1) The document discusses trends in recruiting and tools for finding talent, including social media/networking, passive candidates, company culture, and referrals.
2) It promotes LinkedIn's recruiting solutions for finding and engaging passive talent, including LinkedIn Jobs, Recruiter, Talent Direct, and Career Pages.
3) Case studies show how tools like Recruiter helped companies like US Cellular, Logitech, SAB Miller, and ArcSight fill roles faster and save over $1 million annually on recruiting costs.
Social Media In Financial Services Mike Pilcher Linked InPhilip Calvert
The document summarizes key findings from a survey of 262 HR professionals on recruiting trends in 2009:
1. Traditional job boards were still sourcing the largest percentage of hires but resources were being shifted away from job boards and staffing agencies and toward other sources like professional and social networks.
2. Building a strong talent pool was seen as a key priority, with two-thirds of teams focusing on improving recruiting efficiency.
3. Utilizing social networks, particularly LinkedIn, was viewed as one of the most essential long-term trends in recruiting.
The document discusses how LinkedIn can be used to project and promote employer brands. It provides examples of how companies can leverage their LinkedIn company page, followers, employees, and groups to engage both active and passive candidates. It emphasizes the importance of authentic employer branding and profiling the right attributes that appeal to talent. Companies can measure the success of their talent brand efforts on LinkedIn based on reach and engagement within the LinkedIn network compared to competitor brands.
Talent Voices Webinar: Employer Brand, where to from here?LinkedIn Europe
The document discusses how companies can communicate with employees and external audiences during the COVID-19 pandemic. It provides suggestions for managing employees through change by highlighting stories that illustrate strong values. It also recommends adapting initiatives to promote employee well-being and having leadership communicate the evolving response. Finally, it suggests leading with trust by leveraging differentiating principles and creating content showing them in action with employee testimonials. The overall message is for companies to thoughtfully engage audiences and lead through the crisis by communicating care for people.
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
The document discusses LinkedIn and its recruiting solutions. It provides statistics on LinkedIn's growth from 85,000 members in 2003 to over 238 million members globally as of 2010. It summarizes that LinkedIn members use the platform to manage their professional identity, build their network, and access knowledge and opportunities. The document also introduces LinkedIn's talent solutions for recruiters, including LinkedIn Jobs, Recruiter, and advertising tools to help companies find and contact qualified candidates.
The document summarizes changes in the recruitment industry and lessons learned from other sectors. It outlines 5 major changes putting pressure on traditional recruitment models, including increased competition, the rise of internal recruiters and improved job search tools. It advocates adapting to change by specializing in niche areas, focusing on relationships, and having a clear plan, good people and strong leadership. The document ends with introducing a panel to discuss these topics further.
An overview of the importance of social media and how men and women use it.
A special focus is made on how to improve our personal branding on social networks.
Nurturing the IT Committee Lead - Middle East INFOGRAPHICLinkedIn Europe
1. The document discusses 3 keys to nurturing the IT Committee: providing engaging and relevant educational content on social media to earn their trust; leveraging internal experts, who don't need senior titles, to share content; and not disrupting the IT Committee by gating content too early or often in the sales process.
2. A survey found that over 90% of IT Committee members in the Middle East use social media for IT news monthly and are more likely to consider vendors that educate them through each decision stage and explain products after establishing a social media presence.
3. Content from experts, employees sharing on LinkedIn, and 5 pieces of content on average before discussing with sales are recommended to start the sales
Social Media In Financial Services Mike Pilcher Linked InPhilip Calvert
The document summarizes key findings from a survey of 262 HR professionals on recruiting trends in 2009:
1. Traditional job boards were still sourcing the largest percentage of hires but resources were being shifted away from job boards and staffing agencies and toward other sources like professional and social networks.
2. Building a strong talent pool was seen as a key priority, with two-thirds of teams focusing on improving recruiting efficiency.
3. Utilizing social networks, particularly LinkedIn, was viewed as one of the most essential long-term trends in recruiting.
The document discusses how LinkedIn can be used to project and promote employer brands. It provides examples of how companies can leverage their LinkedIn company page, followers, employees, and groups to engage both active and passive candidates. It emphasizes the importance of authentic employer branding and profiling the right attributes that appeal to talent. Companies can measure the success of their talent brand efforts on LinkedIn based on reach and engagement within the LinkedIn network compared to competitor brands.
Talent Voices Webinar: Employer Brand, where to from here?LinkedIn Europe
The document discusses how companies can communicate with employees and external audiences during the COVID-19 pandemic. It provides suggestions for managing employees through change by highlighting stories that illustrate strong values. It also recommends adapting initiatives to promote employee well-being and having leadership communicate the evolving response. Finally, it suggests leading with trust by leveraging differentiating principles and creating content showing them in action with employee testimonials. The overall message is for companies to thoughtfully engage audiences and lead through the crisis by communicating care for people.
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
The document discusses LinkedIn and its recruiting solutions. It provides statistics on LinkedIn's growth from 85,000 members in 2003 to over 238 million members globally as of 2010. It summarizes that LinkedIn members use the platform to manage their professional identity, build their network, and access knowledge and opportunities. The document also introduces LinkedIn's talent solutions for recruiters, including LinkedIn Jobs, Recruiter, and advertising tools to help companies find and contact qualified candidates.
The document summarizes changes in the recruitment industry and lessons learned from other sectors. It outlines 5 major changes putting pressure on traditional recruitment models, including increased competition, the rise of internal recruiters and improved job search tools. It advocates adapting to change by specializing in niche areas, focusing on relationships, and having a clear plan, good people and strong leadership. The document ends with introducing a panel to discuss these topics further.
An overview of the importance of social media and how men and women use it.
A special focus is made on how to improve our personal branding on social networks.
Nurturing the IT Committee Lead - Middle East INFOGRAPHICLinkedIn Europe
1. The document discusses 3 keys to nurturing the IT Committee: providing engaging and relevant educational content on social media to earn their trust; leveraging internal experts, who don't need senior titles, to share content; and not disrupting the IT Committee by gating content too early or often in the sales process.
2. A survey found that over 90% of IT Committee members in the Middle East use social media for IT news monthly and are more likely to consider vendors that educate them through each decision stage and explain products after establishing a social media presence.
3. Content from experts, employees sharing on LinkedIn, and 5 pieces of content on average before discussing with sales are recommended to start the sales
Advertising opportunities on iPad increase your exposure to the most influential, senior, affluent decision makers in an environment proven to maximise engagement and response levels.
LinkedIn’s iPad audience represents the greatest concentration of senior decision-makers on our network, more than half of which (53%) are managers, and with over a third (34%) in director-level roles. This audience engages with LinkedIn on their iPads throughout the day, with usage peaking in the evening when members are less likely to access LinkedIn on desktop PCs.
Reaching a time-poor audience outside of the conventional working day maximises the potential for engagement with valued content and translates into powerful engagement levels. LinkedIn iPad users are 65% more likely to follow companies on LinkedIn and four times more likely to engage with the display ads that they encounter on their iPad. And since these users have twice as many connections as the average LinkedIn member, their potential to amplify, share and recommend your messages is significantly increased.
Display ad formats for iPad maximise this opportunity through standard 300×250 display ad units and the additional option for full-page ads generating maximum impact. Both ad formats support the full range of LinkedIn targeting technologies.
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.
Understanding the Technology Buyer on LinkedIn - TECHconnect Bangalore 2015LinkedIn India
Brian is an IT Manager at a large high-tech company who is involved in decision making for data center software purchases. He has 16 years of industry experience and degrees in business analysis and project management. Brian uses LinkedIn to connect with experts and engage with relevant content throughout the software buying cycle. He actively searches for content on topics like automation, databases, security and cloud computing to become a better informed purchaser. Brian interacts with sponsored content on LinkedIn from technology companies. To reach Brian, one needs to understand their audience, take relevant action, and engage through meaningful content.
This document discusses increasing diversity and inclusion in the workplace. It contains the following key points:
1. LinkedIn data is used to analyze gender diversity across different company functions, regions, and peer groups to help companies benchmark their diversity and understand talent pools.
2. A LinkedIn survey found that good work-life balance, challenging work, and excellent compensation are the most important factors for women in engineering jobs.
3. LinkedIn provides visibility into the diversity of talent pools, for example, it shows that 17.3% of 2.4 million engineers in Europe on LinkedIn are female.
4. The document advocates increasing women in leadership and management positions to at least 40% by 2025
This presentation is from a recent webinar which Lauren Fogarty held on how to recruit students using LinkedIn and the new features available to ensure you are attracting the right candidates.
If you want to find out more about recruiting students on LinkedIn, check out our new Student Recruiting eBook - http://business.linkedin.com/talent-solutions/c/14/9/student-recruiting-2-0-guide.html
Phil Mogilev. Linkedin Social Media and Recruitment in RussiaAwara Direct Search
This document discusses how social media, particularly LinkedIn, can be used for recruitment. It outlines how to manage personal and company profiles on LinkedIn to attract talent. Key recommendations include using LinkedIn to build professional networks, broadcast open jobs, source both active and passive candidates, and measure the impact of LinkedIn efforts on hiring. The presentation provides an overview of LinkedIn's reach and functionality for both individuals and companies looking to improve their recruiting processes.
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.
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
Discovering the 10 (new) hidden gems in LinkedIn Recruiter | Talent Connect 2016LinkedIn Talent Solutions
Maria Hardeman, LinkedIn
Perry Monaco, LinkedIn
This session will help you uncover some of the most under-utilized LinkedIn Recruiter features to help you get in and get out in the least amount of time with the most results! Always high on energy, Maria and Perry promise it'll be worth your while to attend before Wednesday night’s reception! They will also be unveiling never-before-seen features of Recruiter to be released in the coming months.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
The document summarizes how LinkedIn can help companies attract talent and improve their recruiting efforts. It discusses:
- Managing profiles for both individuals and companies to enhance their LinkedIn presence
- Using LinkedIn's large pool of passive and active job seekers to source qualified candidates automatically and target them strategically
- How the LinkedIn Talent Solutions help clients influence more hires and achieve better recruiting results
LinkeIn: How to attract and engage millennial talentAndy, Xinbin Hu
The document discusses how to attract and engage millennial talent. It begins by introducing the different generational cohorts and their usage of social media. It then notes that most graduates change jobs within their first three years, switching jobs multiple times. The document advocates adopting a candidate-first recruitment approach that focuses on understanding job seekers rather than solely promoting the company. It outlines how to build an employer brand, engage candidates through customized content on social media, and leverage employee networks to recruit qualified candidates.
The document summarizes the findings of a 2009 survey of 262 HR professionals about recruiting trends. It found that traditional job boards were still the largest source of hires but resources were shifting to other sources like professional and social networks. Building a strong talent pool and prioritizing efficiency gains were also key priorities. Respondents viewed utilizing social networks as the most essential long-lasting recruiting trend.
Nurturing the IT Committee Lead- Netherlands INFOGRAPHICLinkedIn Europe
The document discusses key strategies for nurturing relationships with IT committees based on a survey of over 200 IT committee members in the Netherlands. It finds that IT committees are hungry for non-branded IT news and information on social media like LinkedIn. They are more favorable toward vendors that publish educational industry content and leverage internal expertise. The document recommends that marketers recognize the power of always-on educational content, leverage internal experts, and don't disrupt committees by gating content too early or often in the sales process.
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
On October 1st, LinkedIn came to Jeddah for the first time. Our experts talked through the rise of the largest professional social media network in the world and how it can help your organisation recruit top talent in the region.
Build Your LinkedIn Recruiting Strategy for State & Local Government [Webcast]LinkedIn Talent Solutions
Learn the tools and tactics used by other government agencies on social media to generate interest in career opportunities. To learn more about LinkedIn Talent Solutions, visit us at business.linkedin.com/talent-solutions
LinkedIn Board Member Connect is a program that helps nonprofit leaders fill over 2 million annual vacant nonprofit board seats by connecting them with the 78% of professionals interested in joining boards. It provides nonprofits with free access to LinkedIn's Talent Finder and search tools, exclusive educational webcasts, and a membership in the Board Member Connect group to help find and screen qualified candidates to fill board needs.
PwC collaborated with LinkedIn to develop a game called "Guess the Relationship" that tested how well users knew their LinkedIn connections, showing that quality of relationships is more important than quantity. PwC provides assurance, tax, and advisory services to national and international clients from 12 offices in the Netherlands. They worked with LinkedIn to create the relationship game using LinkedIn's API, which over 14,500 people played, driving awareness of PwC's focus on understanding customers. The successful campaign has interested other PwC offices in adapting it for their markets.
This document provides an overview of LinkedIn's Board Member Connect program, which helps nonprofit leaders find quality board members. It discusses how nonprofits can use LinkedIn to recruit board members by completing organizational and individual profiles, connecting with existing board members, and posting board opportunities. The presentation recommends specific actions nonprofits can take on LinkedIn today, such as improving profiles, networking, and establishing a company page. It also highlights premium search tools and success stories to illustrate how nonprofits have used the program.
Advertising opportunities on iPad increase your exposure to the most influential, senior, affluent decision makers in an environment proven to maximise engagement and response levels.
LinkedIn’s iPad audience represents the greatest concentration of senior decision-makers on our network, more than half of which (53%) are managers, and with over a third (34%) in director-level roles. This audience engages with LinkedIn on their iPads throughout the day, with usage peaking in the evening when members are less likely to access LinkedIn on desktop PCs.
Reaching a time-poor audience outside of the conventional working day maximises the potential for engagement with valued content and translates into powerful engagement levels. LinkedIn iPad users are 65% more likely to follow companies on LinkedIn and four times more likely to engage with the display ads that they encounter on their iPad. And since these users have twice as many connections as the average LinkedIn member, their potential to amplify, share and recommend your messages is significantly increased.
Display ad formats for iPad maximise this opportunity through standard 300×250 display ad units and the additional option for full-page ads generating maximum impact. Both ad formats support the full range of LinkedIn targeting technologies.
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.
Understanding the Technology Buyer on LinkedIn - TECHconnect Bangalore 2015LinkedIn India
Brian is an IT Manager at a large high-tech company who is involved in decision making for data center software purchases. He has 16 years of industry experience and degrees in business analysis and project management. Brian uses LinkedIn to connect with experts and engage with relevant content throughout the software buying cycle. He actively searches for content on topics like automation, databases, security and cloud computing to become a better informed purchaser. Brian interacts with sponsored content on LinkedIn from technology companies. To reach Brian, one needs to understand their audience, take relevant action, and engage through meaningful content.
This document discusses increasing diversity and inclusion in the workplace. It contains the following key points:
1. LinkedIn data is used to analyze gender diversity across different company functions, regions, and peer groups to help companies benchmark their diversity and understand talent pools.
2. A LinkedIn survey found that good work-life balance, challenging work, and excellent compensation are the most important factors for women in engineering jobs.
3. LinkedIn provides visibility into the diversity of talent pools, for example, it shows that 17.3% of 2.4 million engineers in Europe on LinkedIn are female.
4. The document advocates increasing women in leadership and management positions to at least 40% by 2025
This presentation is from a recent webinar which Lauren Fogarty held on how to recruit students using LinkedIn and the new features available to ensure you are attracting the right candidates.
If you want to find out more about recruiting students on LinkedIn, check out our new Student Recruiting eBook - http://business.linkedin.com/talent-solutions/c/14/9/student-recruiting-2-0-guide.html
Phil Mogilev. Linkedin Social Media and Recruitment in RussiaAwara Direct Search
This document discusses how social media, particularly LinkedIn, can be used for recruitment. It outlines how to manage personal and company profiles on LinkedIn to attract talent. Key recommendations include using LinkedIn to build professional networks, broadcast open jobs, source both active and passive candidates, and measure the impact of LinkedIn efforts on hiring. The presentation provides an overview of LinkedIn's reach and functionality for both individuals and companies looking to improve their recruiting processes.
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.
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
Discovering the 10 (new) hidden gems in LinkedIn Recruiter | Talent Connect 2016LinkedIn Talent Solutions
Maria Hardeman, LinkedIn
Perry Monaco, LinkedIn
This session will help you uncover some of the most under-utilized LinkedIn Recruiter features to help you get in and get out in the least amount of time with the most results! Always high on energy, Maria and Perry promise it'll be worth your while to attend before Wednesday night’s reception! They will also be unveiling never-before-seen features of Recruiter to be released in the coming months.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
The document summarizes how LinkedIn can help companies attract talent and improve their recruiting efforts. It discusses:
- Managing profiles for both individuals and companies to enhance their LinkedIn presence
- Using LinkedIn's large pool of passive and active job seekers to source qualified candidates automatically and target them strategically
- How the LinkedIn Talent Solutions help clients influence more hires and achieve better recruiting results
LinkeIn: How to attract and engage millennial talentAndy, Xinbin Hu
The document discusses how to attract and engage millennial talent. It begins by introducing the different generational cohorts and their usage of social media. It then notes that most graduates change jobs within their first three years, switching jobs multiple times. The document advocates adopting a candidate-first recruitment approach that focuses on understanding job seekers rather than solely promoting the company. It outlines how to build an employer brand, engage candidates through customized content on social media, and leverage employee networks to recruit qualified candidates.
The document summarizes the findings of a 2009 survey of 262 HR professionals about recruiting trends. It found that traditional job boards were still the largest source of hires but resources were shifting to other sources like professional and social networks. Building a strong talent pool and prioritizing efficiency gains were also key priorities. Respondents viewed utilizing social networks as the most essential long-lasting recruiting trend.
Nurturing the IT Committee Lead- Netherlands INFOGRAPHICLinkedIn Europe
The document discusses key strategies for nurturing relationships with IT committees based on a survey of over 200 IT committee members in the Netherlands. It finds that IT committees are hungry for non-branded IT news and information on social media like LinkedIn. They are more favorable toward vendors that publish educational industry content and leverage internal expertise. The document recommends that marketers recognize the power of always-on educational content, leverage internal experts, and don't disrupt committees by gating content too early or often in the sales process.
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
On October 1st, LinkedIn came to Jeddah for the first time. Our experts talked through the rise of the largest professional social media network in the world and how it can help your organisation recruit top talent in the region.
Build Your LinkedIn Recruiting Strategy for State & Local Government [Webcast]LinkedIn Talent Solutions
Learn the tools and tactics used by other government agencies on social media to generate interest in career opportunities. To learn more about LinkedIn Talent Solutions, visit us at business.linkedin.com/talent-solutions
LinkedIn Board Member Connect is a program that helps nonprofit leaders fill over 2 million annual vacant nonprofit board seats by connecting them with the 78% of professionals interested in joining boards. It provides nonprofits with free access to LinkedIn's Talent Finder and search tools, exclusive educational webcasts, and a membership in the Board Member Connect group to help find and screen qualified candidates to fill board needs.
PwC collaborated with LinkedIn to develop a game called "Guess the Relationship" that tested how well users knew their LinkedIn connections, showing that quality of relationships is more important than quantity. PwC provides assurance, tax, and advisory services to national and international clients from 12 offices in the Netherlands. They worked with LinkedIn to create the relationship game using LinkedIn's API, which over 14,500 people played, driving awareness of PwC's focus on understanding customers. The successful campaign has interested other PwC offices in adapting it for their markets.
This document provides an overview of LinkedIn's Board Member Connect program, which helps nonprofit leaders find quality board members. It discusses how nonprofits can use LinkedIn to recruit board members by completing organizational and individual profiles, connecting with existing board members, and posting board opportunities. The presentation recommends specific actions nonprofits can take on LinkedIn today, such as improving profiles, networking, and establishing a company page. It also highlights premium search tools and success stories to illustrate how nonprofits have used the program.
1. The document discusses the challenges with the Colombian government's peace process with paramilitary groups. It argues that true peace requires ending ties between state agents and paramilitaries, guaranteeing no new paramilitary groups form, and returning lands taken by violence to their rightful owners.
2. It provides examples of how government operations have strengthened paramilitaries and allowed them to control lands and populations. Returning lands is important to address causes of rights violations and reestablish rule of law.
3. The document concludes that proposals to merely dismantle paramilitaries without addressing these core issues may have "other purposes" beyond peace, and risks accentuating war over achieving peace in Colombia.
This document provides supplies and instructions for making a 14-inch Sweet Pea doll. The supplies include various fabrics for the body, bloomers, sleeves, heart, bonnet and apron. Detailed step-by-step instructions are given for constructing the doll parts in the correct order, including stuffing the body and boots firmly, attaching the legs, adding the head, sewing on the sleeves and apron. Embellishments like a heart patch and buttons are also described.
Hans and Chris discuss their approach to social media for their mobile service company, Mobile Vikings. While they use social media extensively, they see it as a tool rather than the goal. Their main focus is on customer satisfaction and adapting their methods to best engage each customer, whether online or offline. Social media is just one medium for being social and engaging in conversations with their community.
1) O Rio Sena em Paris e o Rio Tâmisa em Londres foram altamente poluídos, mas projetos de revitalização desde os anos 1990 limparam as águas e trouxeram de volta peixes e ecossistemas.
2) Experiências em cidades como Seul mostraram que a recuperação de rios urbanos é possível através de projetos de saneamento e reurbanização, melhorando a qualidade de vida local.
3) No Brasil, iniciativas como a recuperação do Rio das Velhas em Minas Gerais tentam limp
The document discusses important aspects of effective communication such as being an active listener, presenting information clearly, and negotiating in a win-win manner. It covers the process of communication including encoding messages appropriately for the audience, using various communication channels, and ensuring effective decoding. Some tips for active listening include understanding your own communication style, focusing on the speaker, using non-verbal cues, and giving feedback.
Futureshoestrade.com is a professional shoe trade company located in Putian City, Fujian Province, China that supplies shoes from brands like Nike, Adidas, Puma, and Gucci at reasonable prices globally. The company follows ISO quality standards and aims to build strong, long-term business relationships. It introduces its products and provides contact information for customers to place orders. Nike is introduced as the largest shoe brand, controlling over 60% of the market, known for iconic shoes like the Air Force 1 and Air Jordans. It was founded in the 1960s and developed technologies like the Nike Waffle sole and Air cushioning.
This document does not contain any text to summarize. It appears to be a placeholder for a title and body content that has not yet been added. In 3 sentences or less, a summary cannot be generated without the presence of text within the given document.
The document summarizes an upcoming bake sale being organized by Ms. Bentley's class. The bake sale will provide students opportunities to practice math skills like money handling and counting change. It will also help students develop communication skills through advertising and working together. Each student will make a baked good and help advertise the event. The bake sale aims to incorporate real-world math learning while also building students' collaboration, creativity, and problem-solving abilities.
1) Adán y Eva vivían felices en el Jardín de Edén hasta que una serpiente los engañó para que comieran del fruto prohibido.
2) Dios castigó a Adán, Eva y la serpiente por desobedecerlo. Los expulsó del jardín y les trajo dolor y sufrimiento.
3) Sus hijos Caín y Abel ofrecieron sacrificios a Dios, pero Caín se enojó cuando su sacrificio no fue aceptado y mató a su hermano Abel.
Este documento presenta un calendario de lecturas bíblicas mensuales que incluyen pasajes del Antiguo y Nuevo Testamento, así como salmos y proverbios. Cada día del mes se asigna un capítulo o sección de la Biblia. El calendario cubre los libros del Génesis al libro de Josué en el Antiguo Testamento y los evangelios de Mateo, Marcos y Lucas en el Nuevo Testamento.
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
This document discusses how LinkedIn Talent Solutions can help companies with social recruiting. It begins with an overview of how social media has changed recruiting landscapes. It then discusses how recruiters can build an engaging profile and career page to source quality candidates. The presentation emphasizes using LinkedIn tools like Recruiter, job slots, and groups to source passive candidates, reduce costs and time-to-hire. It also stresses developing an employer brand through strategic engagement and custom career pages. Customer testimonials highlight reduced costs, improved quality and speed when using LinkedIn Talent Solutions.
The document discusses developing a LinkedIn recruiting strategy. It provides an overview of LinkedIn, including its evolution and use in online recruiting. It then outlines steps for setting up a basic LinkedIn recruiting presence, such as searching, using recommendations, joining groups, and answering questions to become an expert. More advanced LinkedIn recruiting solutions are also presented, such as using LinkedIn Recruiter to find passive candidates, targeting jobs to candidates, and developing an employer brand through dynamic content.
This document discusses how recruitment agencies can leverage LinkedIn to attract candidates and clients. It begins by showing LinkedIn's large global user base and footprint. It then discusses how the recruitment landscape has changed, with social media and networks becoming increasingly important sources for hiring. The rest of the document provides examples of how agencies can use LinkedIn solutions like targeted ads, career pages, employee branding, and content sharing to engage with members and drive traffic to their profiles and pages. The goal is to establish agencies as trusted sources of information and opportunities.
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.
This summary provides an overview of an event held by LinkedIn on recruitment trends:
The agenda included welcome remarks, presentations on using LinkedIn for social media, engaging members, opportunities for small-to-medium businesses, and measuring success. There was also a presentation on LinkedIn products and networking. The event discussed the top 4 trends in attracting talent, including using social professional networks, mobile recruiting, engaging passive professionals, and employer branding.
This document summarizes a webcast on using content marketing for talent acquisition. It discusses how producing engaging content can help attract candidates and move them through the marketing funnel. The webcast covers defining goals for content marketing, what makes content effective, and how posting on LinkedIn can help engage talent and build relationships. Specific tips discussed include segmenting audiences, planning relevant content, and using a content pyramid and calendar. Examples of successful client cases using LinkedIn content marketing to promote events and source hospitality workers are also provided.
Better understand the supply and demand for professionals from different industries across Europe. These Talent Pool Reports are based on data from LinkedIn's network of 259 million professionals and the results from a survey of over 100,000 LinkedIn members.
The document summarizes a LinkedIn event discussing talent solutions and recruitment trends. It includes an agenda for presentations on using LinkedIn for social media, influencing members, opportunities for small businesses, and measuring success. Diagrams demonstrate how staffing companies are shifting strategies to focus more on branding, engagement, and measuring outcomes. The document also outlines LinkedIn products and how they can help source and engage talent at different stages of the recruitment process through proactive outreach, automatic job matching, and building an employer brand.
This document summarizes a LinkedIn event that took place on September 26, 2013 in the Netherlands. The agenda included a welcome from Bobby Munster and presentations on LinkedIn solutions from Michelle and Alex, including how to influence LinkedIn members, opportunities for small and medium businesses on LinkedIn, and trends and measuring success. Harald Stadermann then presented on LinkedIn product mixes. The document also includes slides on LinkedIn trends in talent attraction, how people use LinkedIn, measuring branding success, and an overview of LinkedIn products for sourcing, automatic sourcing, and recruitment media.
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
Key Note Jochen Kleinknecht - Unlock your Power of Data with LinkedIn LinkedIn D-A-CH
The document discusses LinkedIn's mission to leverage the power of professional networks to connect the world's professionals and create economic opportunities. It highlights key stats about LinkedIn's large network of 450 million members and how companies can utilize their employees' networks. The power of referrals and understanding company culture are also emphasized as important trends for recruiting top talent. Insights about skills demand, talent flows, and future recruiting technologies are also presented.
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.
Job boards are dead and the future of recruiting is socialGreg Holt
Job boards are almost dead and the future of recruiting is social. Presentation given to Ethical Medicines Industry Group ( EMIG ) Human Resources Special Interest Group regarding the impact of Social Networking on the Future of Recruitment.
EMIG is the UK research-based trade association that represents the interests of small to medium-sized Pharmaceutical, Biotech and Medtech companies (SMEs).
Social media for many recruiters has become a box ticking exercise which has offered little tangible value and can seem like “just more tech” to add to an already busy workload. It has introduced the risk to many recruitment firms.
I ran a webinar for APSCo and reviewed some strategic and tactical tips that recruitment directors and managers can take away to help them understand the real value of social media, both as a brand improver as well as adding real speed and £$€ value to a recruiter’s day to day role.
It really is time for recruiters to stop-box-ticking-job-posting-time-wasting-everyone-is-a-candidate-assuming and start having a real and positive reason to be on social media, and get giddy about some tangible and £$€ results.
Read here: http://www.barclayjones.com/blog/social-media-for-recruiters/social-media-strategy-webinar-free-to-apsco-members/
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.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Click through to see key topics from ConnectIn 2013 in Toronto, including predictions of talent acquisition in 2015 and Moneyball sourcing.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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Tweet with us: http://bit.ly/HireOnLinkedIn
In this free webinar, LinkedIn will give you must-know insights on how you can leverage the world's largest professional network to find top talent and cut your hiring cost by up to 50%.
In 30 minutes, you’ll learn:
• Insights about LinkedIn's presence in MENA and the latest trends in in the market
• 5 tips to improve your personal profile on LinkedIn and use it in the best possible way
• A preview of our recruiting solutions and a demo of the tool
Recording: https://linkedinemea.webex.com/linkedinemea/lsr.php?RCID=6c5ae2a7e36dba9b5eca8ae724a2ab16
2. Trending Topics: Social Media & Recruiting 2 social networking social media community social recruiting collaboration passive candidates company culture job boards recruiting strategy finding top talent recruitment branding referrals print classifieds
3. Most Essential Trends in Recruiting 3 What do you consider to be the three most essential and long-lasting trends in recruiting? Feb 2010 Survey – 395 US respondents – internal leads of Talent Acquisition Note: otherchoicesincludedreducingdependenceon traditional job boards; ensuring jobs postedreach multiple sites; using CRM forhiring; revitalizingcareer sites; recruitingglobally; using employee blogs to recruit; jobs SEO; using video; mobile phonerecruiting; and offshore sourcing.
4. What keeps Recruiting Leaders up at night? 4 What are you afraid your competitors might be doing when it comes to their recruiting strategy? Feb 2010 Survey – 395 US respondents – internal leads of Talent Acquisition Note: other choices included improve ways to track quality of hire; prioritize positions to focus on first; train existing team members; complete competitive analysis; negotiate different pricing with vendors
5. Most Essential Trends in Recruiting 5 What do you consider to be the three most essential and long-lasting trends in recruiting? Feb 2010 Survey – 395 US respondents – internal leads of Talent Acquisition Note: otherchoicesincludedreducingdependenceon traditional job boards; ensuring jobs postedreach multiple sites; using CRM forhiring; revitalizingcareer sites; recruitingglobally; using employee blogs to recruit; jobs SEO; using video; mobile phonerecruiting; and offshore sourcing.
11. Our Recruiting Solutions 11 Talent Acquisition LinkedIn Jobs LinkedIn Recruiter Talent Direct Recruitment Ads Career Pages Work with us! Brand & Media
13. LinkedIn Jobs Network: Let our jobs do your job Members distribute your Jobs We reveal the best matches Flexibility of Job Slots 13
14. LinkedIn Recruiter:VIP access to the world’s superstars Get full access to names &full profiles Find the best, much faster Contact candidates directly 14
15. LinkedIn RecruiterMake your teams ultra efficient Boost productivity Get your team on the same page Maintain sourcing activity 15
16. LinkedIn Talent DirectQuickly build a strong candidate pipeline Reach many passive candidates with precision Direct contact, direct reaction We manage your campaign 16
17. Talent Direct Campaign 17 Your branded banner ad is prominently featured Get their attention with customized & relevant messages Calls to action include graphical button, text link, or in-line form capture
18. Recruitment AdsBuild your recruitment brand with precision Highly targeted advertising Ads stand out Insights inform andmeasure your campaigns 18 XYZ LOGO HERE
19. Recruitment Ads 19 Reach your ideal candidates with precision Your ads stand out on LinkedIn pages Maximize impressions by reaching the right audience
35. “Using services like this on the Internet has been able to bring down the time it takes to fill the positions, by nearly half.” “Facebook is for fun. Tweets have a short shelf life. If you're serious about managing your career, the only social site that really matters is LinkedIn.” “While online job boards like Monster.com focus on showcasing active job hunters, very often the most talented and sought-after recruits are those currently employed. “ 34
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37. Over $1M USD in annual savings“No more post-and-pray. We find better depth and breadth of candidates, plus we’re saving over $1 million this year.”– Elisa Bannon, Director of Talent Acquisition, U.S. Cellular
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39. Fills 60% of open high-level positions“Where it used to take 70 days to fill a director or vice president position, today, it takes around 40 days. This makes it much easier for our hiring managers.” – John Zwieg, WW Director of Staffing, Logitech
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41. Relationships with future global talent“In the last year, SAB Miller has saved approximately £1.2 million through direct sourcing; the majority of these through relationships on LinkedIn.” – Jennifer Candee, Head of Talent Acquisition, SAB Miller plc
44. Avoiding duplication of effort“LinkedIn Recruiter has saved us approximately two hundred thousand dollars — maybe more. Plus the savings of time for me and my team is invaluable.”– Matt Driscoll, Director of Global Recruiting, ArcSight
Editor's Notes
[THIS IS JUST A TITLE SLIDE - This graphic represents the “cloud” conversation of various recruiting / social media topics]First, let’s look at what’s hot in our space today:What professionals of Talent Acquisition view as key recruiting trends What is Social recruiting Why you need to hire passive talent
Industry expert Lou Adler uses this graphic to demonstrate the “sweet spot” for engaging with the best talent, i.e.passive candidates. The X and Y axis chart the change in a professional’s growth / impact within his/her role over the course of time in the position. As the best talent matures in their existing role / job function, they eventually encounter a point where the job’s returns begin to diminish. (Overworked, no longer challenged, want to do something different, etc.)There are 5 stages to professionals in a situation like this, and it’s important to engage them at the right time, i.e. early on. So you don’t only have a strategy that makes you reach the leftover.The best talent to reach are those in the first 3 stages: they get recruiter into the next opportunity by their network (ex-managers, ex-colleagues) and by the best recruiters before they even finalize their resume – Is that the people you’re going after?“Explorers”: Begin to open their eyes and ears for new opportunities. “Sure, if something really good came my way”“Tiptoers”: Begin to tell their close friends / colleagues that they’d be interested in a new role. “Let me know if you hear of anything”“Googlers”: Begin searching online for companies they’d be interested in working for. “Oh, I know that company – let me see if they’re hiring.”“Networkers”: Begin connecting to others with the hopes that someone will reveal an opportunity. “I’m actively seeking a new role – let’s connect”“Hunters”: Begin applying to any and all relevant positions they find online. “Dear Sir or Madam – Please find my resume attached.”
Because professionals find great value in LinkedIn (insights, opportunities, etc.), they join, engage and invite others to join, making LI the largest, global professional network.And with every invite, this network keeps growing. And fast. A new member joins every second. They come from all corners of the globe, growing the network by 1MM new members every 9 days.> 65MM+3MM / month
A look at LinkedIn’s incredible growth over the past 7 years.With about half a billion professionals on the planet: we’re only getting started!
The most common misperception is that a strong personal network on LinkedIn will bring you enough access to our members.Consider this. If a well connected recruiter on your team has 500 connections, she has, on average, access to full profiles and names of only 8% of the network. i.e. only 8% of the network is in her3-degree network. With 500 connections, she can only contact 0.001% of professionals on LinkedIn directly and needs at least one person to forward her message if she wants to reach 8% of the network. Can she depend on others' goodwill to do her job effectively?And 500 is quit a lot of connections. Probably much more than the avg recruiter on your team.30 connections get you access to only names and full profiles of 0.5% of the network.50 connections, 1%100 connections, 2%Our corporate recruiting solutions not only will put all your recruiters on the same level, it will above all, unlimit their access to the world's largest pool of passive candidates.
With our Recruiting Solutions all limits are removed: recruiters on your team have access to all members.It means the ability to access all names and full profiles from search.And much more of course.By the way, do you remember Jane, our super start sales person?Well, she was not in your network, so you may very well have missed her. [IDENTIFY JANE IN THE BACK UPPER RIGHT OF CROWD]With our tools, not only will she be within your reach, we will also ensure that you can identify her really easily.What is the cost to you and your company of missing that incredibly qualified candidate only because they’re just outside of your personal network?
Let’s start with our first family of products.We call it “insourcing”. Why?Because it lets you source on LinkedIn for once.But it also allows you to bring even the toughest searches back in-house (instead of allowing an agency to own your pipeline and charge you hefty placement fees), making your department even more strategic.Insourcing also means that all your employees can easily be involved in the search for the best talent: we’re making it easy for them to refer talent.
Members distribute your Jobs: The avg job on LinkedIn gets forwarded 11 times!The major difference between posting a job on a traditional job board and LinkedIn is that jobs posted on a professional network are NOT static.Instead of sitting on a web page just waiting to be found, the community of professionals starts forwarding them, helping connect the right talent with the right opportunity.Your jobs even reach passive candidates.when someone forwards: they do that because they know that the recipient is a good fit, is likely to be interested or is likely to know someone who is.We Reveal the Best Matches: Our algorithm shows you the best candidates. You discover the best matches out of more than 70MM professionals seconds after posting. It is another way to identify and go after passive candidates that would not apply to your openings.Flexibility of Slots: Own 1 slot, update the job as often as you likeThink of Jobs Slots as your annual parking spot in which you can switch the car as often as you like.
Recruiter brings you the best Talent Search on LinkedIn, period.Get Unlimited Access: all names, full profiles.First, you get access to all names and full profiles. Not just those in your 3-degree network, allowing you to ace even the toughest searches in functions, industries or even locations you’re not well connected into.Find the Best, much Faster: all premium search filters. Second, premium search filters, some of which have been developed exclusively with recruiting in mind, allow you to zero-in exactly on the profiles you’re looking for in just a few clicks. No need to build advanced queries: you refine on the fly, with really powerful criteria such as “years of experience”, “years in current position”, “function”, “current company”, “groups” and many more.Contact Candidates Directly: 50 InMails / mth. Response guaranteed.Third, after finding just the right profiles, you can contact them directly in a trusted environment: the LinkedIn homepage and the email address which they tied to their LinkedIn account (personal email if they prefer that your emails do not end up on their work inbox). The very high response rates of InMail will surprise you. As if that was not enough, InMails that go unanswered get credited back after 7 days and rollover to the next month if unused. Think of 50 InMails / month as 50 replies from candidates / month!
Recruiter will make your best recruiters even better and your less successful recruiters as good as your best:Boost Productivity: Multiple tools to get to talent faster. Recruiter boosts productivity: 1-to-many InMails and saved templates let you contact more candidates in less time Saved Searches and Search alerts let you find new talent that matches your criteria even when you’re working on something else. You can be the first to get to candidates! Project folders let you stay on top of each search by saving the Req, search queries, interesting profiles and more in the same work spaceGet your Team on the same Page: Visibility into colleagues’ projects, notes on candidates and more.Get all your recruiters on the same page:No more duplication of effort or stepping on each others’ toes.With shared folders, your team can share notes on candidates, searches, contact history and InMail templates.Maintain Sourcing Activity: Team activity history stays with your companyDon’t lose weeks & months of work when your recruiters leave your team:Unlike with personal accounts, the sourcing activity and history of a seat holder does vanish when a recruiter leaves but can be re-assigned to another team member.And we also help you with your OFCCP compliance efforts.
Accurate targeting of many candidates: Highly targeted audiences based on your criteriaDirect contact, direct reaction: Top of LinkedIn front page + Landing page with custom call-to-actionWe manage your campaign: Give us your criteria and copy, we will deliver leadsThink of Talent Direct as an email campaign on steroids. Only legal.It’s your way to efficiently send a direct message to many members that precisely match your search criteria.We manage that campaign for you so you quickly end up with the names and contact information you need. You will reach them directly at the top of the LinkedIn home page.With strong response rated, This will help you build a strong pipeline of passive candidates in no time.
Get their attention: Make your message relevant to your target [POINT TO COPY]Leverage graphics too: Show them why they’ll thrive at your company [POINT TO BANNER]Capture a new lead: Customize your call-to-action [POINT TO LEAD FORM]
Where best to advertise and build your recruitment brand than on a site where professionals want to be better at what they do and think about having better careers?Advertising where the best of them never go and / or go only where they are actively looking (i.e. traditional job boards) may not let you build your brand with the people you want to attract. Highly Targeted Advertising: By industry, function, seniority, and moreAdvertising on LinkedIn brings you the ability to target exactly who you need, in the right context, in ways that get noticed, where professionals share insights and advice, increasing the odds that someone you touch would then share positive stories of your company with their peers. The targeting we provide is really unmatched: By industry, function, seniority, and more.Benefits of targeting:Make sure you reach the people you needOptimize your spend by Reaching only these peopleMake the message very relevant to them, e.g. if you’re talking to designers in the apparel industry, your message We can also help you inform your advertising strategy and measure the impact of your campaigns.
Your ads stand-out: get noticed in LinkedIn’s streamlined and elegant environmentReach with precision: your ads find the members that match your targeting criteria, allowing you to serve a very relevant messageMaximize impressions: don’t spend money on advertising to professionals you don’t seek
Professionals interested in or intrigued by opportunities at your company will start researching you and your company. With your company profile is only 1 click away from your job post, your InMail or your employees and your own profile: make sure you put your best foot forward!You Control your LinkedIn PresenceControl what appears on your Career page. Differentiate your brand with videos, polls, and moreEngage Candidates with the Right ContentYour content adapts to the viewer, based on their LinkedIn profile. For instance, engineers will see messages and employee stories that you target to engineers only and sales professionals will see content that is compelling to sales people.Your Employees Build your Employer BrandYou can Showcase authentic stories from your best ambassadors. Authenticity is key: people have learned to tell a marketing line from a genuine employee story.Think also of featuring your recruiters: it will make it all much more genuine and personal.Mid to Senior level professionals really don’t like not knowing who they’re dealing with when they’re applying to a job.Here, we see a <ENGINEER> from your company, providing a testimonial….
Use the appropriate supporting Logo Slides that follow.
REMOVE MACY’S AND OFFICE MAX
LinkedIn recently made the front cover of Fortune Magazine’s April issue. [Note, this slide is animated, and will reveal 3 quotes.]
The US Cellular case study is available online at http:/talent.linkedin.com/resources
The Logitech case study is available online at http:/talent.linkedin.com/resources
The SAB Miller case study is available online at http:/talent.linkedin.com/resources
The ArcSightcase study is available online at http:/talent.linkedin.com/resources