Sarang Brahme attended the LinkedIn Talent Connect 2014 conference in London and summarized several important sessions. LinkedIn's vision is to develop an economic graph to connect everyone professionally and provide opportunities through jobs, skills, universities, and content. Recruiting requires both science and art; companies should inspire and engage employees and candidates through innovative strategies like contests and content. Measuring quality of hires and viewing recruitment as an investment rather than expense were also emphasized.

1. LinkedIn Talent Connect
London, 2014
Sarang Brahme

2. I was already
getting ready to
fly London for
#inTalent
The buzz has just
began…

3. Drum rolls…
Talent Connect 2014 starts

4. Here’s the summary of few
most important sessions I liked.

5. LinkedIn's latest initiatives and
vision for the future

6. What did I learn?
 LinkedIn’s vision is to develop an economic graph to
provide opportunity for everyone to connect and grow
professionally.
 Connecting Company –> Jobs –> Skills –> University –
Knowledge (Content)
 Challenge is to find one within 3 billion profiles on
LinkedIn.
 Data / Insights are key to become talent advisors for
Hiring Managers.
 LinkedIn to develop “Data Visualization” and “Cultural
Fit” tools next year.

7. L’Oreal takes the stage

9. What did I learn?
 Recruiting is partly a science and an arts.
 Inspire your employees and talent. Be innovative,
differentiate and engaging.
 Selfie Contest (LI API)
 SoundCloud
 “Inspiration”
 Candidate Experience (IoT)
 Heart at the right place, not just employer branding 

10. Two ways to re-charge yourself
@TCLondon

11. Hearing Lou Adler for first time

14. What did I learn?
 Recruitment cost needs to term as investment and not
expense.
 Move your hiring descriptions from Have / Get to Do /
Become. Don’t just hire on skill and grids.
 Candidates at every stage of their career wants to move
to steeper part of graph.
 Measure quality of hire (Pre and post).

15. The Shell Story

18. What did I learn?
• Your brand may not be “Sexy” but it can be
innovative.
• Involve hiring managers in employer branding.
• Be engaging, innovative in building content
and distribution.
• Give voice to your employees and turn them
brand ambassadors.
• You can be “Cool” even in Oil & Gas – inspire
ideas.

19. Art & Science of Digital Connections

23. What did I learn?
 Ask questions – what is your objective? Why
candidates wants to work with you?
 Digital is not end, just a start. Go beyond keyboards.
 Find out emotional drivers and influencers. Engage
them on social.
 How do you manage your ATS? Can you humanize the
interactions?
 Focus on engaging and innovative content.
 Look at ROI from holistic view and not one
dimensional.

24. How to Recruit Millennials

28. What did I learn?
 With 40 million members, LinkedIn is key platform for
connecting students to universities -> to companies.
 LinkedIn is not a Facebook for grown ups 
 LinkedIn Alumni provides a great tool to search specific
talent and gather insights. (Free)
 Aseslan provides Career coaching to students for social
branding including LinkedIn for networking and getting
jobs.
 Influence the influencer! One of the employer branding
campaigns were targeted for moms of prospective students.
Brilliant!

29. Let’s sum it up

30. Talent Insights & Data are key to become talent advisors
Inspire your talent and be innovative to use their voice for influencing
others
Hire for capability and not just for skills and years of experience.
Measure your quality of hire, always!
Vacant job is not a recruitment problem, it’s a business problem. Hiring
Manager partnership is key to solve those issues.
Content should inspire emotions for your talent to be effective.
Influence the influencer!

31. Oh yeah,
It’s also about Connecting Industry
Talent professionals
Great to meet many of them