Addressing diversity through branding and targeted outreach | Talent Connect ...LinkedIn Talent Solutions
Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? In this session learn how to supplement your diversity outreach efforts with a variety of tactics such as community outreach, creative branding, strategic internship programs, and the development and launch of LinkedIn campaigns that target diverse professionals of all levels. Also learn how reporting can enable you to track and manage the impact of your campaigns. This will be a jointly led training session with LinkedIn and Blue Cross Blue Shield of Michigan.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
When we think about ‘outsourcing’ we think about losing jobs, losing control of our internal protocols, or increasing costs in exchange for solving problems we cannot solve. The reality is that RPO partners provide valuable subject-matter-expertise that helps keep your organization at the cutting edge of how the sands of the workforce are shifting.
In this 30-presentation, Zach Chertok, principal industry analyst for the human capital management practice at Aberdeen, and Lamees Abourahma, President of the Recruitment Process Outsourcing Association talk more in depth about the benefits of working with an RPO partner as an extension of your internal talent acquisition efforts. You will hear about the key trends and findings we are seeing as we determine and analyze the practices that Best-in-Class companies are using to achieve their results.
The right person you’re looking for is already on LinkedIn. The key is in knowing how to build an effective search that will help you find prospective candidates with the skills, experience, and qualifications required to fill the position. Search for what people do, not just words they use.
If STEM talent’s truly as scarce as we hear in media reports, how are HR leaders responding and preparing to close the talent gaps within their own organizations? During this webinar, Neddy Perez, chief diversity officer for Ingersoll Rand will share how her team’s integrating their corporate diversity and inclusion strategy into their core business areas of skills development, workforce engagement, enabling process and market connectivity to bridge the STEM gap. This multifaceted approach has resulted in a robust STEM talent acquisition and management strategy that’s attracting, retaining and developing Ingersoll Rand employees for today and the future.
During this webinar attendees will:
Gather tools for creating an action plan for addressing the reported stem talent gap.
Explore how Ingersoll Rand addressed the talent gap within their organization and hear the lessons learned along the way.
Decipher what’s fact and fiction regarding the STEM talent shortage.
Vskills certification for Talent Manager assesses the candidate as per the company’s need for talent identification, retention and management. The certification tests the candidates on various areas in basics of talent management, strategic workforce planning, talent acquisition, performance and potential measurement, talent development, employee retention, HRMS, competency based management, talent management integration and standards.
Addressing diversity through branding and targeted outreach | Talent Connect ...LinkedIn Talent Solutions
Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? In this session learn how to supplement your diversity outreach efforts with a variety of tactics such as community outreach, creative branding, strategic internship programs, and the development and launch of LinkedIn campaigns that target diverse professionals of all levels. Also learn how reporting can enable you to track and manage the impact of your campaigns. This will be a jointly led training session with LinkedIn and Blue Cross Blue Shield of Michigan.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
When we think about ‘outsourcing’ we think about losing jobs, losing control of our internal protocols, or increasing costs in exchange for solving problems we cannot solve. The reality is that RPO partners provide valuable subject-matter-expertise that helps keep your organization at the cutting edge of how the sands of the workforce are shifting.
In this 30-presentation, Zach Chertok, principal industry analyst for the human capital management practice at Aberdeen, and Lamees Abourahma, President of the Recruitment Process Outsourcing Association talk more in depth about the benefits of working with an RPO partner as an extension of your internal talent acquisition efforts. You will hear about the key trends and findings we are seeing as we determine and analyze the practices that Best-in-Class companies are using to achieve their results.
The right person you’re looking for is already on LinkedIn. The key is in knowing how to build an effective search that will help you find prospective candidates with the skills, experience, and qualifications required to fill the position. Search for what people do, not just words they use.
If STEM talent’s truly as scarce as we hear in media reports, how are HR leaders responding and preparing to close the talent gaps within their own organizations? During this webinar, Neddy Perez, chief diversity officer for Ingersoll Rand will share how her team’s integrating their corporate diversity and inclusion strategy into their core business areas of skills development, workforce engagement, enabling process and market connectivity to bridge the STEM gap. This multifaceted approach has resulted in a robust STEM talent acquisition and management strategy that’s attracting, retaining and developing Ingersoll Rand employees for today and the future.
During this webinar attendees will:
Gather tools for creating an action plan for addressing the reported stem talent gap.
Explore how Ingersoll Rand addressed the talent gap within their organization and hear the lessons learned along the way.
Decipher what’s fact and fiction regarding the STEM talent shortage.
Vskills certification for Talent Manager assesses the candidate as per the company’s need for talent identification, retention and management. The certification tests the candidates on various areas in basics of talent management, strategic workforce planning, talent acquisition, performance and potential measurement, talent development, employee retention, HRMS, competency based management, talent management integration and standards.
The Forum for In-house Recruitment Managers (The FIRM) and The Write Research Company have partnered on the development of this Strategic Talent Acquisition Report designed to form an analysis of the on-going transformation of resourcing strategy and practice in the UK. The Report focuses on the following areas:
- The increasing strategic importance of talent acquisition
- Key priorities for Resourcing professionals
- Measuring the effectiveness of talent acquisition strategies
- The capability and expertise of in-house teams
- The development of talent pipelines aligned to workforce plans
- Career pathways for in-house Resourcing professionals
How Best-in-Class Companies Address Talent Gap Challenges | Talent Connect Ve...LinkedIn Talent Solutions
As talent acquisition professionals, we are faced with an ever-expanding talent gap. Learn effective strategies to address this solution in three core pillars.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The future of work includes how to effectively incorporate automation and AI in your workplace, but that is not all that it's about. For HR and recruiting teams, the future of work also includes how they can upgrade their current talent and employee experiences. The three common challenges in this journey are initial outreach, onboarding, and career mobility. Join TalentCulture CEO & Founder Meghan M. Biro to learn how to navigate the talent journey from beginning to end, with the help of modern HR and recruiting strategies and automation.
- Reduce cost and time per hire and increase efficiency
- Establish your company brand as an employer of choice
- Secure and retain the best talent
- Increase employee engagement
- Achieve a better candidate and hiring manager experience
- Improve and sustain company productivity
- Increase market presence, sales, growth, and profit!
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
The Next (R)evolution of the Talent Acquisition Function -- Breakout Session ...LinkedIn Talent Solutions
Partner session: The next (r)evolution of the talent acquisition function. Martin Cerullo, Managing Director, Consulting – Asia Pacific, Alexander Mann Solutions. Claire Weekes, Senior Customer Success Consultant, LinkedIn
As the world's leading talent acquisition and management services company, Alexander Mann Solutions is continually tracking the latest thinking in terms of structuring the talent acquisition function to deliver the very best business outcomes. With the continued rise in importance of social and digital channels, the critical element for transformation in major corporates is the sourcing capability. In partnership with LinkedIn, this session will explore how the talent acquisition function is developing with new roles and models, with new organisational structures, career paths and training for sourcers, the addition of new subject matter roles from outside talent acquisition as well as the latest thinking on KPIs for the function. As well as sharing detail on this, the latest trends will be illustrated through real case studies, covering Australian companies as other companies across Asia Pacific.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
LinkedIn Strategies for Recruiting: A Case StudyKara Yarnot
Presented at Social Recruiting Strategies Summit in July 2013.
LinkedIn has quickly become one of the most effective tools for social recruiting and the company adds new products and features on a regular basis. How do you know which LinkedIn products will deliver they greatest ROI for your business? Join Kara Yarnot, founder of Meritage Talent Solutions, for a case study of LinkedIn implementation at a FORTUNE® 500 company. Yarnot will discuss the effectiveness and adoption of products like LinkedIn Recruiter, job postings, Work With Us ads, Sponsored Jobs, Platinum Careers Page, Follow Company ads, and much more.
Takeaways include:
• An overview of LinkedIn products
• Results and metrics you can use to measure LinkedIn product effectiveness
• LinkedIn product recommendations based on your company’s social recruiting strategy
This is a step by step guide for small to medium sized recruiting firms who want to find out how to use Linkedin in the most effective way possible to grow their businesses.
The Forum for In-house Recruitment Managers (The FIRM) and The Write Research Company have partnered on the development of this Strategic Talent Acquisition Report designed to form an analysis of the on-going transformation of resourcing strategy and practice in the UK. The Report focuses on the following areas:
- The increasing strategic importance of talent acquisition
- Key priorities for Resourcing professionals
- Measuring the effectiveness of talent acquisition strategies
- The capability and expertise of in-house teams
- The development of talent pipelines aligned to workforce plans
- Career pathways for in-house Resourcing professionals
How Best-in-Class Companies Address Talent Gap Challenges | Talent Connect Ve...LinkedIn Talent Solutions
As talent acquisition professionals, we are faced with an ever-expanding talent gap. Learn effective strategies to address this solution in three core pillars.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The future of work includes how to effectively incorporate automation and AI in your workplace, but that is not all that it's about. For HR and recruiting teams, the future of work also includes how they can upgrade their current talent and employee experiences. The three common challenges in this journey are initial outreach, onboarding, and career mobility. Join TalentCulture CEO & Founder Meghan M. Biro to learn how to navigate the talent journey from beginning to end, with the help of modern HR and recruiting strategies and automation.
- Reduce cost and time per hire and increase efficiency
- Establish your company brand as an employer of choice
- Secure and retain the best talent
- Increase employee engagement
- Achieve a better candidate and hiring manager experience
- Improve and sustain company productivity
- Increase market presence, sales, growth, and profit!
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
The Next (R)evolution of the Talent Acquisition Function -- Breakout Session ...LinkedIn Talent Solutions
Partner session: The next (r)evolution of the talent acquisition function. Martin Cerullo, Managing Director, Consulting – Asia Pacific, Alexander Mann Solutions. Claire Weekes, Senior Customer Success Consultant, LinkedIn
As the world's leading talent acquisition and management services company, Alexander Mann Solutions is continually tracking the latest thinking in terms of structuring the talent acquisition function to deliver the very best business outcomes. With the continued rise in importance of social and digital channels, the critical element for transformation in major corporates is the sourcing capability. In partnership with LinkedIn, this session will explore how the talent acquisition function is developing with new roles and models, with new organisational structures, career paths and training for sourcers, the addition of new subject matter roles from outside talent acquisition as well as the latest thinking on KPIs for the function. As well as sharing detail on this, the latest trends will be illustrated through real case studies, covering Australian companies as other companies across Asia Pacific.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
LinkedIn Strategies for Recruiting: A Case StudyKara Yarnot
Presented at Social Recruiting Strategies Summit in July 2013.
LinkedIn has quickly become one of the most effective tools for social recruiting and the company adds new products and features on a regular basis. How do you know which LinkedIn products will deliver they greatest ROI for your business? Join Kara Yarnot, founder of Meritage Talent Solutions, for a case study of LinkedIn implementation at a FORTUNE® 500 company. Yarnot will discuss the effectiveness and adoption of products like LinkedIn Recruiter, job postings, Work With Us ads, Sponsored Jobs, Platinum Careers Page, Follow Company ads, and much more.
Takeaways include:
• An overview of LinkedIn products
• Results and metrics you can use to measure LinkedIn product effectiveness
• LinkedIn product recommendations based on your company’s social recruiting strategy
This is a step by step guide for small to medium sized recruiting firms who want to find out how to use Linkedin in the most effective way possible to grow their businesses.
Crowdsourcing Series: LinkedIn. By Vitaly Gordon & Patrick Philips. Hakka Labs
Better data beats better algorithms, but better data can be hard to come by. In this talk, Vitaly Gordon, Senior Data Scientist at LinkedIn, and Patrick Philips, Crowdsourcing Expert at LinkedIn, will show how the LinkedIn data science team hacks data science using sophisticated data mining and crowdsourcing techniques to leverage the data they already have and create the data that's missing.
Examples, techniques, and lessons learned building data products over the last 4 years at LinkedIn.
Pete Skomoroch is a Principal Data Scientist at LinkedIn where he leads a team focused on building data products leveraging LinkedIn's powerful identity and reputation data.
The talk describes some techniques and best practices applied to develop products like LinkedIn Skills & Endorsements.
This talk was presented at the SF Data Science Meetup on September 19th, 2013
My action research (capstone) project for my master of science in MIS, on social media data mining, specifically, the skills that are required to obtain work in this field.
Strata 2012: Humans, Machines, and the Dimensions of MicroworkDaniel Tunkelang
Presentation from O'Reilly Strata 2012 on Big Data
Humans, Machines, and the Dimensions of Microwork
Daniel Tunkelang (LinkedIn)
Claire Hunsaker (Samasource)
The advent of crowdsourcing has wildly expanded the ways we think of incorporating human judgments into computational workflows. Computer scientists, economists, and sociologists have explored how to effectively and efficiently distribute microwork tasks to crowds and use their work as inputs to create or improve data products. Simultaneously, crowdsourcing providers are exploring the bounds of mechanical QA flows, worker interfaces, and workforce management systems.
But what tasks should be performed by humans rather than algorithms? And what makes a set of human judgments robust? Quantity? Consensus? Quality or trustworthiness of the workers? Moreover, the robustness of judgments depends not only on the workers, but on the task design. Effective crowdsourcing is a cooperative endeavor.
In this talk, we will analyze various dimensions of microwork that characterize applications, tasks, and crowds. Drawing on our experience at companies that have pioneered the use of microwork (Samasource) and data science (LinkedIn), we will offer practical advice to help you design crowdsourcing workflows to meet your data product needs.
Linkedin Analytics Week 11 MKT 9715 baruch mba program Prof Marshall SponderMarshall Sponder
This LinkedIn Analytics presentation is part of my MBA class at Baruch College that I teach on Monday nights -- MKT 9715 - I will also be teaching the undergrad class next semester as well as the graduate class.
يصحبك الملخص الرقمي عبر جولة في تطورات العالم الرقمي في الشرق الأوسط
:في هذا العدد
أكثرية مستخدمي الفيس بوك في
السعودية والامارات ما بين 25 - 34 عاماً
المتوسط اليومي لتصفح الانترنت وصل إلى 14 مرة
اللغة العربية الرابعة على شبكة الانترنت بحلول عام 2017
الشرق الأوسط في المرتبة الثانية بعد الدول الأفريقية جنوب الصحراء الكبري في الفجوة بين الجنسين فيما يتعلق باستخدلام الانترنت
صور بانورامية من جوجل على الشبكة للمعالم الأثرية في منطقة الشرق الأوسط
...
Business Applications of Predictive Modeling at Scale - KDD 2016 TutorialQiang Zhu
Predictive modeling is the art of building statistical models that forecast probabilities and trends of future events. It has broad applications in industry across different domains. Some popular examples include user intention predictions, lead scoring, churn analysis, etc. In this tutorial, we will focus on the best practice of predictive modeling in the big data era and its applications in industry, with motivating examples across a range of business tasks and relevance products. We will start with an overview of how predictive modeling helps power and drive various key business use cases. We will introduce the essential concepts and state of the art in building end-to-end predictive modeling solutions, and discuss the challenges, key technologies, and lessons learned from our practice, including case studies of LinkedIn feed relevance and a platform for email response prediction. Moreover, we will discuss some practical solutions of building predictive modeling platform to scale the modeling efforts for data scientists and analysts, along with an overview of popular tools and platforms used across the industry.
Video of the presentation: http://www.youtube.com/watch?v=8z3h4Uv9YbE
At LinkedIn, we have started to use the Play Framework to build front-end and back-end services at massive scale. Play does things a little differently: it's a Java and Scala web framework, but it doesn't follow the servlet spec; it's fairly new, but it runs on top of robust technologies like Akka and Netty; it uses a thread pool, but it's built for non-blocking I/O and reactive programming; most importantly, it's high performance, but also high productivity. We've found that the Play Framework is one of the few frameworks that is able to maintain the delicate balance of performance, reliability, and developer productivity. In the Java and Scala world, nothing even comes close. In this talk, I'll share what we've learned so far, including details of rapid iteration with Java and Scala, the story behind async I/O on the JVM, support for real time web apps (comet, WebSockets), and integrating Play into a large existing codebase.
Linked in means business - a free downloadable playbookFan Foundry
Learn Social Selling, amp up your Networking, and get updated insights on:
- Career Management
- Content marketing
- Brand journalism
- Profile enrichment
- Group management
- Lead generation
- Company pages
... and more.
Be sure to download it (it's free) so you can make use of the embedded menu, navigation features and resource links. Subscribe to receive quarterly updates!
Build Engage Recruit - How to Build your Talent BrandLinkedIn Europe
Your marketers and sales people think and work entirely differently than they did 10 years ago. Has your approach to hiring also changed?
Your competitors are no longer content to rely on active job seekers. Companies are now able to build their brand online, engage top talent and recruit the most talented people.
In this presentation, we discuss:
- How to build your brand online
- How to engage your audience
- How to recruit top talent
The pressure for staffing professionals and agency recruiters to deliver top talent is fierce. With over 400M+ professionals using LinkedIn, recruitment agencies in Asia Pacific like yours are leveraging LinkedIn’s recruiting and marketing tools to successfully find, attract, and place qualified candidates.
We invite you to attend an online crash course to learn how you can get the most out of your free LinkedIn account — and how you can use our paid recruiting tools to be more successful. In this free webcast, you'll receive practical advice on how to use LinkedIn to best suit your needs. You'll learn how to:
- Use LinkedIn to identify highly qualified candidates
- Build your personal brand as a trusted recruiter and strategic partner
- Master LinkedIn’s marketing engine to source new candidates
- Market at scale to effectively source new clients and grow your business
Web 2.0 Expo Europe 2008 conference presentation on enterprise adoption of social software including IBM's own usage success and some of IBM's offerings
Linkedin Tips for Individuals and BusinessesMonica Samuel
Optimize your Linkedin profile to come up in the right searches. Build your individual brand and generate leads. Make your company page attractive to candidates. Build thought leadership and influencer status.
2. Agenda
Introductions
The Evolution of Online Recruiting
Online Recruiting Today
LinkedIn Overview
A Beginner’s Guide
Advanced Concepts & Best
Practices
Questions David Cohen
Sr. Account Executive, LinkedIn
Chicago Area | Internet
Public Profile:
http://www.linkedin.com/in/davidalyncohen
Connections: 203 Recommendations: 1
Email: dcohen@linkedin.com
Phone: 312-466-7655
3. Evolution of Online Recruiting
Circa 1995: Growth of the Internet. Companies create websites and begin listing
employment opportunities online
Circa 2000: Job Posting Sites Grow. Monster.com and
HotJobs advertise during the SuperBowl!
Circa 2005: Online Networking
gains traction. MySpace,
Facebook, LinkedIn become
destinations
Circa 2008: Passive recruiting in Web 2.0 becomes the new standard
One-fourth of all Web users visit social networks at least once per month.1
1995 2000 2005 2008
SOURCES:
1. Jupiter Research
4. Recruiting Today
The War Against Non-Talent…
Over 40,000 job boards online1
Large companies receive over 25k resumes/week2
1,200 to 1,300 resumes per job posted3
28% resume misrepresentation4
Recruiting teams are asked to do more with less:
Fewer or less skilled resources
Less budget
More senior level searches due to increased turnover
More job applicants
SOURCES:
1. International Association of Employment Websites
2. iLogos Research (a division of Taleo)
3. PeopleBonus founder Jason Krumweide (according to CBS MarketWatch.com)
4. Christian & Timbers
5. Recruiting Trends for 2009
Upgrading Employment Branding
Reinvigorating Referral Programs
Renewing the Focus on Quality of Hire
Reinforcing the Business Case for Recruiting
Utilizing Social Networks
Utilizing Video
Upgrading Succession Planning
Using Employee Blogs for Recruiting
Using Mobile Phone Recruiting
Revitalizing Corporate Jobs Page
Using A CRM Model for Hiring
Hiring Innovators
Recruiting Globally
SOURCE:
Adapted from “13 Trends in Corporate Recruiting for 2009” by Dr. John Sullivan
6. Company Overview
LinkedIn Corporation
Founded in 2003,
HQ: Mountain View, CA
Offices in San Francisco,
New York, Chicago,
Omaha, London
325+ employees
LinkedIn is the world’s most
powerful business network
7. LinkedIn Network Statistics
Network Membership & Reach Latin America
Europe 3%
Over 35 million professionals* 24%
~2 million members join
per month
Roughly 1 new sign-up
Asia
per second 8%
200 countries
Africa
English, Spanish, German and 1%
French
Middle East
150 industries 1%
Members from all five hundred Oceania
of the Fortune 500 2%
Other North America
0% 61%
*As of January, 2009
14. Step 5: Become an Expert!
How to tap into the wisdom of your crowd using LinkedIn Answers:
1. Ask your Network: Need an answer in a particular area of
professional expertise? LinkedIn has hundreds of categories in the
professional space ranging from the mundane to the obscure.
2. Search for Answers: Don’t have time to ask a question? Somebody
may have encountered the same issues you have or may have asked
the question on LinkedIn and found a satisfactory solution to it.
3. Help your Network with your Answers: Want to earn some Digital
Karma? Answer questions in your area of expertise that can help
both your professional network as well as others looking for similar
solutions.
17. LinkedIn Talent Advantage
Product Family
Find and engage Attract the best Fill urgent Develop your Position your
the best passive candidates with positions fast with employer brand company as an
candidates with precise targeting highly targeted on LinkedIn with employer of choice
unparalleled and viral direct InMail® dynamic, viewer- to high value
search and distribution of campaigns
aware content professionals
communication job postings
tools
18. Find and engage the best passive
candidates with unparalleled
search, communication and
collaboration tools.
19. LinkedIn Recruiter: What Makes it Great
Feature Benefit
Increased Search Space – search across the entire Most qualified candidates available anywhere
LinkedIn network of over 35 million professionals
Best Search Tools – focused search criteria that includes Focused search to help recruiters get to the best passive
Radius + Distance to look beyond a major metro area candidates immediately
Automatic Search Alerts – Recruiter continues to search Most cost effective means of recruiting hard-to-fill and
for key people on a nightly basis frequently recurring searches
Team Collaboration Tools – allows multiple recruiters to Increased efficiency of the recruiting team
conduct similar searches without fear of overlap
1-to-many InMail Templates – send personalized InMails Enhanced efficiency of each candidate search
to up to 20 people at once
Integration with ATS systems – import key searches into Greater ROI for existing technology investments
your ATS and track with OFCCP numbers
20. Attract the best candidates with
precise matching and effective viral
distribution of job postings
21. Automated Talent Matching
Target jobs to the right
professionals
Auto-generate a list of
candidates
Automatically display to
passive and active candidates
22. Unique Experience for Job Seekers
Candidates see how they are
connected to the company,
recruiter, or hiring manager
Quick links provide relevant
insights
24. Targeted, Relevant Contact
Subject line appears on
the candidates’ LinkedIn home
page
Remains in the
candidates’ inbox until they act
LinkedIn® Talent Direct™
open rates reach up to 44%
*Up to 60 days
25. Convenient and Relevant to Candidates
Links to a landing page
Includes banner ad options and
prominent call-to-action button
26. Talent Direct Case Studies
Objective Industry Subject Line Call-to-Action Open Rate
B2B Lead I.T. “Share XYZ Company’s Vision of “Download the 20%
Generation Services IT Optimization” Whitepaper”
B2B Lead Computer “Exclusive Invitation to Join “Join Group” 35%
Generation Software XYZ Industry Executive Group”
Hiring Telecom “XYZ Company Careers: “Apply Now” 31%
Retail Sales”
Hiring Computer “Careers @ XYZ Company, “Apply Now” 44%
Networking Bangalore”
Hiring Computer “Come to XYZ Company in “Apply Now” 33%
Software Colorado”
Boost Event Internet “You are cordially invited to…” “Click to Learn 34%
Attendance Consulting More”
28. Relevant, Engaging
Experiences for Candidates
Displays content you tailor
and update
Adapts to the viewers based
on their industry, job function,
location, etc.
Move beyond job listings to
recruitment branding
29. Various Modules to Differentiate Your Brand
Appeals to candidates on a
personal level Recruiter Recruitment
profiles message
Employee spotlights introduce
peers of related experience
Polling invites interaction and
Job List
Video clips showcase culture Employee
& Career
spotlights
page links
Links help interested
candidates take action
Video Interactive
Clips Polls
31. Expose Your Company
To Relative Candidates
Brand exposure to
the largest professional
network of senior, technical
and hard-to-find candidates
Ads can be targeted by
profession, seniority, industry,
company size and more
32. Improve Candidate
Perception of Your Brand
Increase company / brand
awareness and image
A less cluttered ad environment
ensures your message is seen
33. What Our Customers Are Saying
“Our open days has dropped from 70 to 40 since using LinkedIn. It’s
radically impacted cost savings.”
– John Zweig, Director of Staffing, Logitech
“With LinkedIn, the team taps into a much larger network of highly
qualified candidates in a much shorter time period. It easily paid for itself
two times over in the first three months we used it.”
— John Beard, Manager of Talent Acquisition, Kaiser Permanente
“LinkedIn was instrumental in helping us to source and hire a CFO and
other C-level candidates.”
— Kim Bermuda, senior staffing manager, Adaptec, Inc.
“LinkedIn is one of the most valuable recruiting tools available in targeting
high quality, passive job seekers.”
— Director Global Staffing, Juniper Network
34. Recruiting Trends for 2009
Upgrading Employment Branding
Reinvigorating Referral Programs
Renewing the Focus on Quality of Hire
Reinforcing the Business Case for Recruiting
Utilizing Social Networks
Utilizing Video
Upgrading Succession Planning
Using Employee Blogs for Recruiting
Using Mobile Phone Recruiting
Revitalizing Corporate Jobs Page
Using A CRM Model for Hiring
Hiring Innovators
Recruiting Globally
SOURCE:
Adapted from “13 Trends in Corporate Recruiting for 2009” by Dr. John Sullivan
35. How to Learn More
• http://learn.linkedin.com
• Interested in LinkedIn Talent Advantage?
David Cohen
Sr. Account Executive
312.466.7655
dcohen@linkedin.com
Wade Burgess
Director of Sales, Central Region
312.466.7669
wburgess@linkedin.com