Click through to see key topics from ConnectIn 2013 in Toronto, including predictions of talent acquisition in 2015 and Moneyball sourcing.
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11 93%of recruiters use or plan to useLinkedIn for recruitingSource: Jobvite 2012 Social Recruiting Survey.
Your biggest concern today? 12 Source: ConnectIn survey.“Recruiting is extremely competitive.The talent pool is small and I fear itwill only get worse this year.”
Your biggest concern today? 13 Source: LinkedIn Talent Blog.“Taking a more proactive stance takesa cultural change, a reorientation ofhow we work and what we deliver.Not everyone is comfortable with it.”
Your biggest concern today? 14 “In a highly competitive marketplace, it’scritical to have a valid and engagingemployer brand that differentiates.”Source: ConnectIn survey.
Your biggest concern today? 15 Source: ConnectIn survey.“Finding ways to increase internaltalent pools and market internalopenings.”
Think about jobs the wayNike thinks aboutproducts.17
18 Six Principles for RecruitingLike It’s 2015Today
Rethink how you’re spending your =me 19 Screening/interviewingapplicantsPosting jobs PipeliningtalentEmployerbrandingSocialrecruiting24% 22% 19% 16% 10% 6% 4% 6% 10% 3% 5% 6% 2% 7% 12%Recruiting team time allocation, by activity1Source: LinkedIn survey of 272 recruiting leaders in North America, February 2013Two years ago Currently Two years from now
Turn your team members into talent scouts 20 Ed NathansonDirector of Talent Acquisition at Rapid7Previous Kronos, Veracode, Emptoris, Inc.Education Ithaca College2
ates ▼InMail responsesNew job applicantsSaved search resultsProfile updates… and many more
Invest in your pipeline 24 Troy GrabelTalent Acquisition Manager at LeanLogisticsPrevious Kelly Services, Atwell LLC, Kensington Community ChurchEducation Central Michigan University3
Hire from within 26 Falling Rising3%YoY YoYBest sources for key quality hires Source: LinkedIn survey of 755 recruiting professionals in the US, May-July 20126%Internet jobboardsATS/internalcandidatedatabase4%Internalhires2%Socialprofessionalnetworks5
Embrace the power of data 28 Average or poor atusing data72%Utilizes data well28%How well does your organization use data to make hiring decisions?6Source: LinkedIn survey of 299 recruiting professionals in Canada, May-July 2012.
#inTalent New YorkEmbrace the power of data 29only one out of threeregularly measure employer brand in a quantifiable way6Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012.
The People We Hire TodayForm the DNA of OurCompanies Tomorrow.
#inTalentMoneyball for Talent Acquisi=on Will Hamlin Insights, LinkedIn @Will_Hamlin Using LinkedIn Data to Inform Your Strategy
Let’s get to know the attendeesMost Endorsed Most PreparedMost Connected Most PopularTonyGiacobbeJohnFleischauerJosephCatricalaPaulHamilton
Integrate and enhance your exis=ng workﬂow 59 Look at the data to:1) Plan based on thesize of the talent pool2) Prioritize engagedtalentAsk for the data:1) How big is the talentpool?2) How many candidatesare we engaging?Recruiter TA Leader
Talent Tips from LinkedIn 60 Team TASourcing Ops &AnalyticsCoordinationWe embedded ops & analytics into TAMeasure, manage, iterate… Repeat
How can you best opera=onalize talent analy=cs? 61 Start using data &keep it simple1Integrate and enhanceyour workflow2Create the rightteam structure3Team TASourcingOps &AnalyticsCoordination
Put in practicePlanPrioritizeYou should now know how to use data to: 62
You can now verify skills with endorsements 63
We can help companies to understand where they are skill leaders or skill trailers 64 Is that good?• How does it compareto our peers?• How does it vary bygeo, function, etc.?
Social Recruitment Landscape Today Digital Media • Mobile usage • Sites that share people’s opinions (Trip Advisor, Yelp, Glassdoor, etc.) • Sign into other applica=ons via Social media Recruiter • Building candidates pipeline • More on line searching • Emphasis on brand (professional & company) Job Seeker • Served up jobs while on social sites • Easier to apply to jobs via social networking site (Sign in w/ LinkedIn) 89
Professional & Company Branding • Recruiters are the number one front line brand ambassadors for your company. • Candidates look up Recruiters via LinkedIn to ﬁnd about them. How do you want their proﬁles to represent them and the company? • Take aways: – Introduce a LinkedIn brand standard for Recruiters – Add branding elements within current work experience 90
Training • Take aways: – Assess the skill level of your team. – Develop a training plan. – Iden=fy your system champions and ask them to present success stories/ new things they are doing. – Iden=fy skill gaps and use training to bridge the gaps. This may be 1:1 with certain individuals. • Do Recruiters have the appropriate skill set to execute your strategy? • Don’t rely on a self-‐service approach. Engage vendors to work with your Recruiters to build their skill set. e.g. Boolean search training. • The more conﬁdent Recruiters are, the more comfortable they will be to execute. 91
Metrics How do we know if we are successful? • Social recrui=ng means thinking about how and what you measure in diﬀerent ways. • Metrics should be part of your strategy to: – Anchor accountabili=es – Educate users/ communicate success – Reﬁne strategy 92
Use Metrics to Anchor Accountability • Guidelines around what will be measured. This sets expecta=ons around ROI • Anchor accountabili=es by crea=ng benchmarks and frequently measuring against them • Build transparency by communica=ng results. Iden=fy those who need more help and who your super stars are • Focus on quality vs. quan=ty 93
Use Metrics to Communicate & Educate Take aways: • Engagement: Followers, In Mail acceptance, views • Branding: Reach, Number of employees, shares • ROI: #Hires, CPH, #applica=ons, #searches, #InMails Rethink about what you are measuring. Hires are not the only measure of success. 94 Dispel assump=ons through metrics: • Candidate Pool • Who are we hiring?
Use Metrics to Reﬁne Your Strategy What is the data telling us? Take data from repor=ng and use to reﬁne your strategy. 95
#inTalentPURPLE -‐ Eﬀec=vely Pipelining Talent ORANGE -‐ Upgrading Your Talent Branding GREEN -‐ When Geography is a Challenge: Small Towns & Mul=ple Loca=ons YELLOW -‐ Recrui=ng in a Small Organiza=on