This document outlines LinkedIn's philosophy around candidate experience. It discusses defining candidate experience, who owns the candidate experience at LinkedIn, and LinkedIn's candidate journey process. The candidate journey process involves initial contact by a recruiter, an interview process with preparatory materials and feedback, an offer process including discussing details and support for resigning, background checks with communication, and onboarding with a welcome package and buddy program. Examples are provided of positive candidate feedback praising the recruiter for her support, communication, and making the experience positive.

1. “I got rejected – you guys rock!”
The LinkedIn candidate experience

2. What we will cover today
Who am I?
How do we define “candidate experience”?
What is the LinkedIn “candidate experience” philosophy?
Who owns it?
What is the LinkedIn candidate journey?
Can you give us some examples please?
Any questions?

3. Introduction
10+ years experience in Talent Acquisition
Joined LinkedIn in May 2014
Leading recruitment for Northern Europe with a team of 4
One thing that is not on my LinkedIn profile

4. Definitions
Can|di|date
1. A person who applies for a job or is nominated for election
2. A person or thing regarded as suitable for or likely to receive a
particular fate, treatment, or position
Ex|peri|ence
1. Practical contact with and observation of facts or events
2. An event or occurrence which leaves an impression on someone

5. Our Philosophy
Members first – all candidates we engage with are at the same
time members of our platform and users of our products.
Talent Brand – our aim is to achieve a higher NPS from rejected
candidates than from those who got offered a role with LinkedIn
and to cultivate LinkedIn brand ambassadors.
Open, honest & constructive – all candidates who completed an
interview with us are entitled to detailed feedback to help them
improve for future interviews.
“Talent is our number one operating priority.”
Jeff Weiner, CEO LinkedIn

6. The Five Methods of Identifying Talent
©2013 LinkedIn Corporation. All Rights Reserved.
Talent
Acquisition
Hiring
Manager
IT
HR
HireRight
Interview
Scheduling
Team
Facilities
Interviewers
Who owns the candidate experience?

7. New TAM Method
1st
Contact
• Discovery call with recruiter
• Email more information about the company
• Follow up conversation
Interview
Process
• Videos and links to prepare for interview
• “Welcome IN” package on the day
• Candidate maps
Feedback
• Provide feedback within 48hrs of the interview
• Be empathetic, specific and constructive
The LinkedIn candidate journey – Part 1

8. New TAM Method
Offer
• Take time to talk them through the offer details
• Explain next steps
• Support them in their resignation
Background
Checks
• Explain to candidates why these checks are important & what
is expected of them
• Stay close to candidates with regular communication
Onboarding
• Personal welcome letter and gift basket
• Signed card from the team on their start day
• Buddy programme
The LinkedIn candidate journey – Part 2

9. Some examples

10. …and some more
“Aleksandra was a pleasure
to work with. She genuinely
cared and was very
knowledgeable about the
company.”
“I had a good experience
though and appreciated
Aleks' advice and constant
communication.”
“Alexandra made the whole
experience for me.”
“Aleksandra is a great asset
to LinkedIn, and is
extremely supportive,
professional, and
comfortable to talk to.”
“The most important reason
behind giving 10 over 10 as
a score, is the positive
experience I had during the
interview process.”

11. ©2013 LinkedIn Corporation. All Rights Reserved.
11
Questions?
Drop me a note to mheichlinger@linkedin.com