10. believe talent brand
strength makes a
“significant impact”
on ability to hire
77%
Average reduction in
cost per hire
50%
Average reduction in
turnover
28%
talent professionals
who say talent brand is
a top priority in 2015
56%
Why Invest in your Talent Brand?
Source: LinkedIn Global Recruiting Trends Report, Nov 2014
11. The Power of Personalization
Engage your audience with the right message
17. The Power of Recruitment Advertising
Driving Traffic to your Career Page
18. Tell the right people you’re hiring
Reach your ideal
audience automatically
wherever they go on
LinkedIn
Your ideal passive candidate
Erika Robertson
500+
Connections
2nd
Software Engineer, ABC Co.
San Francisco, CA
Ads Appear On
LinkedIn
Homepage
Ads appear
when viewing
profiles
Ads appear
when visiting
Company Pages
Ads appear
when interacting
in Groups
19. Talent is engaging with your Career Page
Visitors by Company
Top 5 Companies
Visitors by Country
Top 5 Countries
Visitors by Function
Top 5 Functions
XYZ Co. Career Page Unique Visitors
600,000 Traffic Driver Ad
Impressions deployed January
2015
20. You’re continuing to acquire followers
Followers by Company
Top 5 Companies
Followers by Country
Top 5 Countries
Followers by Function
Top 5 Functions
XYZ Co. New Monthly Non-Employee Followers
600,000 Traffic Driver Ad
Impressions deployed January
2015
22. Enhanced Career Page Benefits
+ Personalization
Increase relevance with more of your top
talent pools and regions
+ Targeted Ads
Connect with candidates at every stage of
the journey, not just actives.
Ensure you’re building awareness and
engagement with the candidates you need.
Editor's Notes
20x more traffic than Glassdoor
Our friends at LinkedIn have taken a look at the breakdown of passive candidates, the truth is an overwhelming number of them are open to exploring new job opportunities.
Takeaways:
- 44% of all working professionals are explorers – not looking for a job but willing to discuss opportunities with recruiters
- The number of ‘approachable‘ candidates outnumbers ‘super passive’ – in some places such as Australia and the US by a factor of 2 to 1
- 47% of professionals with less than one year on the job are explorers
- Explorers outnumber ‘super passive‘ – by a factor of 2 to 1
- When attracting to passive talent – reach out to your candidate of choice and get to know the candidate
Strengthen your employer brand
Get potential candidates on board with your mission, values, and vision with dynamic content based on their profiles.
Engage candidates with personalized content
Expose your talent brand to Linkedin members whenever they research your company or view your jobs.
Strengthen your employer brand
Get potential candidates on board with your mission, values, and vision with dynamic content based on their profiles.
Engage candidates with personalized content
Expose your talent brand to Linkedin members whenever they research your company or view your jobs.
Before we begin, as a reminder, it is important for us to touch on the importance of the growing importance of Talent Brand.
Note about war driving modern medical advances, such has the war for talent in the Bay Area really forced companies to invest in developing and communicating their employee value propositions.
The case for talent brand has continually grown stronger, particularly in the past few years. At this point, we know it’s important and we have data to back it up.
Over ¾ of talent leaders believe that talent brand has a significant impact on ability to hire
50% average reduction in cost per hire
28% lower turnover
56% of talent professionals are actually making talent brand a top priority for their organization in 2015
I hope that you all agree that investing and prioritizing Talent Brand is no longer optional.
To expand both your talent brand reach and engagement, you can also reach out to targeted talent across LinkedIn.
Traffic Driver ads attract passive talent to work for your company. 80% of the LinkedIn population is passive, meaning they are not actively looking for a job.
Traffic Driver ads increase employer brand and job favorability within your target audience.
After being made aware of your hiring efforts, seeing relevant career opportunities, and learning about what it’s like to work at your company, Erica is now familiar with you as an employer.
If she is interested in what she has learned—if you have successfully engaged her-- she may be ready to browse or apply to your jobs. Alternatively, she may decide to follow your company. By following your company, she is signaling that she wants to get more deeply engaged with your company over time. Followers are 3x more likely to apply for jobs at companies they follow and 78% more likely to accept an inMail from one of your recruiters.
Your company continues to acquire followers following the launch of your LinkedIn investment.
The above graph does not include employees of your company (your employees automatically become followers when they join LinkedIn).
These followers are a valuable new talent pool that your company can engage with to build long term relationships.
Followers are 3x more likely to apply for jobs at companies they follow and 95% more likely to accept an inMail from one of your recruiters.
Your company continues to acquire followers following the launch of your LinkedIn investment.
These followers are a valuable new talent pool that your company can engage with to build long term relationships.
Followers are 3x more likely to apply for jobs at companies they follow and 95% more likely to accept an inMail from one of your recruiters.
Example = 300,000 ad impressions
1% CTR = 3,000 Engaged
8% Job Views to Applications = 240 Applications
(8% is average job view to application rate on LinkedIn)
30 applications per position = 8 hires