LinkedIn’s Talent Solutions products are not just for corporate customers. In this session geared toward those in higher education, customers from universities will share their success with LinkedIn. Elaine Peters will cover topics like how to drive success within talent acquisition in a decentralized organization. Her talk will continue on last year's discussion around leveraging the University of California as the second largest employer in the state of California to gain exposure. Chirajeet Sen's discussion will cover the challenges and successes of being a newer LinkedIn customer, having just signed on last year. This will include positive results that his organization is already seeing from partnering with LinkedIn.

1. University of California & LinkedIn
Elaine Peters – Director, Systemwide Talent
Acquisition and Executive Recruitment
#intalent

2. #intalent

3. The Transformation
UC Talent Management Strategy
#intalent

4. People – the Most Valuable Resource
Our faculty. Our students. Our staff
We are here to innovate and explore. To make things better.
UC competing for top talent
• Technology
• Fundraising
• Healthcare
• Executive
#intalent

5. The University of California
Our people exchange ideas, make advancements and educate millions
Second largest employer in California
Mission of teaching, research & public
service
#intalent

6. Before The Transformation
Reactive recruiting
Limited tools and resources
Dependent on search firms
Little external presence on social
media
Decentralized talent functions
Difficulty collecting data
#intalent

7. The Approach
Organization Transformation
#1 Talent acquisition as a strategic
partner
#2 Training, tools and resources
#3 Telling our story on LinkedIn
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8. After The Transformation
Strategic business partner
New proactive approach
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9. After The Transformation
250,000 Followers
119,000 employees on LinkedIn
$2 million savings
50% internal talent
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10. Trends and Next Steps
Focus on internal talent
External hires not as successful
Employee value proposition
Candidate experience
#intalent

11. Before & After
Lack of understanding from senior
leadership
Commitment from senior leadership
Dependency on search firms
Reduced use of search firms
Limited ability to reach out to
passive candidates
Little training for recruiters
Lack of marketplace presence
No talent management strategies
Ability to contact passive
c andidates
Recruiters = talent advisors
Presence through career pages,
sponsored jobs
Systemwide talent management
strategy in place
#intalent

12. Closing Thoughts
Define a talent management strategy
Identify talent acquisition
Identify internal top talent
Provide training & resources
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13. Questions
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14. #intalent

15. #intalent

16. Harvard Business School (HBS)
&
LinkedIn
Chirajeet Sen
Assistant Director, Employment
HBS Human Resources

17. Overview
Fast Facts
LinkedIn Partnership
Successes & Challenges
LinkedIn Partnership?
Closing Thoughts and Q&A
Talking Points

18. Harvard is amongst the top 5 employers in Massachusetts
Harvard University was founded:
“To advance learning and perpetuate Posterity; dreading to leave an illiterate Ministry to the churches.”!
!
! ! ! !-1643 brochure!
Support teaching and learning activities
• HBS is one of the moderately sized schools
• 13 Schools and Administrative Units within Harvard
!
Overview

19. Fast Facts
HBS Mission: Educating Leaders Who Make A Difference In The World!
!
Total MBA Enrollment: 1837 (913 admitted into 1st year)!
• Applications received for the Class of 2014: 8963!
!
Executive Education: 141 Open Enrollment and Custom Programs!
• Annual participants: close to 10,000!
!
Total Doctoral Enrollment: 143!
• Applications received for the Class of 2014: 868!
!
Staff: <1,000
• Administrative Management: 595
• Administrative Support: 344
• Additional support: contractors, short-term temps

20. Applicant Tracking System (ATS)
Number of Applicants Received: 11,230
Jobs filled: 182
Fast Facts continued

21. LinkedIn Partnership
LinkedIn Recruiter
Work with us Ads
1 Job slot

22. LinkedIn Partnership
Applicants Interviews Pending Hires
Ad-hoc use Jul ‘12 – Oct ‘12 193 11 0 1
Partnership Jul ‘13 – Oct ‘13 325 3 0 3
Ad-hoc use Oct ‘12 – Jun ‘13 2329 3 0 0
Partnership Oct ‘13 – Jun ‘14 2749 20 5 2

23. Successes and Challenges
• Branding HBS as an employer
• Similar departments and positions to other organizations!
• IT !
• Operations !
• Marketing & Communications!
• Relationship Management/Business Development!
• Financial !
!
• Hard to fill positions !
• Development/fund-raising!
• IT!
• Specific business research!
• Complements our Applicant Tracking System!
!
• Social Media presence!

24. • Bandwidth
• How to establish a school-wide cohesive LinkedIn strategy
• Strike a balance between using search firms and LinkedIn.
!
Successes and Challenges

25. • Yes, we have extended our partnership with LinkedIn for another year and
added 3 job slots.
!
LinkedIn Partnership?

26. Closing Thoughts and Q&A
• Invest in what will help
• Training is valuable
• Engage others
• www.hbs.edu/employment/
• @HBSJobs

27. #intalent