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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

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How to Plan for 2014: The 5 Recruiting Investments You Need to Make | Webcast

  • 1. It’s coming. Are you ready? #hiretowin | talent.linkedin.com
  • 2. 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
  • 3. 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
  • 6. Are you ready? #1. GET TO KNOW YOUR AUDIENCE #hiretowin | @hireonlinkedin
  • 7. 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
  • 8. 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
  • 9. 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
  • 10. 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 $)
  • 11. Are you ready? #1. GET TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #hiretowin | @hireonlinkedin
  • 12. 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
  • 14. Talent brand is absolutely critical for smaller organizations http://lnkd.in/edrocks #hiretowin | @hireonlinkedin
  • 15. 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
  • 17. After New headline New professional photo Increased reach Summary section with rich media
  • 18. Built out work history with rich media Added Volunteers & Causes Section
  • 19. Added additional skills Rich media in Education section
  • 20. Recruiting & HR should lead the way #hiretowin | @hireonlinkedin
  • 21. 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
  • 22.
  • 23. 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
  • 24. 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
  • 25. 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
  • 26. Are you ready? #1. GET TO KNOW YOUR AUDIENCE #2. BUILD & AMPLIFY YOUR TALENT BRAND #3. GET SERIOUS ABOUT PIPELINING #hiretowin | @hireonlinkedin
  • 27. 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
  • 28. 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
  • 29. 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
  • 30. 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 $)
  • 31. 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
  • 32. 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
  • 33. …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
  • 34. 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
  • 35. 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
  • 36. 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
  • 37. 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 •
  • 38. 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
  • 39. AGREE OR DISAGREE? “It’s easier for my employees to leave than to find a job internally.” Enter your answers in the chat box
  • 40. 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
  • 41. 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
  • 42. 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
  • 43. 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
  • 44. 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
  • 45. 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)
  • 46. 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
  • 47. 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
  • 48. 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
  • 49. 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
  • 50. Reminders Save the Date/ Tell your Recruiters Advanced Boolean Sourcing with Glen Cathey – Nov 20th Follow @hireonlinkedin for details #hiretowin | @hireonlinkedin