1. Our HR Service Delivery Model
LinkedIn Recruitment

2. 2
know your LinkedIn recruiters
• Abhi sharma is LinkedIn recruiter dedicated to MEA.
• He has strong IT recruiting experience and has served clients like
SFDC, GE, Cisco, HCL, Cognizant etc.
• Strong experience in sourcing profiles for IT, Non-IT and gaming
• Know him more at in.linkedin.com/pub/abhinav-
• Sandip Sah is LinkedIn recruiter dedicated to APAC(India)
• He has strong global IT/SCM recruiting experience within several
• Strong experience in sourcing profiles for Information Technology,
• Know him more at https://in.linkedin.com/in/sandip-sah-82626a23
MEA Region
APAC Region

3. 3
know your LinkedIn recruiters
• Praveen Bhandari is a LinkedIn recruiter dedicated to Europe
region.
• Responsible for social Recruiting in European countries.
• Level of hiring is Technical Experts, Manager, Senior Manager
and Country Heads for different functions
• Know him more at https://in.linkedin.com/in/praveen-bhandari-
• Varun Kocher is LinkedIn recruiter dedicated to APAC(Ex India)
• He has strong IT recruiting experience and has served clients like
Verizon, HP, BT, HCL and many more.
• Strong experience in sourcing profiles for Information Technology,
Sectors.
• Know him more at https://my.linkedin.com/in/kocharvarun

4. 4
know your LinkedIn recruiters
• Parveen Khatri is LinkedIn recruiter dedicated to AMEA.
• Responsible for social Recruiting in European countries.
• Level of hiring is Technical Experts, Manager, Senior Manager
and above, going up to the Regional and Country Heads for
different functions.
• Know him more at https://uk.linkedin.com/in/parveen-kumar-
57a70882
• Manish Chandra is Senior LinkedIn recruiter dedicated
to Global regions.
• Responsible for team mentoring, supporting recruiters
in niche skill requirements to save high cost ASAP and
knowledge sharing.
• He has strong IT recruiting experience and has served
clients like Apple Inc., HP, Dell, ESPN, BMS, AT&T and
many more.
• Know him more at

5. at Orange Business Services
 LinkedIn was introducedin 2012 as a means to attract the requiredtalents
 efficient
 digital
 cost effective
 improves our employer brand
• a pilot of the tool was extended globally between 2012-2013
• demonstrated savings of €257 041 in external agency fees, recruitment of 24 positions, with just two dedicated recruiters
• a dedicated LinkedIn recruitment model was deemed necessary to achieve the required success
• a decision was taken to shift the program to the International Shared Services Center in India: recruiting 6 experienced LinkedIn recruiters on a
contract (2015) to permanent (now)
• we saved 373K Euros in 2015 through our new LinkedIn recruitment program, based out of India, servicing all countries
• we expect that the LinkedIn program will continue to build upon our employer brand with more cost saving

6. new LinkedIn model
• keeping focus on increasing usage of LinkedIn as a digital and cost effective tool for recruitmentand support of our employer brand awareness
• transfer of LinkedIn recruitmentactivities to India under the responsibility of HR Shared Services
• dedicated team of 6 LinkedIn recruiters based in India managing recruitmentneeds for the4 regions with the possibility to handle more positions,
resulting in more cost savings (1 recruiter per region & 1 senior recruiter to support all regions + initiate change management process and best
practices to maximize the ROI)
• increase in number of Job Slots (from 6 to 25)
• LinkedIn Recruitersin HRSSC to be responsible for recruitingthrough LinkedIn for identified positions in EUR, AME, APAC and MEA.
• positions include management,strategic, sales and hard to fill with high cost saving value
• handle 8-10 positions at a time (total 48 max positions at a time to justify the bandwidth )
• work with hiring managers to fully understand position requirements
• collaboratewith Local HR teams on recruitmentefforts, streamlinedprocess
• manage job openings through PIMS in collaboration with Local HR
• post positions on LinkedIn, review LinkedIn profiles, effectively manage all applicants building a talent pipeline
• we anticipate saving up to €1000k in agency fees by end of 2016 through our new LinkedIn recruitment program,based out of India, servicing all
countries

7. 7
1. efficient
2. faster
3. digital
4. cost savings
5. employer brand
Why sourcing on LinkedIn is important?

8. 8
agenda
1. LinkedIn recruitment process
2. LinkedIn detailed work instructions
3. Communication to local HR

9. 9
LinkedIn Process

10. 10
agenda
1. LinkedIn recruitment process
2. LinkedIn detailed work instructions
3. Communication to local HR

11. 11
Detailed work instructions - sum-up
 Hiring manager contact local HR for job sourcing/posting
 Local HR will explain/recommend LinkedIn to hiring manager being cost saving
method (vendor vs LinkedIn)
 If LinkedIn is chosen then position cannot be shared with the agencies for 7
days.
 LinkedIn recruiter create a ticket in ask HR on behalf of the hiring manager to
post/source on LinkedIn (after the discussion with the hiring manager.)
 LinkedIn recruiter discuss the requirements with hiring manager.
 LinkedIn recruiter will post/source for the requirement.
 LinkedIn recruiter do pre-screening, interviews
 LinkedIn recruiter provide a short list of candidates to hiring manager within 7/14
days
 LinkedIn recruiter plan interviews between candidate and manager and local HR
(TP if required)
 End of service provided by LinkedIn recruiter

12. 12
agenda
1. LinkedIn recruitment process
2. LinkedIn detailed work instructions
3. Communication to local HR

13. 13
topics covered during pre-screening interview
 Introduce Orange Business Services
 Present job opening
 Current position
 Previous positions
 Education, certifications
 Specific required skills
 Career path expectations
 Reasons for leaving
 Current salary, expectations
 availability

14. 14
Feedback to manager with short listed candidates + CV
Name Positio
n
Company Years
exp
Degree Current
salary
Salary
expectation
s
Availabilit
y
comment
s
A
B
C

15. 15
performance
 Response time for short list => ask HR
 Voice of customer => ask HR
 Positions posted on LinkedIn => tracker
 Positions sourced on LinkedIn => tracker
 Positions filled on LinkedIn => tracker, PIMS
 Cost savings => tracker

16. 16
Communication with local HR
Plan conference calls with local HR + resourcing SPOC in each
region
Present
– - the new process
– - the detailed work instructions
– - the contact names

17. 17
LinkedIn connections
LinkedIn Company page
LinkedIn Careers page – global
LinkedIn Careers page – Egypt
LinkedIn Careers page – Brazil
LinkedIn Careers page – India
LinkedIn Careers page - France
LinkedIn guidelines
LinkedIn tracker
above links are active when slide is in presentation mode

18. 18
thanks