Job boards
Limited audience / Not targeted / No metrics
NOW
Professional Networks
Unlimited audience* / Targeted / Measurable

4. FIVE IMPORTANT TRENDS YOU SHOULD KNOW
1
Professional networks are increasingly impacting quality of hire
2
Employer branding is both a competitive threat and advantage
3
Data is used to make better hiring and branding decisions
4
Companies are investing in hiring internally
5
Companies are figuring out the mobile recruiting terrain

5. Global recruiters agree: Social professional networks
are the fastest-growing source of quality hires…
Top 10 most important places to find quality hires
Increase (+)
Decrease (-)
Sources of Quality Hires
2011
2012
2013
Internet job boards
36%
39%
38%
-1%
Professional networks
20%
26%
37%
+11%
Recruitment agencies
41%
36%
35%
-1%
Employee referral programs
35%
31%
35%
+4%
Internal hires
32%
32%
34%
+2%
Company career website
28%
31%
30%
-1%
Internet resume databases
14%
13%
16%
+3%
Company ATS/internal candidate database
12%
12%
13%
+1%
College recruiting programs
12%
10%
11%
+1%
4%
4%
5%
+1%
General career fairs
“Think about the key quality hires that your organization made in 2012. Which of the following were the most
important sources for those key positions?”
Recruiters are relying more and more on professional social networks to engage top talent.
Stay ahead of the competition by training your team and employees how to be effective.

6. The employer branding war is in full swing
Competitive Threat
Top 3 Threats
1.
Invest in their employer
brand
2.
Improve employee
retention
Learn to use social
networking and social
media more effectively
3.
“What are the things that your competitors have
done or may plan on doing that would make
you most nervous?”
Competitive Advantage
83%
Believe employer brand has
a significant impact on ability
to hire great talent

7. LINKEDIN A BRIEF INTRODUCTION

8. A GLOBAL NETWORK. EVER GROWING
The value increases with every new member
259M+ +2 new 143 M
Members worldwide
Members per second
US & Canada
91M+
Brazil
13M+
Europe, Middle East
and Africa
74M+
Monthly unique visitors
Nordics 4M+
Asia Pacific
42M+
Monthly uniques source:Comscore

9. THE HIGH LEVEL BUSINESS CASE
Quality. Speed. Cost.
Proactivity:
Increases Quality
Increases Speed
Lower Cost
Strategic
Foundational
Established metrics
and benchmarks
Data driven decision
making
Metrics
Understanding
of employee
value proposition
Defined employer
brand strategy
Influential talent brand
engaging employees and
candidates
Brand
Post-and-pray
Jobs on niche boards and
social platforms
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Jobs
Reactive, over-reliant on
agencies
Build internal capabilities
to focus on passive talent
Engage with strong
pipeline of leads and
‘silver medalists’
Team-wide pipelining
with engaged talent
communities
Sourcing
Developing
Traditional

10. WORK WITH THESE THREE COMPONENTS
STRUCTURE
Company Page
CONTENT
Jobs & Status updates
ACTIVITY
”Recruiter”

11. ESTABLISH A STRUCTURE FOR COMMUNICATION
§ Build a clear structure
§ Make it clear how to subscribe
§ Collect a dynamic pipeline

12. PUBLISH CONTENT TO DRIVE ENGAGEMENT
• Publish jobs and reach the right candidates
• Increase awareness through status updates
• Reach people that didn’t know they were looking for a new job

13. REACH THE MOST ATTRACTIVE CANDIDATES
DIRECTLY THROUGH PERSONAL ACTIVITY
• Access +259 million profiles
• Go from recruitment to talent scouting
• Collaborate internally
13

14. FIVE THINGS YOU SHOULD DO TOMORROW
1. It starts with yourself understanding the value of LinkedIn. Do you have a great
profile? Do you follow industry news and interesting companies?
2. Prioritize the quick wins and expand. Take control of your company page. Share
updates to prove immediate results
3. Evaluate your priorities being aligned with the recruitment trends and the
framework ”from traditional to strategic recruitment”
4. Build strategic alliances internally. The use of LinkedIn is often shared over
departments
5. Establish cooperation with your LinkedIn representative, explain your challenges,
near- and long-term objectives and prioritizations