The document discusses LinkedIn Day and the future of connecting virtually and in real life. It emphasizes that companies are made up of the people in them. The rest of the document discusses how talent acquisition strategies can evolve from traditional and reactive approaches to become more strategic, data-driven, focused on employee value and developing an influential talent brand. It suggests talent acquisition teams build internal capabilities and partner more closely with other business functions like HR, marketing and communications.

1. LinkedIn Day
19 novembre 2013
Il Futuro Presente
Hashtag: #linkedinday

2. Dal Virtuale
Al Reale

4. L’azienda è le persone
che la compongono.

7. Where are you?
Strategic
Foundational
Data driven decision making
Understanding
of employee
value proposition
Defined employer
brand strategy
Influential talent brand
engaging employees and
candidates
Brand
Post-and-pray
Jobs on niche boards and
social platforms
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Jobs
Reactive, over-reliant on
agencies
Build internal capabilities
to focus on passive talent
Engage with strong pipeline of
leads and
‘silver medalists’
Team-wide pipelining
with engaged talent
communities
Sourcing
Talent Acquisition siloed
from HR
Engage HR counterparts and
Hiring Managers
Strong collaboration
with Marketing, PR,
Communications
Strategic business advisor to
C-Suite
Partnership
Metrics
Established metrics
and benchmarks
Developing
Traditional
Talent Acquisition Team Skills and Capabilities

8. Talent organizations are becoming more strategic
Strategic
Foundational
Strategic:
Low cost
Efficient
Quality of hire focus
Proactive pipeline-based process
Developing
Traditional
Reactive:
High cost
Labor-intensive
Applicant quantity focus
Req to req process
8

13. THANK YOU
QUESTIONS