Enhancing the recruiter and candidate experience with LinkedIn integrations
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Ways to enhance both the recruiter and candidate experience using LinkedIn integration's such as Plugins and APIs
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Enhancing the recruiter and candidate experience with LinkedIn integrations
- 2. Enhancing the recruiter and candidate experience with LinkedIn integrations Máiréad Behan Technical Consultant LinkedIn #intalent Rory Cawley Technical Consultant LinkedIn Valerie Blasco Global Head of Talent Acquisition SGS #intalent
- 3. Nº1 WORLD LEADER INSPECTION, VERIFICATION, TESTING AND CERTIFICATION 80,000 EMPLOYEES 1,650 OFFICES AND LABORATORIES 13 GLOBAL INDUSTRIES GLOBAL SERVICE LOCAL EXPERTISE AT A GLANCE #intalent
- 4. The world is changing fast.
- 5. Candidates & Your Company More Connectivity More Choice More Channels 1980s 1990s 2000s 2010s Recruiters Filing Cabinet Offline Database Job Channels Social Media Evolution of recruiting #intalent
- 6. Embrace the power of social media Source: “The End of Solution Sales,” Brent Adamson, Matthew Dixon, and Nicholas Toman. Harvard Business Review, July 2012. Socially Driven Decision Making #intalent
- 7. Embracing Social Recruitment Build Engage Recruit Tailor your content Update followers Streamlined cross-system experience Best job application experience Grow your followers Develop your talent brand #intalent
- 8. Build BUILD ENGAGE RECRUIT #intalent
- 9. Engage the right audience with the Follower plugin BUILD #intalent
- 10. of members are interested in job opportunities from companies they are following #intalent
- 11. Followers are your company’s friends BUILD #intalent
- 12. % of page views are members looking at members #intalent
- 13. x Recruiters have 10x more traffic to their profile than the average member #intalent
- 14. Leverage your team with the Member Profile plugin BUILD #intalent
- 15. Engage BUILD ENGAGE RECRUIT #intalent
- 16. ENGAGE Keep your audience interested Your potential audience Beyond Your Network #intalent
- 17. Improve follower engagement with relevant messaging Source: “Quality & relevance: The twin keys to digital growth,” David Edelman. McKinsey on Marketing & Sales, McKinsey & Company, March 2014. ENGAGE #intalent
- 18. Recruit BUILD ENGAGE RECRUIT #intalent
- 19. Streamline the application process My Candidates RECRUIT #intalent
- 20. Cross-system awareness: your system Jeff Weiner RECRUIT #intalent
- 21. Cross-system awareness: Recruiter RECRUIT #intalent
- 22. #intalent
- 23. Available in an ATS near you Coming soon! RECRUIT #intalent
- 24. Next steps • Get the Follow button! • Start sharing content! • Get Connected! developer.linkedin.com #intalent
Editor's Notes
- Speakers: Mairead, Rory & Valerie Hi everyone, you are very welcome today, Not the best slot so we’ll try and make this as entertaining as possible. Say title & how tech can sometimes send people into a coma – but we hope to make this as simple and easy to understand while showing you all the exciting possibilities of integrating more with LinkedIn Intro myself
- Speakers: Valerie About SGS Over 80,000 employees Working with customers throughout the supply chains of 13 global industries: Agriculture and Food; Automotive; Chemical; Construction; Consumer Goods and Retail; Energy; Finance; Industrial Manufacturing; Life Sciences; Logistics; Mining; Oil and Gas; and Public Sector Operating across a network of more than 1,650 offices and laboratories around the world A global service, with local expertise Delivered with passion, integrity, entrepreneurialism and innovative spirit Our Position We aim to remain in our position as: The world’s leading inspection, verification, testing and certification company The leading provider of competitive advantage, driving sustainability and delivering trust The globally recognised benchmark for quality and integrity We are continually pushing ourselves to deliver innovative services and solutions that help our customers move their businesses forward
- Speakers: Rory The world is changing fast Top jobs that didn’t exist 10 years ago App developer Zumba instructor Social Media expert Data scientist/ Big data architect Digital marketing expert We were all making calls on old phone High speed internet on all mobile devices and can use them to order taxis, connect to each other and communicate on levels we never thought possible Change is happening constantly, change is all around us.. And Recruiting is changing as well as a result of this.. (change to next slide)
- Speakers: Valerie Candidates have more choices today than ever before. Practically feels like every day there is some new latest and greatest app to download or site to join.. their choices grow exponentially every single day. Which mean we need to make sure we are not only keeping up but staying 1 step ahead! So what's this look like from a recruiters perspective.. well let’s think about how we used to recruit not all that long ago.. A fair amount of us in here in this room probably kept or may even still have an old (possibly slightly rusty) metal filing cabinet jam packed with the next hottest talent we wanted to join our team. As technology changed and we looked to move forward we began entering those paper resumes into the latest and great tracking method there was, an database! Now we could keep those perhaps a bit out of date resumes better organized… still out of date but organized non the less.. As with most things however no sooner did we get close to entering all our info into the database then technology changed.. Again… Now we were still keeping those databases somewhat updated but we also begin to explore proactive recruiting.. Oooh sounds fancy! Basically we welcomed the introduction of Job Channels. With the introduction of Job Channels print media took a bit of a back seat to the awesome power of the World Wide Web! Now we could start to empower prospects to be able to search our jobs our companies and approach us if interested. As will all good things, this method although still being used today, has now itself taken more of a backseat to the current way in which business has shifted.. Social Media Recruiting…
- Speakers: Mairead Social media is here to stay – embracing the tools to harness its power is the key to your success Common misconception is to view – LinkedIn = jobboard, but to fully harness its potential you need to think of it as a social media recruiting platform Think about reasons why we use social media platforms, ie Facebook – community of friends/like-minded people to share relevant content and communicate with LinkedIn is no different building an ecosystem around you of your business & relevant contacts who are interested in you, your company & how you can help them transform their career *Online behaviour has changed us are all experts researching everything online, more info available to us now. Studies indicate 57% decisions to engage made before any contact with your business. I like to think of the decision to engage as social research. Booking a holiday/restaurant example *The social web is changing how we make decisions including looking for a job. Candidates expect relevant personalized/personalized information delivered to them – not to have to hunt for it. Ecommerce analogy : 1st review product aka read job description (what is company offering) Review seller (in this case the seller is the hiring company) .. we want to know as much about them as possible – their business, their focus, their employees, culture. We want to be comfortable that the company is the right fit for us Read other reviews – member shared content, company updates, employee testimonials, job recommendations Once we have completed this only then as a potential candidate do we feel happy to apply and know it’s the right fit for me personally at this time
- Speakers: Rory As you can see leveraging social media can have a truly transformative effect on not only you and your business but all those your associated with as well. To help simplify this process even further LinkedIn has developed a framework which we are going to share with you that will enable you to easily start to implement some of the tools available today. The first part of this frame work is Build: The Build pillar is really focused on developing a solid network of followers and strengthening your talent brand. The second pillar is about Engagement – We want to make sure that you all are able to easily share all that insightful content you have both on and off of LinkedIn to drive engagement with your follower network. (driving traffic from LinkedIn to your company page but also to your own Company webpage) The final pillar dives into the Recruit aspect – Something we all care about. We want to build a solid foundation of followers and content to help streamline your workflow and ultimately develop a targeted pool of engaged potential candidates! Sound good?
- Speakers: Rory LinkedIn offers a number of easy-to-use tools to help amplify everything you're already doing today. Using these products will help further advance and strengthen your talent brand, drive more relevant engagement with candidates and members, equip you with tools to streamline your workflow and ultimately lead to a greater recruiting experience
- Speakers: Rory We are going to shift the conversation a bit towards our technology tools and we will start with a few plugins (these are like social buttons you see on lots of websites). When we talk about plugins we are referring to easily harnessing the power of LinkedIn on your website The Follow Plugin! One of our plugins, the Follow plugin will help you grow your follower base. By adding this plugin to you website, it will allow people to follow your company on LinkedIn simply by clicking this follow button. Here we have an example from XXXX.
- Rory: Followers are an actively engaged audience for your company . By following your company on LinkedIn they are telling you they would love to learn more about your organization! 79% of member’s will follow a company for job opportunities. Building followers creates your audience, people waiting to hear from you, to receive news and opportunities. Followers constitute a prime audience and candidate pool. Followers are your company’s advocates. Why Followers Matter 78% of company followers are more likely to respond to an InMail. Members will follow up to 6 companies on average. Followers are 2.5x more likely to recommend your business. Members are 61% more likely to share information as a result of following your company
- Speakers: Valerie SGS has reached 100,000 Followers … and how has this helped SGS
- Speakers: Rory Now, let’s leave followers for a moment. I want to talk about an activity that we all do io LinkedIn. Yep, our number one activity, members looking at members profiles. We are interested in what people are doing, where they are, what is new. It is a warm, friendly experience, we see a friendly picture, we know how we are connected to the person, and we see the achievements in their career. Give an example of where we use this as part of our job…….
- Speakers: Rory Now, if you look at the same for the recruiting world, it is 10x higher. This is HUGE. There is always the warm connection to the person who can help you find your next play. These people in your organisation have significantly more traffic than anyone else, you can leverage this! What does this mean for your organisation ? You could be harnessing this traffic and leveraging your recruiters, to help build and engage with potential candidates on a more personalised basis using LinkedIn tools For example sharing content on your employer brand and company news
- Speakers: Rory Let’s look at another one of our friendly and easy to implement plugins. The Member Profile plugin. It displays LinkedIn member profiles on your corporate website, giving visitors a personal connection to the people in your organization. The plugin provides a more social context to the content you already feature. It also has an easy way to access professional profiles for the members of your organization and to build connections to personal candidates Some examples of how you might use this plugin would be on an executive staff page, highlighting the author of a blog post or even providing further context on LinkedIn members mentioned or quoted within a news article or blog post.
- Speakers: Mairead So you have built up your followers … now what Keep your audience connected and engaged Hands up if …. You have joined a group that sounded really exciting and in line with your priorities … only to never read/receive relevant info and ultimately loose interest? Encourage your followers to learn about your company/business/culture and give them a personlised relevant experience Now I will talk about some tools to help you accomplish that
- Speakers: Mairead & Valerie 2 billion – number of updates across LinkedIn weekly This is not chat about the weather or what I ate for breakfast – professional content, insights & opportunities to transform lives. Engage your followers now – establish your company as a thought leader/build your community Show of hands – how many have shared content I have, I share tech articles I find interesting and ones about Linkedin and what a great place to work it is. Best way to engage your community & keep them, Use content on and off LinkedIn while growing your community This is made seemless by our In-share button. By putting this on your web page (like SGS) you provide the opportunity for anyone to share your content for you across all their networks . I shared this with my network (500 contacts) and by doing this help drive traffic to SGSs webpage, where they may find more interesting articles once they are there Valerie: have your team used this tool and what have you found the results to be?
- Speakers: Mairead Think about when you visit web pages…. What is your expectation? You want to see tailored content relevant to you. The more relevant content I see the longer I will spend on your web page browsing Sharing content is important, sharing tailored content is imperative. In addition to the share button you can also utilize the “sign in with LinkedIn” to ensure this personalized experience In this example when I visit Samsung’s page by signing in, Samsung can access my basic profile and then show me articles relevant to me!
- Speakers: Mairead Finally – an area you guys know extremely well – Recruiting So far we have seen tools to build company brand & followers. Engage them & provide a personalized experience. Now we’ll look at how we can help in your recruiting process.
- Speakers: Mairead & Valerie Let’s think about jobs now for a bit & the application process from a candidates perspective As a candidate I want to apply quick & easy, minimal click, fuss & forms to fill out Think about those candidates applying via mobile/tablet. (probably on their lunch break in their current job) LinkedIn can ease the candidate experience, using the LinkedIn profile to apply that’s simple & quick Think about it, most of the application data already exists on your profile, using it reduces time & effort. Result: more applications completed & greater pool of talent Profile API tool helps enable this. Here I have applied for a role at SGS (fingers crossed I get the job Valerie), Valerie gets all my data and can store it in her ATS Tell me a little more about SGSs experience using this feature?
- Speakers: Rory Now let’s look at the Recruiter experience. Very likely your teams spend time in your local system and on LinkedIn Recuiter. The process involves repeating searches, lots of switching between windows. It can be frustrating and time consuming. Cross-system awareness (fancy name) is our solution for streamlining the process. It is a solution that allow you to have a connected hiring ecosystem which shares information between your internal application and LinkedIn Recruiter. You have already have a valuable database of candidates, but naturally overtime this information goes out of date. For instance you may have a potential candidate you are considering for a new role but the last update to their information on your system was a couple of years ago. Cross system awareness allows you to view the candidates up to date LinkedIn profile within your internal system. This can help your recruiters make more informed decisions, quicker.
- Speakers: Rory & Valerie Now let’s look at the experience within LinkedIn Recruiter. When your team is working within the LinkedIn Recruiter world, search results will display indicators to let you know which candidates exist in your internal system. And its possible from within LinkedIn Recruiter to link back to that candidate in your system. Valerie: why it was important to have this feature and the benefits of using it at SGS Increases effectiveness & efficiency Supports strategic priority to make recruitment more proactive
- Speakers: Valerie Value of Taleo integration
- Speakers: Rory We have partnered with these ATS vendors, meaning cross system awareness is available in their product. Please talk to your ATS vendor if you would like to find out more and enable it.
- Speakers: Mairead We hope you found this presentation informative and useful All of the tools we mentioned are available at developer.linkedin.com and this presentation will also be available on Slide share and the talent connect website (as we speak) But before we leave I want you to now start to think about the things you need to start doing when you return to work on Friday/Monday? And with that I’ll open it up for questions