1.
CASE STUDY
Fintech major Societe Generale Global Solution Centre, provides services in Application
Development and Maintenance, Infrastructure Management, Business Process Management
and Knowledge Process Management, to Societe Generale's business lines around the world.
Societe Generale Global Solution Centre
A social recruiting journey that yielded $200,000 in savings

2.
Societe Generale Global Solutions Centre (SG GSC), is a globally trusted consumer brand. But as
a non-retail brand in India, they faced the following challenges:
• Consumers and talent in India were not aware of the brand.
• Despite being a focus segment, the tech community did not relate to SG GSC as an
employer of choice.
• Talent across industries were not aware of what it would be like to work with them.
THE CHALLENGE

3.
THE SOLUTION
• Charting out a desired outcome.
The team decided to plan daily activity, rather than be sporadic - thereby ticking off short-
term recruitment goals and adding value to the industry in the long-term .
• Referencing what other effective brands were doing on LinkedIn.
SG GSC’s study of some successful brands on LinkedIn, confirmed what they themselves
believed – that creating awareness and engagement helped pull relevant candidates
instead of the brand having to push themselves.
• Negotiating the executive team’s buy-in.
The big picture was shared with the management and the case for a multi-year social
recruiting strategy was built. This allowed the TA team to create the position of a Social
Media Talent Manager from their existing budget.
“A 3-step purpose-driven social recruiting journey”
1 Defining goals

4.
• The first step was to identify the employer value proposition (EVP) and communicate it
internally and externally. The “Life tab" of their LinkedIn Career Page was curated to
appeal to prospective candidates, and particularly showcased what it would be like to
work at SG GSC and why they should join them.
THE SOLUTION
2 Putting the plan into action

5.
LinkedIn Career Page

6.
• Content formed an integral part of SG GSC’s talent brand strategy and they experimented
with it to identify areas that resonated with their target audience:
THE SOLUTION
#1 Thought leadership posts on diversity
and inclusion. Internal advocacy was also
driven, with employees sharing work
experiences.
#2 Creating awareness amongst a
broader consumer base with posts
focusing on company principles like
women empowerment, CSR, L&D.

7.
THE SOLUTION
#3 Reaching out to potential talent with
contextual updates around stand-out
company policies such as flexi-time,
free-seating and merit-based hiring.
#4 Leveraging the power of local storytelling
by talking of what’s happening in their India
offices and with Indian leadership, rather than
re-using global content.

8.
While the content strategy helped in creating a talent pipeline, it was important for the
recruitment team to make the most of the increase in followers.
• The HR team went through a systematic training module to ensure that they have the
right skills to search and engage the most appropriate profiles.
• Savings targets were set internally to create a sense of urgency amongst recruiters, to
close profiles through their own efforts.
THE SOLUTION
“Strategic focus coupled with detailed planning, sustained effort
and monitoring enabled us become strong adapters of this channel
and contribute significantly to the organization in terms of great
talent as well as savings.”
Padma Kiran Rao
Head - HR

9.
SG GSC leveraged the LinkedIn ecosystem to broadcast their content via Sponsored Updates
and an India-specific Career Page.
Growth in followers, increased awareness amongst relevant candidates, and the return on
investment were measured and critically assessed on regular intervals to ensure the
effectiveness of the talent brand journey. Corrective measures were immediately taken to
ensure SG GSC remains on the right track.
THE SOLUTION
3 Pausing to measure
“We turned to LinkedIn because we wanted to directly get relevant,
quality candidates to proactively seek us out. We thus decided to first
embark on a conscious talent brand journey with thought leadership and
community initiatives instead of just reaching out to people for jobs.”
Jatinder Salwan
Senior Vice President
Human Resources

10.
leadership hiring in the
last year done through
LinkedIn – 18 senior
level hires made
100%
THE RESULTS
SG GSC’s long term talent strategy focused on sustainable success rather than temporary quick wins. In Year
1 they accomplished an effective pull strategy by creating awareness and engagement. In year 2,
methodical planning and implementation delivered RoI.
worth of savings,
resulting in 2X ROI
USD
200,000
23%
growth in followers
in 1 year, resulting
in over 68,000
followers as on date
Highest Talent Brand
Index in the industry as
against peer average
of 18%
26%
of niche/expert
roles closed via
LinkedIn – 56 hires
from Jan’17 till date
21%

11.
“Business growth is powered by quality talent who are committed to a common set of
values. Being a non-retail brand in India, we knew that communicating our values and
the difference we want to make in the industry would get us the right people. We chose
technical expertise, adding value to the industry, and thought leadership as ways to
engage the community on LinkedIn and create a win-win situation for us,
prospective talent and the industry”.
Padma Priya S
Director, Head – Business Development

12.
Founded in 2003, LinkedIn connects the
world’s professionals to make them
more productive and successful. With
over 530 million members in more than
200 countries and territories worldwide,
including executives from every Fortune
500 company, LinkedIn is the world’s
largest professional network.
offers a full range of solutions to
help organizations in various
stages of growth recruit relevant
talent, build their brand, and grow
their business.
If you're curious about social recruiting,
join us in discovering the possibilities. `
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