1. #inTalent
#inTalent
Wifi: Guest, no password needed

2. #inTalent
Welcome
Brian
Church
Country
Manager,
Canada
LinkedIn

3. #inTalent
Talent
Acquisi=on
2015
Wade
Burgess
Head
of
Talent
Solu=ons,
North
America
LinkedIn

5. InsightsIdentity Everywhere

6. Iden=ty:
Endorsements
6
Billion Endorsements1+

7. Iden=ty:
LinkedIn
Alumni
7
20+ MillionStudents and recent graduates

8. Insights:
Influencers
143,878
followers

9. 9
Unique visitors
Q4 2012
116M
Page views
Q4 2012
9.8B
Searches
2012
5.7B
Company Pages
2.7M

10. 10
Members worldwide

11. 11
93%of recruiters use or plan to use
LinkedIn for recruiting
Source: Jobvite 2012 Social Recruiting Survey.

12. Your
biggest
concern
today?
12
Source: ConnectIn survey.
“Recruiting is extremely competitive.
The talent pool is small and I fear it
will only get worse this year.”

13. Your
biggest
concern
today?
13
Source: LinkedIn Talent Blog.
“Taking a more proactive stance takes
a cultural change, a reorientation of
how we work and what we deliver.
Not everyone is comfortable with it.”

14. Your
biggest
concern
today?
14
“In a highly competitive marketplace, it’s
critical to have a valid and engaging
employer brand that differentiates.”
Source: ConnectIn survey.

15. Your
biggest
concern
today?
15
Source: ConnectIn survey.
“Finding ways to increase internal
talent pools and market internal
openings.”

16. 16

17. Think about jobs the way
Nike thinks about
products.
17

18. 18
Six Principles for Recruiting
Like It’s 2015
Today

19. Rethink
how
you’re
spending
your
=me
19
Screening/
interviewing
applicants
Posting jobs Pipelining
talent
Employer
branding
Social
recruiting
24% 22% 19% 16% 10% 6% 4% 6% 10% 3% 5% 6% 2% 7% 12%
Recruiting team time allocation, by activity
1
Source: LinkedIn survey of 272 recruiting leaders in North America, February 2013
Two years ago Currently Two years from now

20. Turn
your
team
members
into
talent
scouts
20
Ed Nathanson
Director of Talent Acquisition at Rapid7
Previous Kronos, Veracode, Emptoris, Inc.
Education Ithaca College
2

21. ates ▼
InMail responses
New job applicants
Saved search results
Profile updates
… and many more

24. Invest
in
your
pipeline
24
Troy Grabel
Talent Acquisition Manager at LeanLogistics
Previous Kelly Services, Atwell LLC, Kensington Community Church
Education Central Michigan University
3

25. Op=mize
for
mobile
4

26. Hire
from
within
26
Falling Rising
3%
YoY YoY
Best sources for key quality hires
Source: LinkedIn survey of 755 recruiting professionals in the US, May-July 2012
6%
Internet job
boards
ATS/internal
candidate
database
4%
Internal
hires
2%
Social
professional
networks
5

27. Hire
from
within
5

28. Embrace
the
power
of
data
28
Average or poor at
using data
72%
Utilizes data well
28%
How well does your organization use data to make hiring decisions?
6
Source: LinkedIn survey of 299 recruiting professionals in Canada, May-July 2012.

29. #inTalent New York
Embrace
the
power
of
data
29
only one out of three
regularly measure employer brand in a quantifiable way
6
Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012.

30. The People We Hire Today
Form the DNA of Our
Companies Tomorrow.

31. #inTalent
Moneyball
for
Talent
Acquisi=on
Will
Hamlin
Insights,
LinkedIn
@Will_Hamlin
Using LinkedIn Data to Inform Your Strategy

32. Let’s get to know the attendees
Most Endorsed Most Prepared
Most Connected Most Popular
Tony
Giacobbe
John
Fleischauer
Joseph
Catricala
Paul
Hamilton

33. In
Moneyball
data
transformed
baseball
33

34. 34

35. If
you
can’t
measure
it,
you
can’t
manage
it
35

36. #inTalent New York
LinkedIn
data
can
measure
much
be[er
than
before
36
Star=ng
with
the
profile
Broader
200M+ Members
Deeper Real-Time
Breakdown by geo,
function, etc.
Constantly updating

37. Put in practice
Plan
Prioritize
Today
let’s
discuss
using
LinkedIn
data
for
3
Ps
37

38. How
to:
Plan
Prioritize
Put in practice
38

39. Let’s
use
BDO
as
an
example
39

40. Start
by
sizing
up
the
talent
pool
to
set
expecta=ons
with
hiring
managers
40

41. Recruiter
can
measure
the
talent
pool
41
3 talent pool
Canada
KPMG
3 to 5 years
Calgary, Canada Area
Master’s Degree
Senior Accountant

42. Recruiter
can
measure
the
talent
pool
42
3 talent pool
Senior Accountant
Canada
KPMG
3 to 5 years
Calgary, Canada Area
Master’s Degree

43. You
can
also
use
Recruiter
to
iden=fy
markets
for
talent
43
34,053
9,008
5,501
10,933

44. How
can
you
use
data
to
plan?
44
Set expectations with
hiring managers
1
Identify markets for
targeting talent
2

45. How
to
Plan
Prioritize
Put in practice
45

46. Once
you’ve
iden=fied
the
right
people,
are
they
interested
in
you?
46

47. Let’s
look
at
Husky
Injec=on
Molding
as
an
example
47

48. Your
employees
are
engaging
talent
every
day;
mobilize
them
as
brand
ambassadors
48
36,527
Potential candidates
view Husky’s employee
profiles monthly

49. Your
company
page
draws
in
talent
49
4,760
Engaged Talent
following Husky

50. We
first
assess
two
important
elements
of
your
employer
brand:
Reach
and
Engagement
LinkedIn
Confiden=al
©2012
50
Talent Brand Reach
Talent
Talent that’s familiar with you as an employer
Talent Brand Engagement
Talent that is interested in you as an employer
Researching company and career pages
Following your company
Viewing jobs and applying
Viewing employee profiles
Connecting with your employees
106,713
members
members
28,949

51. Talent
Talent
Brand
Index
can
measure
your
employer
brand
What
percent
of
people
who
know
about
you
show
an
interest?
LinkedIn
Confiden=al
©2012
51
Talent Brand Index
=
Talent Brand Engagement
Talent Brand Reach
Husky
27%
Talent Brand Reach
Talent Brand Engagement
106,713
members
members
28,949

52. We
can
compare
your
Talent
Brand
Index
against
your
peers
52
PEERS
A
B
C
D
E
F
27%
21%
16%
16%
14%
8%
7%
Husky
Weaker
employer brand
Employer of
choice

53. Talent more
difficult to engage
Talent easiest to
engage
We
can
measure
your
Talent
Brand
Index
varies
across
the
func=ons
you’re
hiring…
53
43%
37%
37%
25%
24%
23%
Support
Eng.
IT
Opera=ons
Sales
HR

54. We
can
track
how
your
Talent
Brand
Index
progresses
over
=me
54
10%
13%
16%
19%
22%
25%
28%
Jul-12 Aug-12Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13

55. How
can
you
use
data
to
priori=ze?
55
Identify engaged
candidates
1
Benchmark against peers2
Diagnose strengths /
weaknesses
3

56. How
to:
Plan
Prioritize
Put in practice
56

57. Start
using
data
&
keep
it
simple
57
What is the size of your talent pool?
How well are you engaging that talent?

58. Should
you
create
a
new
workflow?
58
NO!

59. Integrate
and
enhance
your
exis=ng
workflow
59
Look at the data to:
1) Plan based on the
size of the talent pool
2) Prioritize engaged
talent
Ask for the data:
1) How big is the talent
pool?
2) How many candidates
are we engaging?
Recruiter TA Leader

60. Talent
Tips
from
LinkedIn
60
Team TA
Sourcing Ops &
Analytics
Coordination
We embedded ops & analytics into TA
Measure, manage, iterate… Repeat

61. How
can
you
best
opera=onalize
talent
analy=cs?
61
Start using data &
keep it simple
1
Integrate and enhance
your workflow
2
Create the right
team structure
3
Team TA
Sourcing
Ops &
Analytics
Coordination

62. Put in practice
Plan
Prioritize
You
should
now
know
how
to
use
data
to:
62

63. You
can
now
verify
skills
with
endorsements
63

64. We
can
help
companies
to
understand
where
they
are
skill
leaders
or
skill
trailers
64
Is that good?
• How does it compare
to our peers?
• How does it vary by
geo, function, etc.?

65. LinkedIn
can
help
you
measure
&
manage
it
65

66. #inTalent
Recruitment
Leader
Panel
Sarah Bettencourt, Director, Human Resources at PointClickCare
Marc Viola, Senior Director, Talent at Loblaw Companies Limited
Jay Zaidi, Senior Manager, Recruitment at TMX Group
Sarah Lawless, Enterprise Relationship Manager at LinkedIn

67. #inTalent
#inTalent
Wifi: Guest, no password needed
Coffee & Networking Break

68. #inTalent
Peter
Gima
Sales
Manager
LinkedIn
Welcome
Back

69. #inTalent
Customer
Spotlight
Shahid
Wazed
Recruitment
Sourcing
Specialist
City
of
Edmonton

86. #inTalent
Ann
Barre[
Director,
eRecruitment
&
Social
Media
Strategy
Sun
Life
Financial
Customer
Spotlight

87. Maximizing
Your
Social
Recrui=ng
Efforts
By:

88. Agenda
88
Branding
Training
Metrics

89. 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

90. 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

91. 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

92. 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

93. 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

94. 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?

95. Use
Metrics
to
Refine
Your
Strategy
What
is
the
data
telling
us?
Take
data
from
repor=ng
and
use
to
refine
your
strategy.
95

96. Thank
You
96
Ques=ons

97. #inTalent
Peter
Gima
Sales
Manager
LinkedIn
Wrap-­‐Up
and
Roundtables

98. #inTalent
And the winner is…

100. #inTalent
PURPLE
-­‐
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