It’s coming. Are you ready?
#hiretowin | talent.linkedin.com

Meet Your Presenters Maria Ignatova
Leela Srinivasan Content Marketing Mgr LinkedIn Talent Solutions @mariaignatova Director of Marketing LinkedIn Talent Solutions @leelasrin Please submit questions in the WEBEX Chat Box to ALL PANELISTS Feel free to tweet comments and the good stuff with #hiretowin #hiretowin | @hireonlinkedin

Let’s find out a little
more about you If you could invest in just one of these for 2014, which would you choose? • • • • • Building a strong employer brand Creating a more effective mobile recruiting strategy Improving your team’s recruiting fundamentals Launching an internal hiring program that works Getting the rest of your company to help with recruiting #hiretowin | @hireonlinkedin

Look familiar? Invest Invest TIME
MONEY #hiretowin | @hireonlinkedin

#hiretowin |
@hireonlinkedin

Are you ready? #1. GET
TO KNOW YOUR AUDIENCE #hiretowin | @hireonlinkedin

Two levels of candidate conversation
1:1 Where If you know what makes your audience tick, you get… Points to ponder 1: many • Inbox • Phone • In-person • Social platforms • Careers site • Blogs & press • • • • • • • • Credibility Responses Referrals Results! 95% of LinkedIn members are open to relevant InMails from recruiters Credibility Engagement Conversions Results! 71% of those who follow companies on LinkedIn are interested in careers

Two levels of knowing your
audience 1:1 1: many Stacey Uchida Vice President, Sales Current North Widgets Education Michigan State University • Invest time and spend a lot of it listening and note-taking • Read notes before each interaction and educate your team • Develop personas to represent group’s needs and behaviors • Put a human face on your target, get your team on the same page

3 ways to develop personas
1 Listen. Proactively solicit feedback from candidates and recent hires. 2 Leverage our free talent pools reports. 3 Go where they go, e.g. - Sites they frequent - Local meetups - LinkedIn Group discussions lnkd.in/plan #hiretowin | @hireonlinkedin

What’s the investment? Priority Time
Money 1. Get to know your audience • Candidate and new hire research • “Persona” development • #hiretowin | @hireonlinkedin Candidate research (low $)

Are you ready? #1. GET
TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #hiretowin | @hireonlinkedin

Talent Brand: employer brand on
social steroids Your talent brand is the highly social, totally public version of your employer brand that incorporates what your talent – past, present and potential - thinks, feels and shares about your company as a place to work. #hiretowin | @hireonlinkedin

#hiretowin |
@hireonlinkedin

Talent brand is absolutely critical
for smaller organizations http://lnkd.in/edrocks #hiretowin | @hireonlinkedin

Where to invest time and
budget? Top 10 Channels to Communicate Your Talent Brand Company website Friends/family, word of mouth Online professional networks (e.g. LinkedIn) Social media (e.g. Facebook) Public recognition/awards (e.g. 'Best Places to Work') Traditional Job Boards Public relations efforts YouTube videos Glassdoor Print ads 2012 2013 Increase (+) Decrease (-) 85% 63% 47% 43% 27% 35% 23% 13% 10% 11% 79% 61% 54% 45% 30% 26% 25% 12% 11% 9% -6% -2% +7% +2% +3% -9% Source: LinkedIn 2013 Global Recruiting Trends Survey , US responses only #hiretowin | @hireonlinkedin

Before P.O.P. Profile Optimization Project
#hiretowin | @hireonlinkedin

After New headline New professional
photo Increased reach Summary section with rich media

Built out work history with
rich media Added Volunteers & Causes Section

Added additional skills Rich media
in Education section

Recruiting & HR should lead
the way #hiretowin | @hireonlinkedin

Help your team shine on
LinkedIn and other social platforms Path 1: train global employees at scale Path 2: take a brown bag approach • Went low-budget, grassroots route • Got exec buy-in on brown bag lunches for hiring managers • Helped employees overcome anxieties about what to say on profiles • “SMaC University” (Social Media and Communication) • Global certification program with structured classes • Strong exec support • 5,000 trained since mid-2010 #hiretowin | @hireonlinkedin

Build brand through free targeted
status updates 71% of company followers on LinkedIn are interested in career opportunities at companies they follow. Tips for targeted status updates Mix it up Share jobs, relevant news stories about your company, employee interviews from your blog, etc.. Have a plan Sketch out what you’ll say in advance and build a dialogue with your followers. Stay on brand Remember the messaging you’re trying to get across and think about how to incorporate it. #hiretowin | @hireonlinkedin

Anchor your LinkedIn presence: Careers
Page Think visually. Use bold images to give a real-world glimpse into your organization. Think digitally. Whatever you say, keep it brief. Content from your glossy graduate recruitment brochure may not make sense online, where attention spans are shorter. Think video. You’ll be able to engage candidates more deeply if they hear real people tell their own stories, so make video a core part of your strategy. Think customized. Adapt your content to viewers based on their LinkedIn profiles. You can target your Career Pages based on a candidate’s job function, industry, geography, and more. #hiretowin | @hireonlinkedin

What’s the investment? Priority Time
Money 1. Get to know your audience • Candidate and new hire research • “Persona” development • Candidate research (low $) 2. Build and amplify your talent brand • Candidate engagement through scale channels • TA profiles, Company Page • Employee training • Training, LinkedIn Careers Page (mid $), Work with Us Ads (low to mid $) #hiretowin | @hireonlinkedin

Are you ready? #1. GET
TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #3. GET SERIOUS ABOUT PIPELINING #hiretowin | @hireonlinkedin

Who’s already pipelining? Take the
poll! • • • • • Little or not at all – we don’t have time Little or not at all – we don’t have enough visibility Somewhat, depending on the role A lot. We are zen pipeline masters I’m not even sure I know what true pipelining is

I have this philosophy: "Drill
a well before you need a drink." It relates to a lot of things, but particularly talent and recruiting. Bill McComb, CEO, Kate Spade #hiretowin | @hireonlinkedin

How to Build a World
Class Talent Pipeline Time Saving Tips: Stakeholder Tips: Organization Tips: Talking to Candidates Tips: Tip 1: Tip 3: Tip 4: Tip 5: Prioritize Where You Pipeline to Save Time Get Hiring Manager Commitment Commit to Keeping Track Stay Visible and Accessible Via Indiect Channels Tip 2: Pre-screen for Top Performers/Stay in Touch with “Silver Medalists” For all 12 tips for a stunning talent pipeline, see http://lnkd.in/pipeline-success #hiretowin | @hireonlinkedin

What’s the investment? Priority Time
Money 1. Get to know your audience • Candidate and new hire research • “Persona” development • Candidate research (low $) 2. Build and amplify your talent brand • Candidate engagement through scale channels • TA profiles, Company Page • LinkedIn Careers Page (mid $), Work With Us Ads (low to mid $) 3. Get serious about pipelining • Educate team • • Pipeline setup & maintenance #hiretowin | @hireonlinkedin CRM/ LinkedIn Recruiter (mid $)

Are you ready? #1. GET
TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #3. GET SERIOUS ABOUT PIPELINING #4. EMBRACE MOBILE RECRUITING #hiretowin | @hireonlinkedin

Your candidates are on mobile
in considerable numbers… Candidates who have visited company careers site on mobile Candidates who have applied to a job on mobile Active Passive #hiretowin | @hireonlinkedin

…but employers have not embraced
mobile nearly as enthusiastically Companies with optimized career sites Globally very few employers have invested in mobile recruiting 20% 100% 13% Invest adequately in mobile 80% 60% 40% 87% Not investing adequately in mobile Companies with optimized job posting 18% 20% 0% #hiretowin | @hireonlinkedin

3 mobile optimizations you must
implement in 2014 1. Use responsive design so your careers site can adapt to any screen size desktop tablet phone

3 mobile optimizations you must
implement in 2014 2. Revise emails, InMails and website copy for mobile. Use visuals. • • Include an obvious call to action. • In emails and InMails spell out “why them” for the opportunity. • #hiretowin | Make every word on the screen count: Keep your sentences and paragraphs short. Use eye-catching visuals that are also small in size so they load fast on a phone. @hireonlinkedin

3 mobile optimizations you must
implement in 2014 3. Take advantage of LinkedIn's Mobile Apply flows: apply to a job takes under 60 seconds and quality of applications seems on a par with desktop #hiretowin | @hireonlinkedin

What’s the investment? Priority Time
Money 1. Get to know your audience • Candidate and new hire research • “Persona” development • Candidate research (low $) 2. Build and amplify your talent brand • Candidate engagement through scale channels • TA profiles, Company Page • LinkedIn Careers Page (mid $), Work With Us Ads (low to mid $) 3. Get serious about pipelining • Educate team, • • Pipeline setup & maintenance CRM/ LinkedIn Recruiter (mid $) 4. Embrace mobile recruiting • Revise email, InMail and site copy Mobile-responsive site (mid to high $), LinkedIn Job Slots (low to mid $) #hiretowin | @hireonlinkedin •

Are you ready? #1. GET
TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #3. GET SERIOUS ABOUT PIPELINING #4. EMBRACE MOBILE RECRUITING #5. DON’T FORGET THE TALENT UNDER YOUR NOSE #hiretowin | @hireonlinkedin

AGREE OR DISAGREE? “It’s easier
for my employees to leave than to find a job internally.” Enter your answers in the chat box

Internal hiring and mobility: 4
startling stats Should I stay… or should I go? 66% 79% of internal hires move for better professional development who left a company would have stayed for a relevant internal opportunity 69% 65% of internal moves still happen informally, through ‘coffee and a handshake’ of those who left said it was easier to find a role outside the company than internally Source: LinkedIn surveys, 2012-13 #hiretowin | @hireonlinkedin

Employers value internal hiring –
92% invested in it more or at least the same in 2013 vs. 2012 Internal Hiring Volume Advantages of Internal Hiring 1. 2. 100% 39% 80% 3. 46% Retain top talent Provide your people with development opportunities Improve employee productivity (less ramp up time for internal vs. external employees) 60% 4. 5. 40% 56% 8% United States (i.e. lower cost per hire) 46% 4% Raise quality of candidate Achieve cost savings Global Average 20% 0% “Comparing 2012 to 2013, how do you expect the volume of internal hiring to change?” Increase Same “Which of the following choices best describes why your organization is investing in internal hiring?” Decrease #hiretowin | @hireonlinkedin

3 things you can do
1 If your team doesn’t own internal hiring, connect with the team that does, and brainstorm improvements. 2 Facing hiring manager resistance? Find one open-minded BU and run a pilot. 3 Find a clean way to surface opportunities to employees and understand skill sets: email, internal profiles, LinkedIn profiles etc. #hiretowin | @hireonlinkedin

What’s the investment? Priority Time
Money 1. Get to know your audience • Candidate and new hire research • “Persona” development • Candidate research (low $) 2. Build and amplify your talent brand • Candidate engagement through scale channels • TA profiles, Company Page • LinkedIn Careers Page (mid $), Work With Us Ads (low to mid $) 3. Get serious about pipelining • Educate team • Pipeline setup & maintenance • CRM/ LinkedIn Recruiter (mid $) 4. Embrace mobile recruiting • Revise email, InMail and site copy • Mobile-responsive site (mid to high $), LinkedIn Job Slots (low to mid $) 5. Don’t forget the talent under your nose • Gain consensus from resistant business leaders; launch pilot • Employee comms • System to keep up with talent and publicize openings (mid to high $) #hiretowin | @hireonlinkedin

Are you ready? #1. GET
TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #3. GET SERIOUS ABOUT PIPELINING #4. EMBRACE MOBILE RECRUITING #5. DON’T FORGET THE TALENT UNDER YOUR NOSE #6. MAXIMIZE PRODUCTIVITY AND SUCCESS WITH YOUR EXISTING SOLUTIONS! #hiretowin | @hireonlinkedin

For LinkedIn Talent Solutions customers:
5 ways to be more productive and successful 1 Custom search filters + saved search alerts  exactly the right talent, pushed to you regularly 2 Email-based import  easy upload of resumes to LinkedIn Recruiter (resumes@linkedin.com) 3 Special algorithms  intelligent candidate discovery (e.g., People You May Want To Hire, Similar Profiles, Inside Opinion)

For LinkedIn Talent Solutions customers:
5 ways to be more productive and successful 4 Go mobile with the LinkedIn Recruiter app, so you can find and engage the world’s best talent while on the go 5 Get insights on your company’s hiring performance on LinkedIn: Talent Flows, InPact, and more

What’s the investment? Priority Time
Money 1. Get to know your audience • Candidate and new hire research • “Persona” development • Candidate research (low $) 2. Build and amplify your talent brand • Candidate engagement through scale channels • TA profiles, Company Page • LinkedIn Careers Page (mid $), Work With Us Ads (low to mid $) 3. Get serious about pipelining • Educate team • Pipeline setup & maintenance • CRM/ LinkedIn Recruiter (mid $) 4. Embrace mobile recruiting • Revise email, InMail and site copy • Mobile-responsive site (mid to high $), LinkedIn Job Slots (low to mid $) 5. Don’t forget the talent under your nose • Gain consensus from resistant business leaders • Employee comms • System to keep up with talent and publicize openings (mid to high $) 6. Raise productivity/ success with LinkedIn Talent Solutions • Set up custom search filters and saved searches • Download Recruiter Mobile • None if you have a LinkedIn Recruiter seat! #hiretowin | @hireonlinkedin

Are you ready? #1. GET
TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #3. GET SERIOUS ABOUT PIPELINING #4. EMBRACE MOBILE RECRUITING #5. DON’T FORGET THE TALENT UNDER YOUR NOSE #6. MAXIMIZE PRODUCTIVITY AND SUCCESS WITH YOUR EXISTING SOLUTIONS! #hiretowin | @hireonlinkedin

We’re here to help you
crush it in 2014 Strategic Sourcing and Pipelining Metrics and Analytics Personalized Job Targeting Talent Brand Development More details at talent.linkedin.com

Reminders Save the Date/ Tell
your Recruiters Advanced Boolean Sourcing with Glen Cathey – Nov 20th Follow @hireonlinkedin for details #hiretowin | @hireonlinkedin