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Toronto | ConnectIn 2013

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Click through to see key topics from ConnectIn 2013 in Toronto, including predictions of talent acquisition in 2015 and Moneyball sourcing.

Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
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Tweet with us: http://bit.ly/HireOnLinkedIn

Click through to see key topics from ConnectIn 2013 in Toronto, including predictions of talent acquisition in 2015 and Moneyball sourcing.

Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn

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Toronto | ConnectIn 2013

  1. 1. #inTalent #inTalent Wifi: Guest, no password needed
  2. 2. #inTalent Welcome   Brian  Church   Country  Manager,  Canada   LinkedIn  
  3. 3. #inTalent Talent  Acquisi=on  2015   Wade  Burgess   Head  of  Talent  Solu=ons,  North  America   LinkedIn  
  4. 4. InsightsIdentity Everywhere
  5. 5. Iden=ty:  Endorsements   6   Billion Endorsements1+
  6. 6. Iden=ty:  LinkedIn  Alumni   7   20+ MillionStudents and recent graduates
  7. 7. Insights:  Influencers   143,878 followers
  8. 8. 9   Unique visitors Q4 2012 116M Page views Q4 2012 9.8B Searches 2012 5.7B Company Pages 2.7M
  9. 9. 10 Members worldwide
  10. 10. 11   93%of recruiters use or plan to use LinkedIn for recruiting Source: Jobvite 2012 Social Recruiting Survey.
  11. 11. 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.”
  12. 12. 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.”
  13. 13. 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.
  14. 14. Your  biggest  concern  today?   15   Source: ConnectIn survey. “Finding ways to increase internal talent pools and market internal openings.”
  15. 15. 16
  16. 16. Think about jobs the way Nike thinks about products. 17
  17. 17. 18   Six Principles for Recruiting Like It’s 2015 Today
  18. 18. 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
  19. 19. 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
  20. 20. ates ▼ InMail responses New job applicants Saved search results Profile updates … and many more
  21. 21. 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
  22. 22. Op=mize  for  mobile  4
  23. 23. 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
  24. 24. Hire  from  within  5
  25. 25. 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.
  26. 26. #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.
  27. 27. The People We Hire Today Form the DNA of Our Companies Tomorrow.
  28. 28. #inTalent Moneyball  for  Talent  Acquisi=on   Will  Hamlin   Insights,  LinkedIn   @Will_Hamlin   Using LinkedIn Data to Inform Your Strategy
  29. 29. Let’s get to know the attendees Most Endorsed Most Prepared Most Connected Most Popular Tony Giacobbe John Fleischauer Joseph Catricala Paul Hamilton
  30. 30. In  Moneyball  data  transformed   baseball   33  
  31. 31. 34  
  32. 32. If  you  can’t  measure  it,  you   can’t  manage  it   35  
  33. 33. #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
  34. 34. Put in practice Plan Prioritize Today  let’s  discuss  using  LinkedIn  data   for  3  Ps   37  
  35. 35. How  to:   Plan Prioritize Put in practice 38  
  36. 36. Let’s  use  BDO  as  an  example   39  
  37. 37. Start  by  sizing  up  the  talent  pool  to  set   expecta=ons  with  hiring  managers   40  
  38. 38. Recruiter  can  measure  the  talent  pool   41  3 talent pool Canada KPMG 3 to 5 years Calgary, Canada Area Master’s Degree Senior Accountant
  39. 39. Recruiter  can  measure  the  talent  pool   42  3 talent pool Senior Accountant Canada KPMG 3 to 5 years Calgary, Canada Area Master’s Degree
  40. 40. You  can  also  use  Recruiter  to  iden=fy   markets  for  talent   43   34,053 9,008 5,501 10,933
  41. 41. How  can  you  use  data  to  plan?   44   Set expectations with hiring managers 1 Identify markets for targeting talent 2
  42. 42. How  to   Plan Prioritize Put in practice 45  
  43. 43. Once  you’ve  iden=fied  the  right  people,     are  they  interested  in  you?   46  
  44. 44. Let’s  look  at  Husky  Injec=on  Molding  as  an  example   47  
  45. 45. Your  employees  are  engaging  talent  every  day;   mobilize  them  as  brand  ambassadors   48   36,527 Potential candidates view Husky’s employee profiles monthly
  46. 46. Your  company  page  draws  in  talent     49   4,760 Engaged Talent following Husky
  47. 47. 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
  48. 48. 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
  49. 49. 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
  50. 50. 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  
  51. 51. 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
  52. 52. How  can  you  use  data  to  priori=ze?   55   Identify engaged candidates 1 Benchmark against peers2 Diagnose strengths / weaknesses 3
  53. 53. How  to:   Plan Prioritize Put in practice 56  
  54. 54. Start  using  data  &  keep  it  simple   57   What is the size of your talent pool? How well are you engaging that talent?
  55. 55. Should  you  create  a  new  workflow?   58   NO!
  56. 56. 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
  57. 57. Talent  Tips  from  LinkedIn   60   Team TA Sourcing Ops & Analytics Coordination We embedded ops & analytics into TA Measure, manage, iterate… Repeat
  58. 58. 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
  59. 59. Put in practice Plan Prioritize You  should  now  know  how  to  use  data   to:   62  
  60. 60. You  can  now  verify  skills  with  endorsements   63  
  61. 61. 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.?
  62. 62. LinkedIn  can  help  you     measure  &  manage  it   65  
  63. 63. #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
  64. 64. #inTalent #inTalent Wifi: Guest, no password needed Coffee & Networking Break
  65. 65. #inTalent Peter  Gima   Sales  Manager   LinkedIn   Welcome  Back  
  66. 66. #inTalent Customer  Spotlight   Shahid  Wazed   Recruitment  Sourcing  Specialist   City  of  Edmonton  
  67. 67. #inTalent Ann  Barre[   Director,  eRecruitment  &  Social  Media  Strategy   Sun  Life  Financial   Customer  Spotlight  
  68. 68. Maximizing  Your  Social     Recrui=ng  Efforts   By:    
  69. 69. Agenda   88   Branding   Training   Metrics  
  70. 70. 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  
  71. 71. 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  
  72. 72. 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  
  73. 73. 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  
  74. 74. 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  
  75. 75. 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?  
  76. 76. Use  Metrics  to  Refine  Your  Strategy   What  is  the  data   telling  us?     Take  data  from   repor=ng  and  use  to   refine  your  strategy.     95  
  77. 77. Thank  You   96   Ques=ons  
  78. 78. #inTalent Peter  Gima   Sales  Manager   LinkedIn   Wrap-­‐Up  and  Roundtables  
  79. 79. #inTalent And the winner is…
  80. 80. #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    

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