Building In-House Sourcing &
Pipelining Capabilities with LinkedIn

Shannon Benjamin

Patrick Cronin

Director TA GSO & In...
#intalent
Addressable Market
The size of the talent market that is likely to have the
capabilities & experiences required by your bu...
Talent pool reports – your macro-AMs
Saturated

High-demand

100

SF Bay Area

90
80
70

Seattle

Demand Index

60

NYC

L...
Addressable market end-to-end process

Identify
characteristics of
internal groups

Define
characteristics
of AM

Build
AM...
An addressable market - sample
Account executives in Singapore

1,213
results

Account Executives in Singapore

Advanced S...
Engage with candidates differently
based on prioritization
Who

What

How
Direct outreach via a
recruiter or hiring manage...
In recruiting
High
Brand awareness
& engagement

1:1 approach

 Targeted media
Nurture
 Personalized content

 Direct o...
Now, Focus on the 1:1s
Methodology Matters Most
This framework lets the recruiter focus
effort on high-value prospects

Top priority
prospects
1:1 approach

Fit with
Link...
Social recruiting

1. What is the strategy?
2. Who has the strongest
relationship with candidate ?
3. Who is best suited t...
More on inside opinion
Developing insights

#intalent
Managing long term relationships
Follow up is critical!

Share relevant
information

Send regular
updates

Invite to event...
Leverage the Technology
Get technology to work for you
Let LinkedIn Talent Pipeline do the heavy lifting

#intalent
Get technology to work for you
Let LinkedIn Talent Pipeline show you the results

#intalent
Our Lessons Learned
Stakeholder advocacy
Gain buy in with internal stakeholders

Long term
payoff
Short term
investment

#intalent
ROI for talent pipelines

Goal
TTF
reduction
of 18 days

Sales
Quota
carrying roles

Savings
Generates
$2K/day

50 roles t...
Next Steps
Next Steps for Success

Understand
and create the
addressable market

Engage your future
talent pools on
segmented basis

...
#intalent
Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent Connect Vegas 2013
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Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent Connect Vegas 2013

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Modern recruiters require a balance between technology and people. In this session from Talent Connect Vegas 2013, explore how you can use data and key relationships to develop your team’s sourcing and pipelining capabilities and ultimately build a competitive and talent-focused model.

Read these 12 Tips for Building a Stunning Talent Pipeline: http://linkd.in/17xxZUK
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn

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Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent Connect Vegas 2013

  1. 1. Building In-House Sourcing & Pipelining Capabilities with LinkedIn Shannon Benjamin Patrick Cronin Director TA GSO & International Head of GSO Recruiting
  2. 2. #intalent
  3. 3. Addressable Market The size of the talent market that is likely to have the capabilities & experiences required by your business #intalent
  4. 4. Talent pool reports – your macro-AMs Saturated High-demand 100 SF Bay Area 90 80 70 Seattle Demand Index 60 NYC Los Angeles Chicago 50 Austin 40 Boston Atlanta Denver Orange County, CA 30 San Diego Minneapolis/St. Paul Portland, OR Philadelphia Washington D.C. Dallas/ Fort Worth Raleigh/ Phoenix, AZ Durham, NC 20 Hidden Gems 2k 5k 10k 20k 50k Supply (# Professionals) #intalent
  5. 5. Addressable market end-to-end process Identify characteristics of internal groups Define characteristics of AM Build AM Refine & review AM Go or no go? 1-5 days for smaller markets, 1-2 weeks for larger markets Segment & Prioritize AM 1:1 approach 1:Many approach Do nothing 1-2 weeks #intalent
  6. 6. An addressable market - sample Account executives in Singapore 1,213 results Account Executives in Singapore Advanced Search 737 (3 recruiters, 2-3 hours each, 1,213 profiles viewed) Keywords: Account Manager OR Channel Manager OR Relationship Manager Location: Singapore Industry: IT & Services, Telecom, Computer Software 446 Addressable market #intalent
  7. 7. Engage with candidates differently based on prioritization Who What How Direct outreach via a recruiter or hiring manager Top priority candidates (22) 1:1 approach Drive engagement (406) 1:many approach Do nothing (18) Do nothing Contact via a connected LI employee [Inside opinion] Drive brand awareness & targeted media #intalent
  8. 8. In recruiting High Brand awareness & engagement 1:1 approach  Targeted media Nurture  Personalized content  Direct outreach via a “Red Carpet” recruiter or hiring manager  Contact via a connected LI employee [Inside opinion] Quality Who has expertise in skills we need? Outreach awareness at scale  Talent direct Build  Targeted media Awareness  Personalized Tele-Sales content Low High Temperature Which prospects are most likely engage? #intalent
  9. 9. Now, Focus on the 1:1s Methodology Matters Most
  10. 10. This framework lets the recruiter focus effort on high-value prospects Top priority prospects 1:1 approach Fit with LinkedIn Talent pipeline Drive higher interest 1:many approach Automatic media targeting Interest in LinkedIn #intalent
  11. 11. Social recruiting 1. What is the strategy? 2. Who has the strongest relationship with candidate ? 3. Who is best suited to reach out? 4. Get an introduction 5. Tell the story #intalent
  12. 12. More on inside opinion Developing insights #intalent
  13. 13. Managing long term relationships Follow up is critical! Share relevant information Send regular updates Invite to events #intalent
  14. 14. Leverage the Technology
  15. 15. Get technology to work for you Let LinkedIn Talent Pipeline do the heavy lifting #intalent
  16. 16. Get technology to work for you Let LinkedIn Talent Pipeline show you the results #intalent
  17. 17. Our Lessons Learned
  18. 18. Stakeholder advocacy Gain buy in with internal stakeholders Long term payoff Short term investment #intalent
  19. 19. ROI for talent pipelines Goal TTF reduction of 18 days Sales Quota carrying roles Savings Generates $2K/day 50 roles to fill 18 x 2,000 x 50 = $1.8M #intalent
  20. 20. Next Steps
  21. 21. Next Steps for Success Understand and create the addressable market Engage your future talent pools on segmented basis Leverage the technology #intalent
  22. 22. #intalent

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