The document summarizes LinkedIn talent solutions that can help companies reduce costs, diversify hiring sources, improve their employer brand, and source both active and passive candidates. It outlines LinkedIn's large pool of professionals, benchmarking services, tools for companies to establish their brand and source talent directly or have talent find them. Specific solutions proposed include a Recruiter license, job slots, career pages, ads, and ongoing support from a Relationship Manager to help the company achieve its goals.
Mainstay is considering using LinkedIn's Talent Direct and career pages to acquire candidates and build their talent brand. Talent Direct allows companies to directly message professionals on LinkedIn and link them to targeted career pages. Mainstay could send 2,300 InMails through Talent Direct for $5,000 and expects to acquire at least 80 qualified leads. They could also create a career page advertised to 166,000 impressions, acquiring 332-664 followers and potentially 3 job placements generating $45,000 in revenue.
SOLA Group\'s MENA Service Offering 2011AlexGreenSOLA
The SOLA Group was established in 2005 and has offices in London and Dubai. It is privately owned and focuses on building relationships with clients through outstanding service delivery. SOLA provides high-caliber contingent workers and consultants across EMEA through its Technology division, executive searches through its Search division, and consulting projects through its Consulting division. SOLA works closely with Thiqah Technology in the UAE and KSA to ensure compliant operations and deliverables such as visas and work permits.
Staffline Group is a compliance and ethics focused company that provides flexible workforces, permanent recruitment, and training services across the UK and Ireland. They have over 230 on-site solutions, recruit and manage drivers, and offer bespoke permanent recruitment and training programs including apprenticeships. Staffline is committed to protecting brands, colleague welfare, and promoting corporate social responsibility.
Amrop is a global executive search firm that helps clients identify leaders for roles around the world. They offer executive search, board consulting, and management assessment services. Their approach is client-centered, research-based, technology-enabled, and leverages their large global network to provide integrated, local expertise with a global perspective.
Ayova Executive Search is an international recruiting agency founded in 2000 that specializes in sourcing executives for technology companies in Spain, France, and Germany. It has a track record of successful placements and has expanded its services over 16 years to include online platforms focused on international career mobility and return talent. Ayova takes a customized approach to each search using its consultants' industry and cultural expertise from these three countries to identify candidates that are a strong fit based on skills, motivations, language abilities, and adaptability to the role and culture.
SOLA Group Introduction & Service Offeringbenji542000
The document provides an introduction and overview of SOLA Group, a consulting firm established in 2005 with offices in London, Dubai, and Dusseldorf. It outlines SOLA's values of building relationships and delivering outstanding client value. It also provides contact information for two key SOLA representatives in the MENA region and describes SOLA's service offerings and global coverage.
Webcast Your roadmap to sourcing like a pro with Matt DavisLinkedIn Europe
This document summarizes a LinkedIn webcast about data driven recruiting strategies. The webcast covers identifying talent pools using LinkedIn data insights, developing relationships between recruiters and hiring managers, and a 3-step process for data driven recruiting that begins with defining hiring needs and keywords. It also discusses building talent pools, understanding seniority and skills by location, competing for talent, and leveraging internal networks for referrals.
Mainstay is considering using LinkedIn's Talent Direct and career pages to acquire candidates and build their talent brand. Talent Direct allows companies to directly message professionals on LinkedIn and link them to targeted career pages. Mainstay could send 2,300 InMails through Talent Direct for $5,000 and expects to acquire at least 80 qualified leads. They could also create a career page advertised to 166,000 impressions, acquiring 332-664 followers and potentially 3 job placements generating $45,000 in revenue.
SOLA Group\'s MENA Service Offering 2011AlexGreenSOLA
The SOLA Group was established in 2005 and has offices in London and Dubai. It is privately owned and focuses on building relationships with clients through outstanding service delivery. SOLA provides high-caliber contingent workers and consultants across EMEA through its Technology division, executive searches through its Search division, and consulting projects through its Consulting division. SOLA works closely with Thiqah Technology in the UAE and KSA to ensure compliant operations and deliverables such as visas and work permits.
Staffline Group is a compliance and ethics focused company that provides flexible workforces, permanent recruitment, and training services across the UK and Ireland. They have over 230 on-site solutions, recruit and manage drivers, and offer bespoke permanent recruitment and training programs including apprenticeships. Staffline is committed to protecting brands, colleague welfare, and promoting corporate social responsibility.
Amrop is a global executive search firm that helps clients identify leaders for roles around the world. They offer executive search, board consulting, and management assessment services. Their approach is client-centered, research-based, technology-enabled, and leverages their large global network to provide integrated, local expertise with a global perspective.
Ayova Executive Search is an international recruiting agency founded in 2000 that specializes in sourcing executives for technology companies in Spain, France, and Germany. It has a track record of successful placements and has expanded its services over 16 years to include online platforms focused on international career mobility and return talent. Ayova takes a customized approach to each search using its consultants' industry and cultural expertise from these three countries to identify candidates that are a strong fit based on skills, motivations, language abilities, and adaptability to the role and culture.
SOLA Group Introduction & Service Offeringbenji542000
The document provides an introduction and overview of SOLA Group, a consulting firm established in 2005 with offices in London, Dubai, and Dusseldorf. It outlines SOLA's values of building relationships and delivering outstanding client value. It also provides contact information for two key SOLA representatives in the MENA region and describes SOLA's service offerings and global coverage.
Webcast Your roadmap to sourcing like a pro with Matt DavisLinkedIn Europe
This document summarizes a LinkedIn webcast about data driven recruiting strategies. The webcast covers identifying talent pools using LinkedIn data insights, developing relationships between recruiters and hiring managers, and a 3-step process for data driven recruiting that begins with defining hiring needs and keywords. It also discusses building talent pools, understanding seniority and skills by location, competing for talent, and leveraging internal networks for referrals.
IPS Group is a long-established recruitment firm in the UK with over 45 years of experience. It prides itself on building long-lasting relationships and maintaining low staff turnover. IPS Group offers competitive salaries and benefits to employees, and encourages staff development and career advancement. It is also committed to corporate social responsibility and charitable causes.
Oliver James Associates is a specialist recruitment firm focused on placing talent in financial services roles across Asia Pacific and Europe. They develop long-term relationships with clients and candidates using a unique search methodology involving extensive market mapping. The firm provides executive search, contingent search, interim solutions, and other bespoke recruitment services to private practices, in-house legal teams, banks, asset managers, and other financial institutions.
In this presentation Lindsay Browning and Harry Dhebar, Talent Pipelining specialists at LinkedIn, present a six step guide to Talent Pipelining essentials, plus an insider view of the LinkedIn Recruiting team’s approach to this strategic challenge.
Reach new career heights working with Arrows Group Global.Arrows_Group
Arrows Group invests in industry-leading career development programmes, employee incentives, and embraces an employee empowerment philosophy to support our growth and yours.
Best practices on LinkedIn for Small and Medium Size Businesses in MENA -- Co...LinkedIn Talent Solutions
Action Impact and DMG events share their top tips on LinkedIn from branding to sourcing.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
McGregor Boyall is a leading international recruitment consultancy with offices in London, Edinburgh, Dubai and Singapore that has been established for over 25 years. They specialize in recruiting for commerce, finance, legal, IT, human resources and other sectors in the UK, Europe, Middle East and Asia Pacific. McGregor Boyall values quality, integrity, collaboration and expertise and offers career development opportunities through training and tailored development plans. They are seeking ambitious and commercially focused individuals interested in recruitment sales positions.
AGR Diversity Forum - Enterprise Rent-A-Car Slides 04 03 15EmmaAGR
Enterprise Holdings is a privately held company with over $17.8 billion in turnover and locations in the UK, Ireland, France, Germany, Spain, Canada, and the USA. It aims to increase diversity through strategies like raising female and minority hires and representation in senior management. Enterprise supports social mobility and diversity initiatives at universities through programs like a leadership day that helped boost confidence for female students.
Skills To Succeed - CodersTrust Presentation at Accenture Ferdinand Kjærulff
CodersTrust provides microfinance loans to IT talents in developing countries to upgrade their skills and increase their earnings on freelance platforms. It has provided 4000 applications and 450 students with loans totaling $5M from private and institutional investors. Students take basic, intermediate, or advanced coding courses and receive job recommendations, mentorship, and automated payments from their freelance work, with 90% going to the student and 10% to repaying CodersTrust. Their model aims to expand opportunity and social mobility through education and has already screened 6000 loan applicants and collected repayment data from 150 enrolled students.
Remote Resources is an offshore staffing provider specialized in digital consulting, software development, and digital marketing. It was founded in 2012 and has over 150 staff members, a candidate database of over 35,000, and clients in 16 countries. Remote Resources offers offshore staffing recruitment and management, software development, and digital marketing services to help clients accelerate growth. It has offices in Vietnam, Australia, Canada, and Spain.
Hoe aantrekkelijk bent u als werkgever? Staan kandidaten voor u in de rij?
Als u op zoek bent naar toptalent is uw reputatie als werkgever een belangrijke factor. En is het belangrijk dat de juiste doelgroep u weet te vinden en kan ontdekken wat u te bieden heeft.
Maar wat als u nu meerdere doelgroepen heeft of in verschillende landen opereert? Wij adviseren u graag over hoe u verschillende doelgroepen kunt aanspreken en nodigen u daarom graag uit voor de LinkedIn Talent Branding Workshop.
Tijdens deze workshop gaan wij in op het belang van uw Talent Brand en uw communicatie naar verschillende doelgroepen. En geven wij praktische tips hoe u hier succesvol in kunt zijn.
The document discusses how LinkedIn can be used for business purposes. It provides an overview of LinkedIn, including its mission to connect professionals and growth over the years. The summary also outlines how LinkedIn can be used for marketing, sales, and recruitment. LinkedInexpert is then introduced as a company that provides training and services to help professionals and businesses make the most of LinkedIn.
MENA is a company that provides human capital development and management solutions through training, consulting services, and surveys. Their vision is to be a leading provider of professional, integrated management solutions and best practices worldwide. Their services help organizations enhance performance and address HR issues. They have many international partners and have served over 100 clients in the MENA region.
This document discusses building a talent brand on LinkedIn. It provides statistics on LinkedIn's large user base globally and emphasizes the importance of segmentation and targeted content to attract top talent. The session objectives are to understand talent brand, provide a clear path to success, and network with peers. Participants are encouraged to customize their LinkedIn career pages for different functions, locations, and demographics to better engage talent pools.
DAV is a South African recruitment company that has been in operation for 40 years. It has offices in Johannesburg and Cape Town and specializes in permanent recruitment across 7 areas including executive search, IT, finance, and engineering. DAV prides itself on building strong relationships with both clients and candidates and ensuring an appropriate cultural match between skills and opportunities. It is committed to empowering black and disabled South Africans and transforming the South African workforce.
Executives Online is an executive recruitment and talent engagement firm that cultivates top talent proactively through their social communities. They have a global reach with 20 offices across 3 continents. Their rigorous vetting and interview process helps ensure a 96% retention rate for candidates placed through their executive talent bank system.
Get more value from your CMI Management and Leadership qualification by receiving credit towards degrees and masters programs through HEART, a partnership of universities in West Yorkshire, as their courses offer exemptions which can help you complete qualifications more quickly and save time and money, with all progression opportunities and exemptions listed on their website.
Discover the social recruitment strategies that will help you attract and hire the best with LinkedIn's free and premium tools.
This presentation covers:
- What Social Recruitment is REALLY all about
- Tips to increase your company presence both on and off LinkedIn
- How to maximise your employees' LinkedIn usage
How to drink from a fire hose. Presentation made to the North Carolina Cooperative Extension Virtual IT conference. Filtering based off of importance of the information.
IPS Group is a long-established recruitment firm in the UK with over 45 years of experience. It prides itself on building long-lasting relationships and maintaining low staff turnover. IPS Group offers competitive salaries and benefits to employees, and encourages staff development and career advancement. It is also committed to corporate social responsibility and charitable causes.
Oliver James Associates is a specialist recruitment firm focused on placing talent in financial services roles across Asia Pacific and Europe. They develop long-term relationships with clients and candidates using a unique search methodology involving extensive market mapping. The firm provides executive search, contingent search, interim solutions, and other bespoke recruitment services to private practices, in-house legal teams, banks, asset managers, and other financial institutions.
In this presentation Lindsay Browning and Harry Dhebar, Talent Pipelining specialists at LinkedIn, present a six step guide to Talent Pipelining essentials, plus an insider view of the LinkedIn Recruiting team’s approach to this strategic challenge.
Reach new career heights working with Arrows Group Global.Arrows_Group
Arrows Group invests in industry-leading career development programmes, employee incentives, and embraces an employee empowerment philosophy to support our growth and yours.
Best practices on LinkedIn for Small and Medium Size Businesses in MENA -- Co...LinkedIn Talent Solutions
Action Impact and DMG events share their top tips on LinkedIn from branding to sourcing.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
McGregor Boyall is a leading international recruitment consultancy with offices in London, Edinburgh, Dubai and Singapore that has been established for over 25 years. They specialize in recruiting for commerce, finance, legal, IT, human resources and other sectors in the UK, Europe, Middle East and Asia Pacific. McGregor Boyall values quality, integrity, collaboration and expertise and offers career development opportunities through training and tailored development plans. They are seeking ambitious and commercially focused individuals interested in recruitment sales positions.
AGR Diversity Forum - Enterprise Rent-A-Car Slides 04 03 15EmmaAGR
Enterprise Holdings is a privately held company with over $17.8 billion in turnover and locations in the UK, Ireland, France, Germany, Spain, Canada, and the USA. It aims to increase diversity through strategies like raising female and minority hires and representation in senior management. Enterprise supports social mobility and diversity initiatives at universities through programs like a leadership day that helped boost confidence for female students.
Skills To Succeed - CodersTrust Presentation at Accenture Ferdinand Kjærulff
CodersTrust provides microfinance loans to IT talents in developing countries to upgrade their skills and increase their earnings on freelance platforms. It has provided 4000 applications and 450 students with loans totaling $5M from private and institutional investors. Students take basic, intermediate, or advanced coding courses and receive job recommendations, mentorship, and automated payments from their freelance work, with 90% going to the student and 10% to repaying CodersTrust. Their model aims to expand opportunity and social mobility through education and has already screened 6000 loan applicants and collected repayment data from 150 enrolled students.
Remote Resources is an offshore staffing provider specialized in digital consulting, software development, and digital marketing. It was founded in 2012 and has over 150 staff members, a candidate database of over 35,000, and clients in 16 countries. Remote Resources offers offshore staffing recruitment and management, software development, and digital marketing services to help clients accelerate growth. It has offices in Vietnam, Australia, Canada, and Spain.
Hoe aantrekkelijk bent u als werkgever? Staan kandidaten voor u in de rij?
Als u op zoek bent naar toptalent is uw reputatie als werkgever een belangrijke factor. En is het belangrijk dat de juiste doelgroep u weet te vinden en kan ontdekken wat u te bieden heeft.
Maar wat als u nu meerdere doelgroepen heeft of in verschillende landen opereert? Wij adviseren u graag over hoe u verschillende doelgroepen kunt aanspreken en nodigen u daarom graag uit voor de LinkedIn Talent Branding Workshop.
Tijdens deze workshop gaan wij in op het belang van uw Talent Brand en uw communicatie naar verschillende doelgroepen. En geven wij praktische tips hoe u hier succesvol in kunt zijn.
The document discusses how LinkedIn can be used for business purposes. It provides an overview of LinkedIn, including its mission to connect professionals and growth over the years. The summary also outlines how LinkedIn can be used for marketing, sales, and recruitment. LinkedInexpert is then introduced as a company that provides training and services to help professionals and businesses make the most of LinkedIn.
MENA is a company that provides human capital development and management solutions through training, consulting services, and surveys. Their vision is to be a leading provider of professional, integrated management solutions and best practices worldwide. Their services help organizations enhance performance and address HR issues. They have many international partners and have served over 100 clients in the MENA region.
This document discusses building a talent brand on LinkedIn. It provides statistics on LinkedIn's large user base globally and emphasizes the importance of segmentation and targeted content to attract top talent. The session objectives are to understand talent brand, provide a clear path to success, and network with peers. Participants are encouraged to customize their LinkedIn career pages for different functions, locations, and demographics to better engage talent pools.
DAV is a South African recruitment company that has been in operation for 40 years. It has offices in Johannesburg and Cape Town and specializes in permanent recruitment across 7 areas including executive search, IT, finance, and engineering. DAV prides itself on building strong relationships with both clients and candidates and ensuring an appropriate cultural match between skills and opportunities. It is committed to empowering black and disabled South Africans and transforming the South African workforce.
Executives Online is an executive recruitment and talent engagement firm that cultivates top talent proactively through their social communities. They have a global reach with 20 offices across 3 continents. Their rigorous vetting and interview process helps ensure a 96% retention rate for candidates placed through their executive talent bank system.
Get more value from your CMI Management and Leadership qualification by receiving credit towards degrees and masters programs through HEART, a partnership of universities in West Yorkshire, as their courses offer exemptions which can help you complete qualifications more quickly and save time and money, with all progression opportunities and exemptions listed on their website.
Discover the social recruitment strategies that will help you attract and hire the best with LinkedIn's free and premium tools.
This presentation covers:
- What Social Recruitment is REALLY all about
- Tips to increase your company presence both on and off LinkedIn
- How to maximise your employees' LinkedIn usage
How to drink from a fire hose. Presentation made to the North Carolina Cooperative Extension Virtual IT conference. Filtering based off of importance of the information.
What is Digital Humanities - THATCampOK 2015doberhelman
This document discusses digital humanities projects and issues related to tenure and promotion. It provides examples of different types of digital humanities projects including digital critical editions, text mining, visualization, mapping, and more. Links are included to projects like the William Blake Archive and Mapping Emotions in Victorian London. The document also addresses evaluating digital humanities work for tenure and promotion, linking to guidelines from the MLA and AHA. Resources for digital humanities in different disciplines and libraries are listed at the end.
Dank Lilli Photography Services N Pricing PresentationMandy Kaser
The document provides information about a 29-year-old female photographer named Mandy Kaser and her photography business, DankLilli Photography. She offers a range of photography services including weddings, portraits, events, wildlife, marketing/business, and more. Her services are available both locally in Colorado and throughout the US, with expenses paid for out-of-state work. She provides pricing and package details for each type of photography service.
I created this with things I\'ve learned from my current art school photography classes. Here I portray objectives like “in and stopped action” for instance. With that said I now present you with this short slideshow of what I call the "Shiva Spirit Transformation". It was fun to create so now enjoy yourself too! May Peace, Love, & Respect be with you always…
The 1920s in the US and parts of Europe saw cultural and financial prosperity following World War I and the passage of women's suffrage. Women were given the right to vote and hold office. The entertainment industry boomed with dance clubs, vaudeville, and the growing popularity of jazz music. Art deco flourished with its bright colors and geometric designs. However, the economic boom declined rapidly with the 1929 stock market crash, known as Black Tuesday, which led to the worldwide Great Depression of the 1930s.
LimeRoad.com_LinkedIn_Solution Overview and ProposalRakhi Syaman
- The company is expanding into new business segments and plans to hire 40 new resources this year. They face challenges with slow hiring through agencies, high consultant costs, and lack of employer branding on social media.
- LinkedIn proposes recruitment packages using LinkedIn Recruiter licenses, job slots, and employer branding solutions to help scale hiring efficiently, engage top talent, and increase employer brand awareness. Packages are priced between $5,000-$8,500 depending on number of licenses and services.
Grow your business to the next level with LinkedInLinkedIn Europe
The document outlines an agenda for a LinkedIn Day event in Riyadh on February 27th 2013. The agenda includes an introduction by Ali Matar, a session on enhancing online expertise, an overview of LinkedIn Talent Solutions, benefits and ROI of LinkedIn, and a networking lunch. The document then provides background information on LinkedIn, including its vision, mission, benefits for members, and services for recruiters and marketers. It discusses LinkedIn's presence in the MENA region and concludes with demonstrations of LinkedIn Recruiter and the Talent Brand Index.
The document discusses how LinkedIn can help companies measure and improve their employer brand. It outlines how LinkedIn can assess an employer brand's reach and engagement on its platform, calculate a Talent Brand Index to benchmark the brand against peers, and track the index over time. The document also explains how LinkedIn allows targeted recruitment advertising and content sharing to engage relevant talent.
Build Your Social Recruiting Strategy: Make the Most of LinkedInAndy, Xinbin Hu
Whether you’re a five-person start-up or a Fortune 500 organization, talent is a top priority. With rapid technology change, talent has greater access to information and more paths to explore job opportunities. For those with specialized skills and who are viewed as on the way up in their career, it's a candidate-driven market which requires a new approach to talent acquisition.
We would like to invite you to a crash course on how you can use LinkedIn for recruiting and employer branding. You will learn how to:
Source talent proactively using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Pipeline talent and improve productivity
Promote your job openings to 450+ million professionals on the LinkedIn platform
Build and enhance the employer brand of your company
We will cover:
What is direct sourcing and LinkedIn direct sourcing solutions
Direct sourcing demo
Build your personal and company brand on social media platform
Social recruiting and direct sourcing best practices from your industry peers
Q&A
Who should attend:
Human resources and talent acquisition professionals
HR generalists and small to mid-sized business owners
The document discusses LinkedIn's Hiring Accelerator solution to help companies address challenges in filling open roles. The Hiring Accelerator uses targeted LinkedIn advertising, a customized company career page, sponsored jobs, and direct outreach to candidates to generate interest, drive applications, and hire top talent faster. It provides an example of how a passive candidate could be exposed to the company brand and job opportunities through the Hiring Accelerator funnel and ultimately get hired. Success is measured by metrics like job views, applications, candidate pipeline, and awareness and engagement with the company page.
This document provides an overview of LinkedIn Talent Solutions and analytics on KLA Tencor's use of LinkedIn for recruiting. It shows that KLA Tencor has over 500,000 members in its talent pool on LinkedIn, with over 100,000 engaged. Metrics are provided on job posts, applications, career page views, and hires influenced by LinkedIn, comparing KLA Tencor to peer companies. The document also introduces tools to measure KLA Tencor's employer brand and recruiters' use of LinkedIn profiles.
This document provides an overview of LinkedIn Talent Solutions and analytics on KLA Tencor's use of LinkedIn for recruiting. It shows that KLA Tencor has over 500,000 members in its talent pool on LinkedIn, with over 100,000 engaged. Metrics are provided on InMail response rates, job posts and applications, career page views, and hires influenced by LinkedIn. The document also compares these metrics to peer companies and discusses how LinkedIn can help measure and improve KLA Tencor's employer brand.
The document provides details of an upcoming meeting of the LinkedIn Belgium team. It includes an agenda with presentations on Belgium market insights, LinkedIn solutions, and the LinkedIn agency program. It also shares statistics on LinkedIn's global and Belgium member base and engagement. The final sections discuss LinkedIn's talent solutions for recruitment, including products like Recruitment Ads, Talent Direct, Sponsored Jobs, and Sponsored Updates.
As an agency you want to help you clients succeed in attracting talent. LinkedIn can help you serve your clients best and today we shared how we could partner better.
The ability to identify, engage and recruit top talent for your business has never been so important. With the economy starting to show signs of life, businesses need to quickly adapt and ensure that they have the infrastructure and talent in place in order to capitalise on this growth and not be left behind.
The document discusses how search and staffing firms can use LinkedIn for business development. It outlines that LinkedIn provides access to a global pool of over 300 million professionals. It then discusses how firms can build their brand, recruit passively and proactively on LinkedIn, and engage with candidates, clients and followers through content and social media marketing. The goal is to position the firm as a thought leader and generate value for clients through ideal placements.
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
The document discusses using LinkedIn to support a company's talent acquisition strategy. It provides metrics on the company's talent brand, use of LinkedIn recruiting tools, job reach and applications, engagement on the company career page, and percentage of hires influenced by LinkedIn. Charts compare the company's performance to peers on metrics like talent brand index, recruiter response rates, job applications per job, and hires influenced by LinkedIn. The document also discusses key performance indicators to track and how LinkedIn can help companies measure return on investment and improve their talent acquisition maturity over time.
This document discusses how social media, particularly LinkedIn, can be used for recruitment. It provides an overview of LinkedIn's size and growth globally. It then discusses how to manage personal and company profiles on LinkedIn to attract talent. It also describes how recruiters and companies can use LinkedIn tools like targeted job postings and messaging to actively source and influence passive candidates during their job search. The key takeaway is that an integrated approach using LinkedIn can help companies more efficiently recruit and hire qualified candidates.
Hkcsl linkedin final presentation_nov 2012Bernard NG
LinkedIn provides the following key benefits to Hong Kong CSL Limited:
- Access to over 187 million professional profiles to find both active and passive talent.
- Targeted job advertising and recommendations that reach over 1,000 members per job posting.
- Engagement of over 1,400 Hong Kong CSL employees' profiles that receive 83,000 monthly views from potential candidates.
- Enhanced recruiting capabilities including profile search, candidate tracking, and collaboration with hiring managers.
The document describes LinkedIn's Sales Hiring Accelerator solution, which is a 90-day program designed to quickly fill critical sales roles. It uses targeted outreach through sponsored jobs, recruitment ads, and personalized outreach to engage passive candidates and drive applicants, build a talent pipeline, and encourage candidates to take action. The goal is to source higher quality candidates more efficiently to reduce costs and time to hire compared to traditional hiring methods. Metrics track candidate engagement as well as brand awareness.
Coreworkers LTS Partner Workshop - Stockholm AprilAndy Lea
This document discusses strategies for engaging passive talent on LinkedIn. It emphasizes treating recruiting like marketing and sales in order to target passive candidates, not just active job seekers. The key strategies discussed are developing an authentic talent brand, personalizing job targeting to the right candidates, and strategically sourcing and engaging ideal candidates. The goal is to establish a virtuous cycle of continuous talent engagement and recruitment excellence.
The document discusses how to decrease costs per hire using LinkedIn solutions. It defines costs per hire and explains that LinkedIn can help reduce costs through tools like Talent Direct campaigns, Job Slots, and Recruiter. These solutions allow for mass outreach, personalized job matching, and increased efficiency. The document concludes with a success story of a company that reduced time to hire by 30% and costs of recruitment by over 50% using LinkedIn.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
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Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
2. What we have covered:
• Cost of Hire – need to reduce!
• Source of hire – Diversify recruiting source and searching capabilities with
access to a wider and specialised pool of candidates.
• Employer Branding – Positioning Harkand Group as an employer of choice
and driving awareness of the brand
• LinkedIn: Overview and Possibilities
• Passive/active candidate strategy
• Solve: Our solution for you
• Demonstration
• Next steps
Aisling Jiang
Account Executive
LinkedIn EMEA
Dublin| Internet
Agenda:
4. Reach the best candidates, not just the actives
Passive
>80%
200M+
Active
<20%
Talent Pool
members
100+ (51 Brazil)
LinkedIn members in last 12 months
Netcentric LATAM hired:
LinkedIn members last year
You hired
61
Scott Harris: Sat Diver, Feb 2013
Cleveland, United Kingdom
Sean Gill BSc (Hons) MIET: ROV
Pilot/Technician, Jan 2013
United Kingdom
Michael Mooney: Air Diving
Supervisor, Dec 2012
Swansea, UK
Scott Telford: Air/3.2u Inspection
Diver, Dec 2012, Carlisle, UK
Jim Clark: Supply Chain and
Logistics Manager, Nov 2012,
Aberdeen, UK
Lee Robertson: Project Manager, Oct
2012. Aberdeen, Formerly at DOF
Subsea Norway
17. Recruiting Solutions
Achieving your goals with Our Solutions
Provide compelling information about the
advantages of working at your company
Leverage your employees to promote your
employment brand & showcase relevant
opportunities
Build a talent pipeline of qualified candidates, be
ready with candidates , a pro active approach
Have a global way of working, share as a team,
common platform, save time and reduced agency
spend
LinkedIn Career Page
Work With Us Ads (WWU)
Jobs, Recruiter Licenses
All solutions
Your Goals Our Solutions
18. TALENT SOLUTIONS
Full ongoing support from Saoirse - Your dedicated and experienced
Relationship Manager
Saoirse will:
Share her experience of best practices
Ensure your LinkedIn investment is successful
Understand your goals and success metrics
Facilitate Training for recruiter users
Advise on best practice and building your employer brand on LinkedIn
Discuss an account management schedule
and usage reports for your quarterly business
review
Online training with our professional training
team in Dublin held several times weekly
Your Relationship Manager
19. TALENT SOLUTIONS
Your competition, neighbors & industry are already
19
• 15,000+ corporate customers
• 9,000+ small/medium businesses
• 95% RENEWAL RATE
20. TALENT SOLUTIONS
Confidential
Harkand Solution Option 1
Solution Products & Services • 1x Recruiter Licence
• 5x Interchangeable Job Slots
• Gold Careers Page –
• Target by language, geographic location
• Recruitment Ads
• Work with us Ads
• Relationship Manager
• Enterprise Service & Support
12 Months
Price Per Year £42,000
Payment Method Quarterly available
LinkedIn Solution Proposal
Editor's Notes
Why is this important?Global numbers plus highlight on Europe***Build***
LinkedIn is the only place on the web where you can recruit both passive and active candidatesTraditional job boards provide access to only the 20% of professionals who are actively lookingLinkedIn provides access to both these, and the over 80% of passive candidates who are not actively searching on job boardsMany of these members are the people you’re interested in hiring. In fact, last year your company hired ### LinkedIn membersWe know this because we can track every time a member changes his or her profile to your company[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
Engaging candidates on LinkedIn begins with posting all of your professional jobs. This way, your outreach is relevant to the candidates you want to engage across the site. LinkedIn understands the professional background of every one of our members. Using our job matching algorithms, we can target each member with the most relevant jobs automaticallyWhen you post all of your jobs on LinkedIn, you’re able to show highly relevant jobs to all of your target candidatesSteve will see marketing roles, Erica will see sales roles and Bryan will see finance roles (If you only post sales roles, for example, you miss an opportunity to engage people like Bryan and Steve)Sharing your relevant career opportunities is the #1 way to engage passive talent on the siteTransition: I’ll show you exactly how candidates experience targeted jobs on LinkedIn.
This is a transition slide to shift the conversation to LinkedIn Recruiter. The combined solution of jobs and media allows customers to scale their recruiting with minimal effort. Recruiter is the best in class tool for proactively identifying the very best talent. We talked about how LinkedIn’s solution can help deliver a stream of high quality candidates automatically.Now I want to show you how we can help you take your sourcing to the next level through LinkedIn Recruiter.
[Note: These are results that clients who post all or most of their professional jobs and invest in Work With Us and an LCP saw. Buying the LinkedIn solution drives incredible results!]What this chart shows is that clients with a strong branding presence on LinkedIn are 3x more effective in engaging talent on LinkedIn and ultimately converting them into hires. [compared to clients with low/no employer branding on LinkedIn]This shows how having a strong employer brand presence on LinkedIn helps our clients more effectively hire passive and active candidates. Our clients are more successful when they’ve engaged talent on LinkedIn and have warmed them up to be interested in our clients’ career opportunities. [Note: This is a powerful way of demonstrating LinkedIn’s impact, but critical to ensure that the client understands the methodology]LinkedIn can see you have hired talent because our members update their LinkedIn profiles when they change jobs. LinkedIn can also see which of these hires engaged with your brand on LinkedIn prior to making their career move. [Note to RMs: RMs should review Merlin and decide whether to add their client’s results to date as comparison. This can be a very powerful up-sell tool]