This is the presentation I recently gave at the recent Talent Ecosystem Conference (http://www.talent-ecosystem.com/) in Kuala Lumpur, Malaysia on June 5th 2014
Staffing firms will learn to successfully convert prospects into new customers by using your LinkedIn network to warm up cold leads. Download the full playbook: http://linkd.in/1IIqiO8
Mike Maddaloni 2020 Guest Lecture at University of Wisconsin – Oshkosh on Con...Mike Maddaloni
Slides from guest lecture by Mike Maddaloni - @thehotiron - Fall 2020 at the University of Wisconsin - Oshkosh to students in the Interactive Web Management (IWM) major on consulting skills, ahead of their first client visits. This was presented virtually, and features "extras" on domain names and Web site maintenance.
Zoe Diamadi, Senior Director, Business Operations, LinkedIn
Dave Hazlehurst, Director & Partner, Ph.Creative
Employee Storynomics': How the business of storytelling through your employee advocates can make you digitally famous. "Google Dave" shares his vision on making employees your best ambassadors in a lively conversation with LinkedIn's Zoe Diamadi who leads LinkedIn's Elevate platform.
Why Your Personal Brand Matters on LinkedIn | Talent Connect San Francisco 2014LinkedIn Talent Solutions
From Talent Connect San Francisco, learn how to navigate the new LinkedIn profile page as well as other tools to help you build your personal and professional brand.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Staffing firms will learn to successfully convert prospects into new customers by using your LinkedIn network to warm up cold leads. Download the full playbook: http://linkd.in/1IIqiO8
Mike Maddaloni 2020 Guest Lecture at University of Wisconsin – Oshkosh on Con...Mike Maddaloni
Slides from guest lecture by Mike Maddaloni - @thehotiron - Fall 2020 at the University of Wisconsin - Oshkosh to students in the Interactive Web Management (IWM) major on consulting skills, ahead of their first client visits. This was presented virtually, and features "extras" on domain names and Web site maintenance.
Zoe Diamadi, Senior Director, Business Operations, LinkedIn
Dave Hazlehurst, Director & Partner, Ph.Creative
Employee Storynomics': How the business of storytelling through your employee advocates can make you digitally famous. "Google Dave" shares his vision on making employees your best ambassadors in a lively conversation with LinkedIn's Zoe Diamadi who leads LinkedIn's Elevate platform.
Why Your Personal Brand Matters on LinkedIn | Talent Connect San Francisco 2014LinkedIn Talent Solutions
From Talent Connect San Francisco, learn how to navigate the new LinkedIn profile page as well as other tools to help you build your personal and professional brand.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Hello! I’m Leman from Thank God Its Monday - Boutique Creative Agency.
I'm reaching some companies to find out if they are a good fit for our service.
What we do is we provide digital marketing services.
I'd like to know if tahere’s a possibility for us to work together in the future
Nowadays, when customers are looking to buy a product they are seldom influenced by traditional advertisement. More and more they are looking for practical and neutral information to decide whether or not to make the purchase.
Content marketing is a strategic marketing approach meant to meet those needs of the customers. It is focused on creating and distributing valuable, relevant, and consistent content to attract and retain a clearly-defined audience — and, ultimately, to drive profitable customer action.
LinkedIn is a platform enabling brands to forge relationships with businesses.
When you market on LinkedIn, you’re reaching decision-makers and serious professionals, who are ready & willing to interact.
Our dedicated virtual sales team will individually engage hundreds of vetted, businesses every day. These businesses are identified as ideal customers or partners and are sure to respond positively to our offer.
By engaging senior-level influencers, we bypass traditional challenges such as generic company email addresses and determined receptionists.
On 19th November, James Taylor of Macildowie delivered a Personal Branding presentation to NCASS accounting students (and 2 recently qualified accountants). Macildowie are long term sponsors of the annual NCASS.
Extend your talent brand's reach by encouraging your employees to share their work life experiences using a talent brand hashtag. These 12 examples will inspire you.
Learn how to empower employees to share professional content: http://linkd.in/1Dv1T7U
LinkedIn Talent Connect Europe 2012: LinkedIn Recruiter Expert Certification ...LinkedIn Europe
You've attended LinkedIn training previously now use your LinkedIn knowledge to become a certified Recruiting Expert. This test will cover professional branding and networking, advanced talent mining, top-notch communication, collaboration tools and techniques and daily workflow integration. Those who pass will officially become LinkedIn Recruiter Experts and receive certification which can be added to your LinkedIn profile!
APAC Webinar: Serendipity to Science - Leveraging Data and Relationships - 3 ...LinkedIn Sales Solutions
Today's buyer is harder to reach, harder to engage, and harder to build a relationship with.
Each buyer has unique organisational needs and priorities and they are better informed than ever, routinely making purchasing decisions without input from sales reps.
Fortunately, establishing the right approach with buyers doesn't have to be a proposition of chance. You can anticipate and meet the needs of the buying committee by leveraging your network and feeding them the right insights at the right time.
In this webinar, we will show you how to:
- Track and find new pathways into a prospect account
- Fuel your referral engine by leveraging your professional network on a large scale
- Use proven tactics that will turn serendipitous opportunities into science
Employee advocacy is ready to hit aal companies. Sharing, commenting, liking are key for strong employee advocacy. Social media is the communication channel by choice
Top recruiters tend to think differently, act differently, and achieve superior outcomes as a result. Learn how the best recruiting teams find, engage, and ultimately hire top talent (and how you can too).
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
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
The right content strategy to attract the right talentLinkedIn
The right content strategy to attract the right talent
What we’ll cover today
1. Branding for influence to drive quality hires
2. Influencing with content marketing
3. Developing your content strategy
4. Content hints and tips
5. Client case study
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Workshop for staffing leaders: Lead generation with social mediaLinkedIn Italia
Alex Charraudeau spiega ai leader nell'ambito dello staffing come far crescere il proprio business con LinkedIn, e in particolare come usare i social media per la lead generation.
Create an authentic and powerful brand that attracts top talent with this webinar by Steve Watt, Talent Brand Educator at LinkedIn. You'll also learn how to motivate brand ambassadors and ultimately become an InDemand company.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Hello! I’m Leman from Thank God Its Monday - Boutique Creative Agency.
I'm reaching some companies to find out if they are a good fit for our service.
What we do is we provide digital marketing services.
I'd like to know if tahere’s a possibility for us to work together in the future
Nowadays, when customers are looking to buy a product they are seldom influenced by traditional advertisement. More and more they are looking for practical and neutral information to decide whether or not to make the purchase.
Content marketing is a strategic marketing approach meant to meet those needs of the customers. It is focused on creating and distributing valuable, relevant, and consistent content to attract and retain a clearly-defined audience — and, ultimately, to drive profitable customer action.
LinkedIn is a platform enabling brands to forge relationships with businesses.
When you market on LinkedIn, you’re reaching decision-makers and serious professionals, who are ready & willing to interact.
Our dedicated virtual sales team will individually engage hundreds of vetted, businesses every day. These businesses are identified as ideal customers or partners and are sure to respond positively to our offer.
By engaging senior-level influencers, we bypass traditional challenges such as generic company email addresses and determined receptionists.
On 19th November, James Taylor of Macildowie delivered a Personal Branding presentation to NCASS accounting students (and 2 recently qualified accountants). Macildowie are long term sponsors of the annual NCASS.
Extend your talent brand's reach by encouraging your employees to share their work life experiences using a talent brand hashtag. These 12 examples will inspire you.
Learn how to empower employees to share professional content: http://linkd.in/1Dv1T7U
LinkedIn Talent Connect Europe 2012: LinkedIn Recruiter Expert Certification ...LinkedIn Europe
You've attended LinkedIn training previously now use your LinkedIn knowledge to become a certified Recruiting Expert. This test will cover professional branding and networking, advanced talent mining, top-notch communication, collaboration tools and techniques and daily workflow integration. Those who pass will officially become LinkedIn Recruiter Experts and receive certification which can be added to your LinkedIn profile!
APAC Webinar: Serendipity to Science - Leveraging Data and Relationships - 3 ...LinkedIn Sales Solutions
Today's buyer is harder to reach, harder to engage, and harder to build a relationship with.
Each buyer has unique organisational needs and priorities and they are better informed than ever, routinely making purchasing decisions without input from sales reps.
Fortunately, establishing the right approach with buyers doesn't have to be a proposition of chance. You can anticipate and meet the needs of the buying committee by leveraging your network and feeding them the right insights at the right time.
In this webinar, we will show you how to:
- Track and find new pathways into a prospect account
- Fuel your referral engine by leveraging your professional network on a large scale
- Use proven tactics that will turn serendipitous opportunities into science
Employee advocacy is ready to hit aal companies. Sharing, commenting, liking are key for strong employee advocacy. Social media is the communication channel by choice
Top recruiters tend to think differently, act differently, and achieve superior outcomes as a result. Learn how the best recruiting teams find, engage, and ultimately hire top talent (and how you can too).
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
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
The right content strategy to attract the right talentLinkedIn
The right content strategy to attract the right talent
What we’ll cover today
1. Branding for influence to drive quality hires
2. Influencing with content marketing
3. Developing your content strategy
4. Content hints and tips
5. Client case study
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Workshop for staffing leaders: Lead generation with social mediaLinkedIn Italia
Alex Charraudeau spiega ai leader nell'ambito dello staffing come far crescere il proprio business con LinkedIn, e in particolare come usare i social media per la lead generation.
Create an authentic and powerful brand that attracts top talent with this webinar by Steve Watt, Talent Brand Educator at LinkedIn. You'll also learn how to motivate brand ambassadors and ultimately become an InDemand company.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
It's a competitive market out there. How you connect and engage with potential candidates and clients is the difference between standing out and struggling to keep up.
Join LinkedIn's own Marketing Consultant, Inez Chan in a 30 min webcast & find out more about how you can better position your brand in a social world through
• Building awareness through follower acquisition
• Engaging & building relationship in a passive market place digitally through content
• Scaled conversion & brand advocacy
Build your brand and nurture relationships on the world's largest professional network.
Lets discuss three questions:
1. Why LinkedIn?
2. How to be found?
3. How to generate business?
Note...
- Google has changed our behavior and it in effect its a great business to search optimize corporate websites.
- Now this behaviour spreads to LinkedIn. People search and connect with individuals on LinkedIn. Which makes it important to have a company page. And it makes it equally important optimise the comapany page so it is found in linkedin searches.
The Importance Of Building a Strong Talent Brand, Munish SudanThe HR Observer
Employer brand has been around as a term for decades and is a well-established practice, in fact in a recent study conducted by LinkedIn, the results showed that 83% of recruiting leaders believe employer brand has significant impact on their ability to hire top talent. During the last few years, with the rise of Social networks, your reputation as a place to work is based on much more than what you say about it. At LinkedIn we use the term ‘talent brand’ because we think it better reflects the fact that your reputation now incorporates what talent – past, present and future employees – think, say and share about your company as a place to work. In this session, Munish Sudan will talk about the importance of Talent Brand in the competitive environment we live in and how can LinkedIn help your enterprise build a strong online presence.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Is your team ready to welcome Gen-Y? If you're a nonprofit, small-medium sized business, college or community organization looking to grow in reaching and retaining Gen Y, let this marketing coach share 5 factors to consider. To hear this free webinar, go to www.pickshovelmarketing.com
You ARE your brand! Words of wisdom from LinkedIn’s Paul LovieBassem Ghali
Keynote Paul Lovie of LinkedIn brought 20 tips to the table in his session for online marketers looking to amplify their brand on LinkedIn. Presenting to a packed auditorium at the Ted Rogers School of Business Management, Lovie talked about the thinning line between personal and business brands and how your company’s brand is YOUR brand.
Similar to Identifying the Right Talent via Social Media (20)
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
Unlock TikTok Success with Sociocosmos..SocioCosmos
Discover how Sociocosmos can boost your TikTok presence with real followers and engagement. Achieve your social media goals today!
https://www.sociocosmos.com/product-category/tiktok/
Surat Digital Marketing School is created to offer a complete course that is specifically designed as per the current industry trends. Years of experience has helped us identify and understand the graduate-employee skills gap in the industry. At our school, we keep up with the pace of the industry and impart a holistic education that encompasses all the latest concepts of the Digital world so that our graduates can effortlessly integrate into the assigned roles.
This is the place where you become a Digital Marketing Expert.
Grow Your Reddit Community Fast.........SocioCosmos
Sociocosmos helps you gain Reddit followers quickly and easily. Build your community and expand your influence.
https://www.sociocosmos.com/product-category/reddit/
Enhance your social media strategy with the best digital marketing agency in Kolkata. This PPT covers 7 essential tips for effective social media marketing, offering practical advice and actionable insights to help you boost engagement, reach your target audience, and grow your online presence.
Buy Pinterest Followers, Reactions & Repins Go Viral on Pinterest with Socio...SocioCosmos
Get more Pinterest followers, reactions, and repins with Sociocosmos, the leading platform to buy all kinds of Pinterest presence. Boost your profile and reach a wider audience.
https://www.sociocosmos.com/product-category/pinterest/
Multilingual SEO Services | Multilingual Keyword Research | Filosemadisonsmith478075
Multilingual SEO services are essential for businesses aiming to expand their global presence. They involve optimizing a website for search engines in multiple languages, enhancing visibility, and reaching diverse audiences. Filose offers comprehensive multilingual SEO services designed to help businesses optimize their websites for search engines in various languages, enhancing their global reach and market presence. These services ensure that your content is not only translated but also culturally and contextually adapted to resonate with local audiences.
Visit us at -https://www.filose.com/
“To be integrated is to feel secure, to feel connected.” The views and experi...AJHSSR Journal
ABSTRACT: Although a significant amount of literature exists on Morocco's migration policies and their
successes and failures since their implementation in 2014, there is limited research on the integration of subSaharan African children into schools. This paperis part of a Ph.D. research project that aims to fill this gap. It
reports the main findings of a study conducted with migrant children enrolled in two public schools in Rabat,
Morocco, exploring how integration is defined by the children themselves and identifying the obstacles that they
have encountered thus far. The following paper uses an inductive approach and primarily focuses on the
relationships of children with their teachers and peers as a key aspect of integration for students with a migration
background. The study has led to several crucial findings. It emphasizes the significance of speaking Colloquial
Moroccan Arabic (Darija) and being part of a community for effective integration. Moreover, it reveals that the
use of Modern Standard Arabic as the language of instruction in schools is a source of frustration for students,
indicating the need for language policy reform. The study underlines the importanceof considering the
children‟s agency when being integrated into mainstream public schools.
.
KEYWORDS: migration, education, integration, sub-Saharan African children, public school
Your Path to YouTube Stardom Starts HereSocioCosmos
Skyrocket your YouTube presence with Sociocosmos' proven methods. Gain real engagement and build a loyal audience. Join us now.
https://www.sociocosmos.com/product-category/youtube/
7. “Recruiters’ 10 years from now will be preoccupied
with marketing, PR, community building, and
employment branding. The ‘War for Talent’ will
be a ‘War of Relationship Marketing’.”
Matthew Jeffery
Global Head of Talent Strategy & Innovation
HR Talent Acquisition, SAP UK Ltd.
Matthew Jeffery, talent leader at global giant SAP and a true visionary in the field, puts it well: ** read quote **
Make no mistake, that sort of thinking is not just the domain of huge companies. That’s the future of recruitment for all of us.
How many of you have bought a pair of Nike shoes in the past few years? How much of that purchase decision was made before you arrived at the store? For some people, the answer would be 100%. It was just a matter of going into the store to make the transaction.
For many people, the decision wasn’t entirely made in advance, but it certainly wasn’t all made in the store either. They went in with a lot of information already in their minds. Nike’s reputation as a sport shoe innovator, their association with leading athletes in numerous sports, their universally known logo and its associated rallying cry “Just Do It”. All this moves people toward selecting Nike before they reach the store and influences their perceptions when they begin to compare. All things being equal, they are probably more likely to purchase Nike than a similar shoe from a lesser known manufacturer.
It’s no different with the many other consumer purchases you make. Brand moves you toward certain cars, electronics, and countless other products well before you make the ultimate purchase.
Car makers have massive advertising budgets because they know you aren’t going to test drive the dozens of cars in your price range. You’re going to be heavily drawn toward the brands you identify with, and if they don’t build a brand relationship with you, you’re never going to set foot inside one of their dealerships.
Don’t think this means that it always has to be about a more senior title or a bigger paycheck. That might be the case, but those aren’t the only things that motivate career change. Generally they aren’t even at the top of the list.
Enticing opportunities to change the trajectory of a career come in many different forms, depending on the individual and what they value.
Developing a clear employee value proposition and engaging top talent in a conversation about their intrinsic motivations enables you to find that powerful match. The right person for the right opportunity. When the fit is there it’s an exciting opportunity for the company and for the individual.
It’s no different with B2B sales. The Corporate Executive Boards says that more than half of a typical purchase decision is made before the first conversation with the supplier.
That presents a huge challenge to many B2B sales organizations, focused as they are on solution selling. The usual approach has been to conduct some sort of discovery process with a prospective customer. Develop an understanding of their pain points, their desires, and their budget. Once you know that, it’s just a matter of proposing a solution that addresses those needs and fits within their budget.
Increasingly, sales organizations are encountering buyers who have done a lot of research in advance. They’ve already formed a pretty strong picture of what you offer, and when they’re ready to engage they’re leading the conversation.
Getting out in front of this is now a priority for many companies. Content marketing gets lots of high value information online and anywhere else these potential customers may go looking for it. It’s vital to engage and inform where, when and how the prospect wants to receive information. Failure to do so, failure to understand how the buying process is changing, puts sales organizations at risk.
So… consumer purchase decisions are substantially made in advance…
Business purchase decisions are substantially made in advance…
Do you think people treat career decisions any less seriously?
If you want to hire the best, you’ve got to get out in front of this too. You’ve got to educate and inspire the talent marketplace about your organization and what makes you different from your competitors.
You’ve got to think and act like a marketer.
If you don’t do this and your competitors do, who’s going to be talking to the best and the brightest?
Back to our car discussion, you might make the best best car in the world but if people don’t know you and don’t bond with your brand, very few shoppers are going to step into your dealership.
The third reason why understanding millennials is important is because it focuses you on the meaning of the work your organization does, and that’s at the heart of an authentic talent brand.
Can you clearly enunciate what your organization stands for? How you are different from your competitors? What it means to work for your company?
Most companies aren’t going to change the world, but getting to the heart of what you stand for is vital to building and projecting a powerful, authentic talent brand that will enable you to attract, engage, and hire those people who share similar values and motivations.
That’s thinking like a marketer.
Who do you want to attract (and who do you not want to attract)?
What do they value (and what do they reject)?
How are their needs and motivations aligned with what you stand for?
How can you find them, engage them, and ultimately bring them on board?
Every organization; every recruiter, increasingly needs to think like a marketer because marketing is at the heart of today’s war for top talent.
Sales people don’t wait for a product to roll off the assembly line then go out and try to sell it. They’re always selling.
Great recruiters aren’t waiting for reqs to open, they’re always recruiting top talent. They’re anticipating the needs of the organization. They’re at the table with their business partners, understanding where the business is going and what the talent needs are going to be.
They’re building a pipeline of top performers for future growth, and to mitigate the risk of losing key people. If you lost a mission critical employee today, are you already engaged with the sort of people who could step in and fill those shoes?
Great recruiters sleep very well at night because they know they’re well ahead of the plan and prepared for the unexpected.
** read slide **
For many, the focus is the funnel. Fresh opportunities go in the top of the funnel and progress through toward an eventual sale. A keen understanding of funnel analytics enables the organization to look well into the future to ensure they are laying the foundation today for sales tomorrow.
Perhaps they know, based on historical data, that they need 22 qualified prospects in order to identify 10 with real need, willingness to engage, and budget to act.
They know that engaging those 10 will result in issuing five proposals and, ultimately, one sale.
If that’s the nature of their funnel, then it’s pretty straightforward to work backwards from the number of sales they need to make and determine how many qualified prospects need to enter the funnel each month.
They also know that weakness at the top of the funnel today will mean insufficient sales a few weeks or months down the line. They even know when because they understand the length of their average sales cycle.
The recruiting funnel is no different.
Sales minded recruiters and recruiting teams identify the top talent in relevant fields. That’s the top of the funnel.
They then set out to engage them, whether they are looking for work or not. Remember, sales people don’t start by wondering if someone is “looking to buy”. Why should recruiters start with wondering if someone is “looking to make a move”? If a product or service meets important needs and is aligned with important values a sale is always a possibility.
Sales-minded recruiting is no different. Most people are open to a conversation about their favorite topic… themselves! Once you get them talking it’s a matter of understanding their values and motivations, understanding what is and isn’t working for them in their current role, and what it would take for them to consider a move. Together, you determine if there might be a fit with your organization.
A full funnel is a powerful resource, enabling the company to grow, to quickly respond to opportunities, and to fill critical roles quickly and with high caliber talent.
Do you know what this is? It’s an InMap. A visual representation of one individual’s network on LinkedIn. You’re at the center of your InMap and all of your first degree connections are represented by a dot, color coded based on how you know them. You can make your own if you go to www.linkedinlabs.com. It’s pretty amazing to see your network laid out before your eyes like that.
I guarantee you that if you employ engineers, there are a lot of other engineers in their networks. If you employ sales people, there are a lot of other sales people in their networks. One can hardly progress through their career without meeting and forming relationships with others in similar fields and with similar interests.
That fact, together with the fact that the number one activity on LinkedIn is viewing the profiles of your first degree connections (those in your network) creates a very powerful dynamic. Not only are a LOT of people viewing your employees’ profiles, they are very often people with the same sorts of skills and experience that you want to hire!
When your employees have robust LinkedIn profiles, full of passion for what they do and pride in who they do it with, they aren’t just making themselves look good… they’re making the entire organization look good!
Remember, people want meaning… they want engagement… they want their work to matter, and where better than at a company filled with passionate, engaged coworkers and leaders!
Ensuring that you and the rest of the recruiting team have great profiles is a vital first step. You need to engage and inspire candidates, and set an example for others in your organization.
A professional photo; a headline that goes beyond your title and speaks to your audience; an inspiring summary that will engage and excite readers.
Remember, your profile isn’t your resume. It’s your professional brand. It is a reader-focused look at who you are, what your organization does, and why the audience (in your case, potential candidates) should care.
Keep brand in mind, and making a strong profile is easy.
Have you ever been asked to find a purple squirrel? A seemingly impossible hire?
The hiring manager says the right person for this role absolutely, positively must have a laundry list of qualifications that you know are going to be extremely difficult, if not impossible, to deliver on.
It could be the multi-lingual Ivy League grad with 10 years of experience in particular key roles at particular top tier companies. You get the idea.
Often, these conversations go pretty poorly, as does what follows. You end up frustrated with each other, lots of time ticks away, and there’s a lack of clarity about what the problem really is and what to do about it.
Data can make this conversation entirely different.
LinkedIn Recruiter is a great tool for quickly assessing the talent pool for any desired criteria. In minutes you can present the hiring manager with the data.
That purple squirrel he wants? Perhaps there are three of them in the country. Here they are. The info is right in front of us. We can certainly reach out and see if we can engage them, but three at the top of the funnel is pretty likely to be zero at the bottom.
Now try removing one requirement and see what happens to the talent pool. Maybe now there are 19. Getting a bit better. Still a really tough challenge, but certainly better than three. Remove or alter another requirement that maybe isn’t so vital after all and now we’re up to 71. That’s definitely something you can dig into with a much greater likelihood of success.
Add and subtract requirements. Change requirements. Measure the pool. That’s real partnership with the hiring manager. That’s setting the stage for mutual success. And that can all happen in minutes at the first meeting.
That’s the power of data.
Or let’s say your organization is planning to open an office in another city. Would talent acquisition be at the decision making table? They should be.
What’s the mission critical talent you’ll need to hire for a new operation? How plentiful are they in each city you’re considering? How deep is the local talent pool at various seniority levels? Various skill sets? Various education and prior employment backgrounds?
A talent acquisition leader armed with this data isn’t a req filler, they’re a valuable strategic partner.
That’s the power of data.