How to interview and hire game changers webcast
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Identifying employees who can take your organisation from satisfactory to exceptional takes both skill and instinct. This webcast will show you how to strengthen relationships with hiring managers, get on the same page with interview teams, and identify the highest-potential, top talent during the hiring process.
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How to interview and hire game changers webcast
- 1. How to interview and hire game-changers
- 2. Meet your presenters Christina Southgate Senior Manager, Executive Search APAC LinkedIn Tegan Oakley Customer Success Manager LinkedIn
- 3. Everyone on the line is muted Please type questions into the chat box addressed to All Panelists Dedicated Q&A at the end The presentation and recording will be sent via email after the webcast Housekeeping notes: Toll free call in numbers New Zealand 0800-16940 Australia 1800-049-813 Singapore 800-101-2599 Hong Kong 800-96-3828
- 4. Who is a game-changer? How do you define game- changing talent at LinkedIn ?
- 5. How do you lead the intake meeting and align key stakeholders ?
- 6. Define your RAPID Stage Description Key Stakeholder RECOMMEND Recommend a decision or action Hiring Manager AGREE Formally agree to a decision – views must be reflected in final proposals ALL Interviewers PERFORM Be accountable for performing a decision once made Executive Search Team INPUT Provide input to a recommendation Compensation & Benefits Human Resources DECIDE Make the decision Hiring Manager RAPID Process
- 7. Using the Total Addressable market model to hire leadership talent
- 8. Mastering that pitch aimed at prospective candidates
- 9. How do you use data effectively ?
- 10. Setting the stage for changing the game
- 11. Use LinkedIn Recruiter to… Target your hiring: total addressable market (TAM) identification and analysis Recognise what talent & skills are available in the marketplace Know where companies source specific skills from Understand which companies have the largest critical mass of skills Set expectations with your hiring manager
- 12. Why build talent pools using data 77% of recruiters say they are more efficient in their recruiting efforts when they have a solid understanding of the market and talent pool they are recruiting for 75% of recruiters don’t use talent pool insights during intake or kickoff meetings with hiring managers 71% Yet 71% say they would use talent pool insights if it they were easily available, shareable, and understandable LinkedIn Talent Solutions Survey, (Dec 2014)
- 13. Quantify the total addressable market for your hiring manager Total Addressable Market Individual possess the minimum requirements + a few desired job requirements Software Engineer + Java AND C++ + Sydney, Australia + Medical Industry + ERP Technology Software Engineer Java AND C++ AJAX + Sydney Australia Ideal candidates
- 14. 14 Agree on the target talent pool after removing or altering job criteria 0 19 71 82 126 Every “requirement” Remove or alter one: Remove or alter a third Remove or alter a third Remove or alter a fourth: Once you do this your hiring manager, you will have realistic talent pool of prospects to go after.
- 15. 15 Research and refine the target talent pool with data
- 16. 16 Get an overview of your talent pool
- 17. Order taker versus ADVISOR Guessing versus KNOWING Data defined talent conversations
- 18. 3 things we encourage you to start thinking about How will you build a RAPID of your stakeholders while looking for game changing talent ? What are the top 3 things that you would like to highlight in your pitch while pitching a job ? How can you use data to communicate and add value to hiring manager conversations ?
- 19. Questions? LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. visit https://business.linkedin.com/talent- solutions/contact-us
Editor's Notes
- Thank you all for Joining us today! My name is Lauren and I work in a customer facing role at LinkedIn where I provide education and enablement to Recruiters in our Global accounts program. Terry Intro Terry and I met about 3 years ago when I was a recruiter here at LInkedIn and recruited him to an individual contributor role as a Relationship Manager but 3 years later Terry has transformed his career, and helped transform our organization as a Manager of Customer Success. As he is one of the many game changes I have come across in my career, Its a real pleasure to partner with him today.
- Isabell Please note that Everyone on the line is muted. But if you’d like to ask a question, Please type your questions into the chat box addressed to All Panelists in the CHAT module which looks like this image on the right. Those questions will be shared directly with me and today’s speaker. There’s a dedicated Q&A at the end of today’s session where we’ll do our best to answer all questions. But please feel free to send your question as it comes to mind throughout the presentation. If you’d like to share today’s learnings through social media, please use #hiretowin And finally, we know there’s A LOT of in this 60-minute session so we’ll be sure to send you a copy of the presentation and a recording of today’ session by end of week via email. Ok, well, that does it for our housekeeping items.
- So what is a game changer? Simply put – a game changer is newly introduced element that changes an existing situation in a significant way - person who thinks outside the box and approaches problems differently from the rest of u, they approach problems with passion, a unique perspective. inspires others to build on their ideas.
- So how do we as Recruiters and TA leaders change the way we think about recruiting internally and externally so that we can identify and land the next game changer. Over the next 30 minutes we are going to discuss what setting the stage for hiring game changing talent really means from first contact with your hiring manager all the way through to the close and beyond.
- Anyone can be a game changer which can make identifying them for your organization a bit challenging. They dont necessarily go to the best universities and score high on interview presence. They are sometimes the quiet person who got big results, and don’t necessarily look for attention. Perhaps they dont come from massive global organizations, in fact many came from a small- or medium-sized company where there were fewer resources available, thus the need for more personal initiative to be successful. Game changers challenge the norms, break conventions, and encourage diversity of thought. Not only can you do this as contributors to your organizations, but you also do this by recruiting those individuals who are going to make significant impact and change your company in a positive way.
- The best partnerships that I have had with TA - the communication didn’t start and stop just when I had an open req. If you noticed, I mentioned ‘beyond’ the close because the process doesnt end with the hire. Its looking back and understanding how we can leverage past success to fuel future wins. Constant communication and calibration is what truly makes a successful partnership.
- So what is a game changer? Simply put – a game changer is newly introduced element that changes an existing situation in a significant way - person who thinks outside the box and approaches problems differently from the rest of u, they approach problems with passion, a unique perspective. inspires others to build on their ideas.
- So how do we as Recruiters and TA leaders change the way we think about recruiting internally and externally so that we can identify and land the next game changer. Over the next 30 minutes we are going to discuss what setting the stage for hiring game changing talent really means from first contact with your hiring manager all the way through to the close and beyond.
- So how do we as Recruiters and TA leaders change the way we think about recruiting internally and externally so that we can identify and land the next game changer. Over the next 30 minutes we are going to discuss what setting the stage for hiring game changing talent really means from first contact with your hiring manager all the way through to the close and beyond.
- So we are using the intake meeting to build a performance profile and hear from the manager their side of the story. The next step, and a very important step, is to set proper expectations with your hiring manager and this is where Recruiter comes in. We can use Recruiter to identify our Total addressable market. and in the process: Understand what skills are available in the marketplace and which companies have the largest critical mass of those skills Know what talent should be prioritized & how you should engage them (do you know what is going on at these companies, new mergers, acquisitions, new leadership etc…how will that impact your engagement strategy) If your competition has a critical mass of these skills, we can identify where they are sourcing from and try to beat them at their own game Using Recruiter in this way will not only demonstrate your impact & inform your strategy but it will help transform your relationship with your hiring managers as well.
- So why are we doing this? why not just dive into our search? Because •77% of Recruiters say they are more efficient in their recruiting efforts when they have a solid understanding of the market. If you can’t measure it, you can’t manage it. Of course you’d be more effective if you had a solid understanding of what the market for the talent your recruit for looks like. -but 75% of recruiters don’t use talent insights during an intake or kickoff meeting with their hiring managers. •Yet 71% said that they would use talent insights/labor market information it if it was available, and with LinkedIn recruiter it is. We’ve all been in a situation where your hiring manager is looking for a purple squirrel. And there are situations where your hiring manager may not realize how unrealistic their request is and what the impact on their business could be if they hold out for the purple squirrel that can cost them weeks of no productivity
- So here is one way to visualize what your market looks like for a particular role. Starting with the total market for Sr. UI Engineer - this will be my global landscape and not specific to skill or industry or location, just those that identify as a UI engineer. Then we add more keywords to identify our total qualified market...we are looking for those who are Senior in title, experience with javascript, bootstrap etc - these are the individuals who are qualified for our role. Finally we narrow down even further to the target market. As we add these additional requirements to get to the ideal candidate, we are narrowing this down in an intentional way. So let’s look at a real example.
- So where do we go from here? If every requirement yields 0 results, that doesn’t solve anything. Is the 10 years experience a real requirement? or can we index on skills instead? What about the strict requirement of an ivy league education for example? if we lifted that requirement, we can open up our talent pool more? Does your company have a relocation package? If we looked at additional markets could that open up our talent pool?
- I am using a req for a Full Stack Java developer as an example -You start with looking for the Total Addressable Market, which is the population that has the minimum requirements. In this instance I am looking at different job titles or keywords that indicate an engineering background •(Hit Animation) So I have over 14 million members that meet the minimum requirements. •(Hit Animation) Next, we’ll add in our technical requirements - java, bootstrap, angular etc (our target market is shrinking) •(Hit Animation) Now what about Slenium - Selenium is a suite of tools to automate web browsers across many platforms. If our manager is requiring this experience or expertise we have no matches Terry - Lauren from a HM perspective…. And although LinkedIn doesn’t have every employable individual on LinkedIn, it is an indicator of that talent pool. With over 380 Million members on LinkedIn that’s a good sample size and representation of talent.
- How does LinkedIn make this easy for you? Through Search insights Run your search, and then navigate to the Search Analytics tab to get more insights into your talent pools. From there, you can select your organization under current company. And get a sense for where your company has sourced talent from in the past. (you can do this for competitors as well)
- We spent so much time on the set up because we wanted to focus on how you can change your game as a talent advisor for your organization. When you properly set the tone and expectations with your hiring manager by presenting market data not only does it build more credibility and trust with your hiring managers but you have completely changed the conversation - there is no arguing with facts
- Dana AS a reminder, please note that today’s session only shows snapshots of the products and features. This presentation was built by design. If you’d like to see a step-by-step demo on how to actually activate and use each paid tool, our friendly team of specialists are happy to give you a personalized demo during a 1:1 session. We can also help you with your 2016 hiring strategy. Simply contact us. Haimee to ask first question of Dana