The presentations from LinkedIn Day Johannesburg which took place on the 16th of September 2014. Speakers included local HR professionals and LinkedIn presenters.
Marketing Solutions LinkedIn Sponsored InMail product sheetLinkedIn Europe
Sponsored InMail is a new marketing solution that allows companies to send personalised messages directly to members' LinkedIn inboxes. It guarantees the sending company exclusive contact with the recipient for 60 days, ensuring their message is heard without competing advertisements. Sponsored InMail messages are prominently displayed to recipients on their LinkedIn homepage and inbox. The format is flexible and can include personalised greetings, calls-to-action, links to company pages, and options to share the message with connections. Sponsored InMail provides a trusted way to deliver targeted messages to relevant professionals that are more likely to be opened, read, and acted on than traditional email campaigns.
LinkedIn MENA organized its first staffing event on Sept 17th at The Address Marina Hotel in Dubai. Here is an overview of some of the content that was presented focusing on the role that social media plays in recruiting.
How Aberdeen Asset Management create awareness and generate sales leads on Li...LinkedIn Europe
Live Webcast: LinkedIn's Jon Lombardo and Mathew Greenlay from Aberdeen Asset Management highlight best practice for generating leads using LinkedIn Marketing Solutions
Finding that quality candidate can sometimes feel like searching for a needle in a haystack. How do you get more of the right people to see your jobs?
With over 433 million members, LinkedIn presents a wealth of opportunity for recruitment consultants and agencies to successfully attract and place those top candidates using LinkedIn Job tools.
You'll get practical advice on:
+ Current talent trends impacting search and staffing companies
+ How to use LinkedIn Jobs to get the right people to see your open roles
+ How to drive results to increase placements and your bottom line
To hear more from some of Talent Acquisitions most innovative minds, check out LinkedIn Talent Connect: http://bit.ly/2avi53N
The document provides guidance on using Sponsored Updates on LinkedIn. It explains that Sponsored Updates allow companies to publish content directly to LinkedIn members' feeds. It outlines how to set up a LinkedIn Company Page, create a Campaign Manager business account, and then set up and target a Sponsored Update campaign from the Company Page to reach the desired audience. The document provides information on campaign setup, targeting options, and campaign management features.
ConnectIn São Paulo 2015: Conecte-se. Transforme-se. Inspire-se. The Power o...LinkedIn
Apresentação de Jennifer Brannigan, Head de Soluções de Mídia América do Norte e América Latina do LinkedIn, no ConnectIn São Paulo, realizado no dia 23 de junho de 2015. O ConnectIn São Paulo reúne os maiores líderes do mercado para compartilhar os desafios de hoje e inspirar as soluções de amanhã.
Marketing Solutions LinkedIn Sponsored InMail product sheetLinkedIn Europe
Sponsored InMail is a new marketing solution that allows companies to send personalised messages directly to members' LinkedIn inboxes. It guarantees the sending company exclusive contact with the recipient for 60 days, ensuring their message is heard without competing advertisements. Sponsored InMail messages are prominently displayed to recipients on their LinkedIn homepage and inbox. The format is flexible and can include personalised greetings, calls-to-action, links to company pages, and options to share the message with connections. Sponsored InMail provides a trusted way to deliver targeted messages to relevant professionals that are more likely to be opened, read, and acted on than traditional email campaigns.
LinkedIn MENA organized its first staffing event on Sept 17th at The Address Marina Hotel in Dubai. Here is an overview of some of the content that was presented focusing on the role that social media plays in recruiting.
How Aberdeen Asset Management create awareness and generate sales leads on Li...LinkedIn Europe
Live Webcast: LinkedIn's Jon Lombardo and Mathew Greenlay from Aberdeen Asset Management highlight best practice for generating leads using LinkedIn Marketing Solutions
Finding that quality candidate can sometimes feel like searching for a needle in a haystack. How do you get more of the right people to see your jobs?
With over 433 million members, LinkedIn presents a wealth of opportunity for recruitment consultants and agencies to successfully attract and place those top candidates using LinkedIn Job tools.
You'll get practical advice on:
+ Current talent trends impacting search and staffing companies
+ How to use LinkedIn Jobs to get the right people to see your open roles
+ How to drive results to increase placements and your bottom line
To hear more from some of Talent Acquisitions most innovative minds, check out LinkedIn Talent Connect: http://bit.ly/2avi53N
The document provides guidance on using Sponsored Updates on LinkedIn. It explains that Sponsored Updates allow companies to publish content directly to LinkedIn members' feeds. It outlines how to set up a LinkedIn Company Page, create a Campaign Manager business account, and then set up and target a Sponsored Update campaign from the Company Page to reach the desired audience. The document provides information on campaign setup, targeting options, and campaign management features.
ConnectIn São Paulo 2015: Conecte-se. Transforme-se. Inspire-se. The Power o...LinkedIn
Apresentação de Jennifer Brannigan, Head de Soluções de Mídia América do Norte e América Latina do LinkedIn, no ConnectIn São Paulo, realizado no dia 23 de junho de 2015. O ConnectIn São Paulo reúne os maiores líderes do mercado para compartilhar os desafios de hoje e inspirar as soluções de amanhã.
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.
LinkedIn Marketing Solutions 101, Dutch webcast presentationLinkedIn Europe
View, learn and share content from our recent Dutch webcast titled LinkedIn Marketing Solutions 101.
Presented by Markus Lammers and Sven Duppen on November 27th 2014.
The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Reconverse is a London-based startup that organizes networking events for HR and recruitment professionals. To promote its new business, Reconverse launched a LinkedIn Company Page and engaged members through targeted status updates offering prizes and contests. The first status update attracted over 1,400 likes and 120 comments, resulting in 87 new followers who were qualified leads in Reconverse's target industries. This initial push on LinkedIn helped Reconverse attract 15 event attendees and 4 new supplier clients. Ongoing status updates continue to successfully promote engagement and drive business leads and revenue for Reconverse.
LinkedIn Talent Connect Europe 2012: Leading Your Business to Social Success ...LinkedIn Europe
Social media, platforms and tools are here and making a big impact on the world of recruiting but you don't quite know how to go about steering the ship - then this session is for you! Dennis De Munck of L'Oréal shared his strategy for winning over management, leading positive change within his recruiting teams, new techniques of looking at the candidate attraction process and all with social media tools at the core of his strategy.
The document provides tips for defining and targeting the right audience on LinkedIn for marketing campaigns. It recommends targeting senior level influencers, decision makers, and individual contributors; exploring profiles for inspiration; and using skills, job titles, interests, and seniority levels for focused targeting. It also suggests starting broad and then narrowing the audience based on campaign insights.
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
Talent leaders gathered from around the globe to learn and share recruiting best practices. Here are some of the most inspirational stories and soundbites heard at Talent Connect San Francisco and London.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The document provides a 5-step model for companies to engage followers on LinkedIn: 1) Establish your presence by designing your company page and optimizing for search. 2) Attract followers by engaging colleagues and customers. 3) Engage followers by posting helpful, non-promotional updates consistently and linking to great content. 4) Amplify through the network by targeting updates and engaging in groups. 5) Analyze and refine based on engagement metrics. Case studies show how companies increased followers and engagement by applying these strategies.
Companies are more empowered than ever to investigate, test, and quantify their talent brand. But how do you know if your efforts are paying off? Ed Nathanson, Founder of Red Pill Talent, will share research from LinkedIn’s new eBook, The Quest to Quantify: Measuring The Impact of Your Talent Brand. Get the ebook: http://bit.ly/1NX3N8F
This document promotes a webinar on automating talent sourcing and improving job postings. It discusses LinkedIn's new Jobs experience which allows recruiters to quickly build relevant job descriptions using data on 433 million members. The webinar will demonstrate the new job posting flow and provide 7 tips for crafting irresistible job descriptions, such as using a conversational tone, highlighting the impact candidates will make, and writing for a mobile-first audience. Attendees will learn how to convert more candidates by engaging qualified members and expanding their reach on LinkedIn.
This presentation is from a recent interactive session we held in our EMEA HQ where we had a series of speakers discussing the 'Laws of Attraction', a trend that came from last year's Talent Connect, of how a strong employer brand and content marketing strategy can impact hiring the best talent.
The document discusses how companies can leverage their employees' expertise by having them create high-quality LinkedIn profiles. It recommends that companies provide social media guidelines and make it easy for employees to set up profiles. Creating thoughtful leadership content and identifying subject matter experts within the company can help humanize the brand. Case studies show how companies like Fisher & Phillips, Applico, and Symantec drove more engagement and positioned themselves as thought leaders through employee publishing on LinkedIn.
Enhancing the Recruiter and Candidate Experience with LinkedIn Integrations |...LinkedIn Talent Solutions
Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day to day activities.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn Professional Content Consumption Report 2014 - The NetherlandsLinkedIn Europe
This document analyzes the professional content consumption habits of "Content Revolutionaries" on LinkedIn. It finds that these users spend around 7 hours per week consuming professional content, see it as necessary for their career success, and prefer accessing it on LinkedIn. The document provides tips for marketers to effectively engage these users by creating mobile-friendly content that enhances knowledge, strengthens networks, and boosts personal brands.
Get Proactive, Driving Change in Your Talent Organisation -- Customer Session...LinkedIn Talent Solutions
Customer session: Get proactive, driving change in your talent organisation. Christine Connor, Head of Talent Acquistion, Coles. Sharon Tan, SingTel Group, Head of Talent Acquisition, SingTel.
In this session you will learn how leaders from two large companies have effected change within their organisation. At Coles, Head of Talent Acquisition Christine Connor is in the midst of a three year journey of transformation, with the end goal of shifting recruitment from a reactive to more proactive model. Recently, this has included building out new internal hiring capabilities, partnering with a RPO, and now re-focusing on talent brand. For SingTel, acting Head of Talent Acquisition Sharon Tan is leading the building of a centralised operating structure, including a more efficient and reliant in-house recruitment team and a renewed focused on talent brand. If you’re looking to effect similar change within your company, this presentation is for you.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
This curriculum explores the concept of a professional brand and introduces young people to the many resources available on LinkedIn, including mentors, jobs and internship opportunities.
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring guru.
Uncover how to:
- Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
- Use the most effective tools to find highly qualified candidates for your open jobs
- Build your own personal brand as a trusted recruiter and hiring manager
- Get these strategies and tools to take your hiring to the next level!
Learn more: https://lnkd.in/gNGGrEW
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
Employer Branding: How To Recruit & Retain Strong Personal BrandsRyan Mickley
This document discusses employer branding and how to recruit and retain strong personal brands. It defines employer branding as an organization's reputation as an employer. Having a strong employer brand is important to attract top talent. The document provides case studies on top employer brands and discusses assessing an organization's employer brand by auditing existing content and researching competitors. It also covers defining an employer value proposition, communicating the employer brand through social media, and evaluating the effectiveness of the employer brand messaging. The document concludes that in today's world, personal brands are very important for both employees and employers.
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.
LinkedIn Marketing Solutions 101, Dutch webcast presentationLinkedIn Europe
View, learn and share content from our recent Dutch webcast titled LinkedIn Marketing Solutions 101.
Presented by Markus Lammers and Sven Duppen on November 27th 2014.
The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Reconverse is a London-based startup that organizes networking events for HR and recruitment professionals. To promote its new business, Reconverse launched a LinkedIn Company Page and engaged members through targeted status updates offering prizes and contests. The first status update attracted over 1,400 likes and 120 comments, resulting in 87 new followers who were qualified leads in Reconverse's target industries. This initial push on LinkedIn helped Reconverse attract 15 event attendees and 4 new supplier clients. Ongoing status updates continue to successfully promote engagement and drive business leads and revenue for Reconverse.
LinkedIn Talent Connect Europe 2012: Leading Your Business to Social Success ...LinkedIn Europe
Social media, platforms and tools are here and making a big impact on the world of recruiting but you don't quite know how to go about steering the ship - then this session is for you! Dennis De Munck of L'Oréal shared his strategy for winning over management, leading positive change within his recruiting teams, new techniques of looking at the candidate attraction process and all with social media tools at the core of his strategy.
The document provides tips for defining and targeting the right audience on LinkedIn for marketing campaigns. It recommends targeting senior level influencers, decision makers, and individual contributors; exploring profiles for inspiration; and using skills, job titles, interests, and seniority levels for focused targeting. It also suggests starting broad and then narrowing the audience based on campaign insights.
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
Talent leaders gathered from around the globe to learn and share recruiting best practices. Here are some of the most inspirational stories and soundbites heard at Talent Connect San Francisco and London.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The document provides a 5-step model for companies to engage followers on LinkedIn: 1) Establish your presence by designing your company page and optimizing for search. 2) Attract followers by engaging colleagues and customers. 3) Engage followers by posting helpful, non-promotional updates consistently and linking to great content. 4) Amplify through the network by targeting updates and engaging in groups. 5) Analyze and refine based on engagement metrics. Case studies show how companies increased followers and engagement by applying these strategies.
Companies are more empowered than ever to investigate, test, and quantify their talent brand. But how do you know if your efforts are paying off? Ed Nathanson, Founder of Red Pill Talent, will share research from LinkedIn’s new eBook, The Quest to Quantify: Measuring The Impact of Your Talent Brand. Get the ebook: http://bit.ly/1NX3N8F
This document promotes a webinar on automating talent sourcing and improving job postings. It discusses LinkedIn's new Jobs experience which allows recruiters to quickly build relevant job descriptions using data on 433 million members. The webinar will demonstrate the new job posting flow and provide 7 tips for crafting irresistible job descriptions, such as using a conversational tone, highlighting the impact candidates will make, and writing for a mobile-first audience. Attendees will learn how to convert more candidates by engaging qualified members and expanding their reach on LinkedIn.
This presentation is from a recent interactive session we held in our EMEA HQ where we had a series of speakers discussing the 'Laws of Attraction', a trend that came from last year's Talent Connect, of how a strong employer brand and content marketing strategy can impact hiring the best talent.
The document discusses how companies can leverage their employees' expertise by having them create high-quality LinkedIn profiles. It recommends that companies provide social media guidelines and make it easy for employees to set up profiles. Creating thoughtful leadership content and identifying subject matter experts within the company can help humanize the brand. Case studies show how companies like Fisher & Phillips, Applico, and Symantec drove more engagement and positioned themselves as thought leaders through employee publishing on LinkedIn.
Enhancing the Recruiter and Candidate Experience with LinkedIn Integrations |...LinkedIn Talent Solutions
Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day to day activities.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn Professional Content Consumption Report 2014 - The NetherlandsLinkedIn Europe
This document analyzes the professional content consumption habits of "Content Revolutionaries" on LinkedIn. It finds that these users spend around 7 hours per week consuming professional content, see it as necessary for their career success, and prefer accessing it on LinkedIn. The document provides tips for marketers to effectively engage these users by creating mobile-friendly content that enhances knowledge, strengthens networks, and boosts personal brands.
Get Proactive, Driving Change in Your Talent Organisation -- Customer Session...LinkedIn Talent Solutions
Customer session: Get proactive, driving change in your talent organisation. Christine Connor, Head of Talent Acquistion, Coles. Sharon Tan, SingTel Group, Head of Talent Acquisition, SingTel.
In this session you will learn how leaders from two large companies have effected change within their organisation. At Coles, Head of Talent Acquisition Christine Connor is in the midst of a three year journey of transformation, with the end goal of shifting recruitment from a reactive to more proactive model. Recently, this has included building out new internal hiring capabilities, partnering with a RPO, and now re-focusing on talent brand. For SingTel, acting Head of Talent Acquisition Sharon Tan is leading the building of a centralised operating structure, including a more efficient and reliant in-house recruitment team and a renewed focused on talent brand. If you’re looking to effect similar change within your company, this presentation is for you.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
This curriculum explores the concept of a professional brand and introduces young people to the many resources available on LinkedIn, including mentors, jobs and internship opportunities.
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring guru.
Uncover how to:
- Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
- Use the most effective tools to find highly qualified candidates for your open jobs
- Build your own personal brand as a trusted recruiter and hiring manager
- Get these strategies and tools to take your hiring to the next level!
Learn more: https://lnkd.in/gNGGrEW
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
Employer Branding: How To Recruit & Retain Strong Personal BrandsRyan Mickley
This document discusses employer branding and how to recruit and retain strong personal brands. It defines employer branding as an organization's reputation as an employer. Having a strong employer brand is important to attract top talent. The document provides case studies on top employer brands and discusses assessing an organization's employer brand by auditing existing content and researching competitors. It also covers defining an employer value proposition, communicating the employer brand through social media, and evaluating the effectiveness of the employer brand messaging. The document concludes that in today's world, personal brands are very important for both employees and employers.
Creating Smart Social Recruiting Strategies discusses the importance of building an employer brand to attract and retain talent. It notes that 80% of executives believe the ability to attract and retain the best people will be the primary force influencing business strategy. It also discusses challenges in the current candidate and employer landscape, including a shortage of skilled workers, multiple generations in the workplace, and the need for vision and creativity to address skill gaps. The document advocates using data to measure employer brand quantitatively and qualitatively in order to make better hiring and branding decisions.
This document provides guidance on developing an effective marketing strategy. It discusses identifying customer needs and translating strategy into tactical plans. Various exercises are presented to help map out strategies, including defining the vision and resources, identifying early adopters, finding differentiation, and leveraging trends. The document emphasizes the importance of execution excellence and provides examples of how companies adapted their strategies successfully during economic shifts or industry changes.
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Investing in your Talent Brand and measuring successLinkedIn Europe
We held a recent webinar with Catherine Schlieben, Director of Recruitment, at WorldPay and Lindsay Brady, Insights Manager, at LinkedIn where they discussed how WorldPay invested in their Talent Brand, specifically in Singapore and the results they saw from it.
This story is about their brand journey and the obstacles they have faced along the way.
They shared:
- The importance of your Talent Brand & tips to build your Talent Brand Strategy
- How to get buy in from key stakeholders & get started
- An example of a branding campaign they carried out in Singapore to hire a team
- And finally, how they measured their success & future plans
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.
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...LinkedIn Talent Solutions
Maximize your impact and measure your investment’s success across your recruiting organization with these tips from TMX Group, Realogy Franchise Group, Uni-Select and Wipro Limited.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Click through excerpts of LinkedIn's report on recruiting trends across Denmark, Finland, Norway and Sweden.
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
TalentView x Indeed Webinar: Employer Branding with Glassdoor and Indeed: Why...TalentView
Want to know the key to attracting your top talent and standing out from your competitors?
Discover the power of employer branding and how leveraging Indeed and Glassdoor can help your company attract top talent and stand out in today's competitive market.
Join us as our guest speakers from TalentView and Indeed discuss:
-The state of today’s employment market in the Philippines
-How Employer Branding increases your talent acquisition outcome
-What can you do today to improve your employer brand
The Transformation of South African Recruitment - Patrick Traynor, LinkedInLinkedIn Europe
The document discusses the transformation of recruitment in South Africa through increased use of LinkedIn. It notes that while South African recruiters have increased their use of LinkedIn year-over-year, there remains significant opportunity to improve effectiveness to match the EMEA average. Specifically, recruiters in South Africa are 35% less effective overall in impacting new hires compared to the EMEA average. The document encourages recruiters to transform their use of LinkedIn's tools and focus on employer branding to tap into the large pool of passive and active professionals on LinkedIn and meet the growing demand for mobile recruiting.
Employer Branding - Turning Your Messaging Inside OutLindsey Barnett
The document discusses employer branding and how companies can improve their employer brand internally and externally.
Internally, companies should understand what makes employees stay, what attracts top talent, conduct engagement surveys, and ensure leadership lives the brand. Externally, companies should segment the market and tailor messaging to different audiences, use authentic stories and data to demonstrate career development, allow candid employee blogs, and respond to questions to build credibility. The goal is to attract, engage, and retain top talent through a strong employer brand.
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.
This document provides an overview of employer reputation management. It discusses:
- The importance of managing perceptions as an employer through both actions and communications.
- Why reputation is important, including attracting talent, retention, and competitive advantage.
- Key aspects of a good reputation including values, culture, corporate reputation, and people policies.
- How to manage reputation through understanding goals, senior leadership buy-in, creating the right environment internally, and developing communications to showcase these efforts.
The document is intended as a guide for HR, communications, and business professionals on developing an employer brand and reputation. It is based on research with leading employers on their approaches.
The recruiting industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this free seminar, you will learn the latest Nordic trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
In this webcast, SapientNitro shares how they defeated organizational challenges to identify their talent brand and align that with their talent acquisitions strategy.
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
Talent attraction for the modern recruiterSoraya Lavery
The document provides an overview of talent attraction strategies for modern recruiters. It discusses trends like the increasing demand for talent outpacing supply. Effective talent attraction involves understanding business needs, benchmarking current employees, and developing clear differentiation from competitors. The marketing cycle for talent includes researching needs, planning recruitment messaging, and communicating the brand where candidates can be found. Case studies show how aligning recruitment with business goals and getting candid employee feedback can improve hiring and retention.
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
Similar to LinkedIn Day Johannesburg 2014 Presentations (20)
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.
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
Designing for Diversity - Global Recruiter SummitLinkedIn Europe
The document discusses how diversity and inclusion are top priorities for companies when it comes to hiring and culture. It notes that 78% of companies prioritize diversity to improve financial performance and culture. The vision is to create economic opportunities for all members of the global workforce. The document then outlines LinkedIn's tools and insights that can help with executing diversity recruiting goals and identifying diverse talent pools to help increase gender representation. It acknowledges this is just the beginning of its efforts to support diversity through data and analytics.
Event: LinkedIn Talent Insights launch, Staffing
Speakers: James Osborne & Phil Edwards
Every day you’re asked to answer complex questions that shape the future of your business, such as how do I find and win my next big client?
You’ve needed reliable, accurate data to answer these questions and to enable your organisation’s success. Now it’s here.
We’re excited to officially launch LinkedIn Talent Insights – a self-service tool that gives you direct access to rich data on talent pools and companies.
https://business.linkedin.com/talent-solutions/talent-insights
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
This document summarizes a presentation about using talent intelligence to gain competitive advantage. It discusses key trends in the new era of work such as independent work, AI and automation, and skills gaps. It highlights how data and insights from platforms like LinkedIn can help address business challenges in areas like client consulting, placement strategy, new business development, and internal hiring strategy. The document stresses that while data and insights are important, what companies do with them is even more critical to create business value and gain a competitive edge in today's changing workforce landscape.
How to use data and insights to become more socially engaged [webcast] LinkedIn Europe
This webcast was run on the 3rd October 2018.
The presentation covers:
- Importance of data and insights in the recruitment industry
- Using insights to create an effective engagement strategy
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
The Era of Talent Intelligence: ReImagine HR SlidesLinkedIn Europe
The document discusses trends in the new era of work, including the rise of artificial intelligence and automation, skills gaps, and independent work. It notes that while AI and automation will eliminate some jobs, they will also create new jobs in areas like machine learning, data analysis, and cybersecurity. Skills gaps are expected to increase as tasks are automated and new roles emerge, with soft skills becoming increasingly important alongside technical skills. Independent work is also growing due to demographic, technology, and policy trends. The document promotes LinkedIn Talent Insights, a new talent analytics product that leverages LinkedIn data to help companies develop winning teams, inform hiring, and drive strategy.
Content marketing for search and staffing webcastLinkedIn Europe
This document summarizes a LinkedIn webinar about increasing content marketing effectiveness on LinkedIn. The webinar covered identifying the three core audiences for recruitment agencies - candidates, clients, and consultants. It discussed the types of content each audience wants, such as candidates wanting job opportunities and career tips, clients wanting industry expertise and thought leadership, and consultants wanting career development. The webinar also provided tips for creating engaging content, such as displaying industry expertise, sharing company culture, and curating or creating original content. Attendees were encouraged to participate in the discussion and share links that might interest their followers.
Recruiters: How to win at social engagement webcast slidesLinkedIn Europe
This presentation was used for the LinkedIn webcast held on the 26th September 2017. The content was created with the Search & Staffing industry in mind.
This document provides a summary of top performing sponsored content on LinkedIn from April to June 2017. It identifies several forms that successful updates are taking, such as turning case studies into engaging stories, adding context to industry news, and providing practical tips and information. Key tips for success include making content newsworthy, being the trend by using popular formats like video case studies, and telling inspiring stories.
Do you prefer to Watch Video with the Sound On or Off?LinkedIn Europe
Proof that B2B video works best when it targets the eyes rather than the ears. New research from LinkedIn shows that video content works best when it doesn’t rely on sound.
More than half of today’s professionals consider that a break from work isn’t a break from work unless it’s also a break from connected devices. Our data shows digital detox could become a regular part of professional life:
To expand your talent pools of qualified candidates, we recently announced 3 new product updates: Open Candidates, Apply Starters, and Contractor Targeting.
These slides take us through the recent webcast to learn more about these features — along with other recent product enhancements.
Is Wearable Technology part of your Daily Life?LinkedIn Europe
Wearable technology usage differs in several demographic groups:
- 35% of people report using wearables like fitness trackers and smartwatches, while 64% do not currently use them.
- Younger age groups are more likely to use wearables, with usage declining among older age groups.
- Men and women report similar levels of wearable technology use.
- Professionals in higher level positions such as Directors and CXOs report higher usage of wearables than those in entry level jobs.
Will you purchase a self-driving car when they become available?LinkedIn Europe
Younger age groups between 18-34 are most open to buying a self-driving car when they become available, with openness dropping off sharply after age 34. Over half of those open to a self-driving car are also interested in virtual reality headsets, and they are less concerned about the rise of artificial intelligence than others. Members in India and the UAE expressed the highest openness to self-driving cars, while the UK was the lowest.
This document summarizes survey results from LinkedIn on emerging technologies such as wearables, virtual reality, self-driving cars, and artificial intelligence. Some key findings include: 35% of respondents use wearables daily, with use increasing with age and job level up to a point; 24% would purchase a self-driving car when available, with interest declining sharply after age 34; 16% intend to purchase a VR headset in the next 12 months, highest among those aged 25-34; and 32% are concerned about the rise of artificial intelligence, more so for younger respondents and those in developing markets like India. Those concerned about AI are more open to self-driving cars and VR but no more likely to use wearables.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
6. The Transformation of South African
Recruitment
Patrick Traynor,
Enterprise Sales Manager
LinkedIn
#intalent
7. LinkedIn Culture & Values: Transformation
Transformation of Self
Leave LinkedIn a better professional than when you started
Transformation of Company
Enable LinkedIn to realize its full potential
Transformation of the World
Create economic opportunity for every member of the global workforce
13. South African Recruitment
Opportunity for greater
success. SA recruitment
35%
less effective in impacting
new hires than EMEA average
Accessing quality
313M+ Members
72% Passive
28% Active
New employees sourced
through LinkedIn are
40%
less likely to leave
within the first six months
*This is calculated by the % of new hires in EMEA
impacted by LinkedIn products, vs. % of new hires in
South Africa impacted by LinkedIn products
Lacking impact
14. InMails. Acceptance rate in South Africa is 6ppts higher than
the EMEA average, partly due to lower saturation in the market
InMail acceptance rate in the last
12 months for South Africa
InMail acceptance rate in the last
12 months for EMEA
25%
31%
InMails sent per 100 members in
South Africa
InMails sent per 100 members in
EMEA
125
Data from June 2013 to July 2014
15. Trend. South African recruiters are using media more effectively
than before, but there’s still a big opportunity for greater results
In South Africa, recruiters are using
LinkedIn media
9%
more
effectively than last year
Data from July 2013 to June 2014
*This is calculated by the % of new hires in South Africa impacted by LinkedIn Media in July-Dec 2013 vs. Jan-June 2014
But South Africa is still
24%
less
effective with LinkedIn media than the
EMEA average
18. In the war for talent, the employer branding battle is in full
swing
From Global Recruiting Trends Survey 2013
When considering a job change
#1
Company has a reputation
as a great place to work.
19. Online professional networks are the fastest growing
channel for promoting employer brands
From Global Recruiting Trends Survey 2013
20. Clients who invest in branding on LinkedIn can more
successfully hire passive and active candidates
hires
3x
0%
10%
20%
30%
40%
Percent of all hires impacted on LinkedIn
Clients on LinkedIn
(Recruiter + some Jobs)
Clients who have invested in talent
brand on LinkedIn
(The LinkedIn Solution)
21. Mobile usage in South Africa is increasing
36% of LinkedIn’s unique visitors came
through mobile last month,
vs 26% this time last year
13% of LinkedIn’s unique visitors came
exclusively through mobile last month,
vs 6% this time last year
24. Dramatic shift: Needed to transform
Transactional
recruitment
Agency
Orientation
Business
Differentiator
+
Commercial
Business Partner
25. Challenge 1: Complexity in candidate attraction
Fierce competition for scarce skills
Myriad of sourcing channels to leverage
Brandappeal&reputation
Demand&Supplydynamics
26. Challenge 2: A seamless candidate experience
Experience Slick on-boarding experience…
the moment of truth
Hiring Manager chemistry
Career & Learning prospects
Candidate
Authentic EVP
What’s in it for me
Instant
gratification
27. Challenge 3: Insightful analytics in Big data era
Market intelligence
+
Candidate research
+
Measurable MI
=
Business Sweet Spot
Smart Data Mining
28. Challenge 4: From order taker to expert advisor
Expert
advisor
On top of latest
industry trends
Business demand
planning for proactive
delivery
Speak the language
of HR and business
29. Food for thought: Where the magic lives…
1. The candidate is a potential
customer
2. And a customer is a potential
candidate
Same energy and effort must be invested in the candidate experience and
smartly leveraging brand and customer marketing efforts
30. Food for thought: Resourcing Savvy in digital era
Agility to adapt in fast changing
social media landscape
Critical to engage with young
talent
Continued sourcing channel
optimisation investment
31. And a final thought…
The Factor
Human The of the
matter is how top
talent feel about the
organisation and
their leaders…
… not only what
they think and do
64. The Five Levels of Identifying Talent
Conceptual Search
Implicit Search
Natural Language Search
Keyword and Title
Indirect Search
Searching using alternate keywords and job titles
Identify candidates based on what isn’t explicitly mentioned in
profiles
Expand search using action verbs that are related to the skills
that you are looking for
Search using common keywords and titles
Leveraging initial search results to make connections to
additional results and leads
65. The Search Process
Boolean Modifiers
“Financial Analyst”(“Financial Analyst” OR Accountant)(“Financial Analyst” OR Accountant) AND “Financial Modelling”(“Financial Analyst” OR Accountant) AND “Financial Modelling” NOT Recruiter
68. How to develop
a strong employer brand
Jeanine Ferreira,
Portfolio Manager
Content Manager
Vodacom
#intalent
Building effective Talent
Pools
Ian C. Mullen & Dan
Hayward
Ian Mullen
Customer Success
LinkedIn
Main Hall – Ivory Room Ultramarine
Breakout Session 2
69. How to develop a strong employer brand
Jeanine Ferreira,
Portfolio Manager – Content Manager
Vodacom
#intalent
70. The KPI
“Make us the most desired company to work for”
“Be the Employer of choice”
71. How do we reach that KPI?
Employer brand is an organisation's reputation as an employer. The
term was first used in the early 1990s, and has since become widely
adopted by the global management community. Minchington (2005)
defines employer brand as "the image of your organisation as a
'great place to work'".
72. How do we reach that KPI?
Make your employees
fall in love with your
company. Dedicated and
proud employees fuels
productivity and turn-over
73.
74. McJobs Journey
1983
McDonald’s coined the
term McJob to promote a
program they had
designed to help
affirmative action for
disabled employees.
Douglas Coupland
coined the phrase McJob
in his 1991 best-selling
book Generation X, it
needed little explanation.
1991
A petition to the Oxford English
Dictionary to change its definition was
rejected
2007
McDonalds launches a
rebranding exercise
"McCompany car, not
bad for a McJob“
• McPackage £45,000
per annum
• McProspects "over
half our executive
team started in our
restaurants."
• McDiscounts
• McValued “ investor
in people"
2006
McDonalds launches another
rebranding exercise
This time, based on employees
feedback and not what HR or
management think is the
reasons employees love
working for their company
2011
75. The McDonalds 3 F’s
Staff members and employees feel they belong to a Family &
Friends
They enjoy Flexibility at work which drives better
performances
They see a vision for the Future in getting promotion and
opportunities.
76. Why Google was named the bes company to work for
“My job as a leader is to make sure everybody in the company has great opportunities, and
that they feel they're having a meaningful impact and are contributing to the good of society.
As a world, we're doing a better job of that. My goal is for Google to lead, not follow that”
Larry Page (Google co-founder)
Is it?
medical and dental facilities valet parking oil change and bike
repair
free washers and dryers free breakfast lunch and dinner
global education leave leave of absence to pursue further
education for up to 5 years and $150,000 in reimbursement
unlimited sick leave $500 take-out meal fund for new parents
77.
78. Branding yourself as an employer of choice
78
Become a super marketer!
Imagine your
face here
79. The dawn of the HR Marketing Manager
My Role
I attract and retain customers
We develop product/service
Value Proposition
I get measured on sales,
engagement, brand sentiment
and recognition
We collect Market Research and
constant customer feedback
We segment our customers and
base rewards on that data
Your Role
You attract and retain
candidates
You develop an EVP
You get measured on
engagement, cost of acquisition
& higher productivity
You conduct employee
satisfaction and engagement
studies (contribution vs
satisfaction)
Some companies base rewards
on job level/needs – do you?
80. Understand the difference
Internal Marketing
Service industries
Teach employees about your
Brand
How do they “offer” your brand
to customers/clients?
Make sure they know what your
“service foundation” is.
Live, talk, work the brand
Employer Branding
How does employees
experience your brand?
Do they feel appreciated?
Is there a mutual “give-and-
take?”
Do they CHOOSE to stay with
the brand because of your EVP?
81. The steps in creating your EB plan
• Execute strategy• Were you successful?
• Develop strategy
• Strategy Communication
Plan
• Understand the Market
• Understand Company
offerings (EVP)
Research Strategy
ExecuteMeasure
83. Know your “consumer”
Continuously collect consumer feedback in the form of
research. Insights help shape product and communication
strategies by instilling fact-based, decision making processes
instead of relying solely on intuition.
Biennial employee surveys that provide feedback on
employee engagement, satisfaction, and attitude and can
identify the key drivers behind each of these metrics. This is
not enough.
Companies do not wait two years for customer feedback
about their products. In many ways, the employee customer
requires as much attention as the revenue-generating
customer. To provide this level of attention, it is crucial that an
employer go directly to its workforce and listen to its
employees, and do so on a regular, and even continuous,
basis to identify value misalignments.
84. Define the following:
Shelve life
Unique value proposition
Process & delivery
components
Cost/value drivers
Target audience and their communication
channels
88. Strategy Outline
Objective: What do you want to achieve? What is the view you want
your employees and prospective employees to have of your
company? Do you want to recruit, retain, increase productivity?
Target audience: Who do you target? What are the sub groups?
What are their needs?
Competitive review: What view does the public have of your
competitors brand? Are they securing better candidates because of
the message they put out?
Current view: What do you currently offer that gives you the edge
(EVP)? What don’t you offer? What is the feedback you received from
your employee surveys? What is your culture? What is your story?
Why do employees stay with you?
3
4
1
2
89. Strategy Outline
Future view: Where do you want your Employment Branding to look
like? How are you going to get there? Which communication channels
are you going to use? Align your EB strategy with your business
goals.
Which tools will you use to recruit and communicate? (LinkedIn
Recruiter, Facebook, Twitter, Career Websites, YouTube?)
Timelines and implementation plan: When will this plan be
implemented and at which increments? Outline roles and
responsibilities (HR, Marketing, Communication, Management – Who
owns your Employer Brand6
5
90. Your strategy should define your brand as:
True
Credible
Relevant
Distinctive
Aspirational
97. Examples of measurement
Where do most of your applications come from?
How much are you spending per candidate?
Are your social accounts or website driving traffic to the career
page?
How long is your average time-to-hire?
How can you make the timeframe shorter?
Research shows that ROI is usually measured by:
Retention rate
Employee engagement
Quality of hire
Cost per hire
Number of applicants.
100. What is Talent Pipelining?
Recruit proactively
Know the talent landscape
Reach out to passive talent
Develop relationships
101. Five Key Reasons to Build a Talent Pipeline
Identify the right talent early
Reduce your time to fill
Prevent candidates from slipping
away
Minimize business disruption
Strengthen your employment brand
102. Source
• Identify
where
you know
the lead
from
Status
• Track the
progress
of a lead
through
the
pipeline
Tags
• Add
skills, job
roles or
attributes
Activity
• View
activity on
a lead
• Add
reminder
Contact
• Access to
personal
contact
info
Talent Pipeline Features
103. Centralize
Centralize all your leads in one place
Track them all in Recruiter
Transform Transform into up-to-date profiles
Associate information for a lead with that
person’s LinkedIn Profile
Pipeline
Organize, track, and nurture leads
Search your pipeline for warm leads
Collaborate
Synchronize your team
Avoid duplication of effort
Analyze
Know your best sources for talent
Track leads through your pipeline
Talent
Pipeline
105. Your Employer Branding checklist
Do you understand your market and cater to them?
Do you communicate the fact that you understand different people
need different benefits?
Do you listen to your employees and use them as brand
ambassadors for your Employee Branding strategy ?
Do you relook and re-engineer your strategy if it doesn’t work?
How old is your EVP?
106. The Economic graph and what it means for
South Africa
Jeff Matthews,
Director of Sales – SMB EMEA, Talent Solutions
LinkedIn
107. Connect the world’s professionals
to make them more productive
and successful
Our mission
108. For our members
The professional
profile of record
Connect all of the
world's professionals
Identity Networks Knowledge
The definitive professional
publishing platform
112. For our customers
Hire
Power half of
all hires
Market
The most effective way for
marketers to engage
professionals
Sell
The start of every
sales opportunity
124. Source: Migration patterns of LinkedIn members with STEM skills in 2013. The thinnest
line represents a migration of at least 100 members.
What the Economic Graph means for today’s discussion:
Creating a digital map of the global economy
to help business leaders better understand
talent migration trends in real-time
127. 48% of professionals moving to South Africa
are coming from Europe
1
2
3
4
5
United Kingdom
United States
India
Zimbabwe
Australia
6
7
Netherlands8
France9
10
UAE
Germany
Nigeria
128. South Africa is attracting financial services
professionals mostly from the UK
1
2
Accounting
Trading and Investment
Finance
Banking
Risk Management
United Zimbabwe
United States
UAE
India
Kingdom
3
4
5
129. South Africa is also attracting Marketing skills,
primarily from the UK and US
1
2
Marketing Event
Management
Market Research and
Insights
Social Media Marketing
SEO/SEM Marketing
Direct Marketing
3
4
5
United
Zimbabwe
United States
UAE
Netherlands
Kingdom
131. 28% of professionals leaving South Africa are moving to
Europe and 26% are moving within Africa
1
2
3
4
5
United Kingdom
United States
Australia
UAE
India
6
7
Kenya8
New Zealand9
10
Zimbabwe
Netherlands
Canada
132. IT professionals leaving South Africa are
moving to Australia, the UK and India
1
2
3
4
5
IT Infrastructure
Web Programming
Database Management
ERP Systems
.NET and Application
Development
United
New Zealand
Australia
India
United States
Kingdom
133. Oil and Energy skills are also leaving South Africa –
although by country the UK has the highest inflow, most
professionals are moving within Africa
1
2
3
4
5
Mining
Oil and Gas
Drilling and Well
Management
Downstream Processing
Subsea Engineering/
Offshore Operations
United UAE
Australia
UnitedSaudi Arabia
Kingdom
States
137. Engagement metrics
Unique visiting members (mn) Member page views (bn)
1 In Q2’14 we transitioned to internal metrics for unique visiting members and member page views, whereas previously we
disclosed unique visitors and page views from comScore | 2 monthly average during the quarter | 3 total during the quarter
1
2 4
138. Mobile traffic
45%
<2%
* 2014 mobile traffic as of the end of Q1’14 | mobile traffic is calculated as a % of LinkedIn member-only unique visitors; calculated using Q4 average for each year
140. Adjusted EBITDA
$466M
$5.5M
Adjusted EBITDA is a Non-GAAP financial measure. The presentation of this financial information is not intended to be considered in isolation
or as a substitute for, or superior to, financial information prepared in accordance with GAAP. A reconciliation of Non-GAAP Adjusted EBITDA
to GAAP Net Income (Loss) can be found at investors.linkedin.com
* 2014 numbers as of the end of Q1’14 & are calculated as Adjusted EBITDA from the trailing twelve month period
Q2’14 TTM*
141. Our operating priorities
Talent
Build a world
class team
Technology
Create data driven
development
at scale
Product
Develop products our
members love
Monetization
Scale profitable
business lines
Well, with the help of industry experts and companies like Disney, Air New Zealand, Greenpeace and Unilever, we’ve created an essential guide for the modern recruiter. Ask your LinkedIn account manager for a copy or visit lnkd.in / modern recruiter emea
The guide explains how modern rec blends ART and SCIENCE – you’re a marketer and a data nerd, an advisor and a technologist.
So, through the lens of LinkedIn – how is the transform of SA recruitment progressing so far?.....
Through the LENS OF LINKEDIN….. How is the Trans of SA Rec progressiing?
Before we look at recruitment, let’s remember that it’s just part of another transformation that’s happening. That is, how consumers manage their lives online and how they engage with organizations online. Whether it’s e-commerce, news, social media or careers, there have already been big changes in consumer behaviour.
For LI in SA that means we’ve seen strong membership growth and even stronger engagement growth – giving you an ever increasing pool of talent to source from.
This growing pool is WORTH THE EFFORT, it’s where the quality hires are concentrated. In fact, employees sourced via LI are 40% less likely to leave within 6 months.
(These are job opportunity inmails)
So – how are things going for you? We have some great success stories you’ll hear from today’s speakers, which we hope will inspire you {***INSERT SLIDE WITH SPEAKERS??***} – but let’s look at the overall performance of LI’s SA clients.
InMails are xyz; but volumes are abc, etc
As market transforms we have seen similar patterns in other markets. Early adopters enjoy the best response as relatively few recruiters capitalizing on this new channel – but in EMEA we see this settle as direct sourcing adopted more broadly
Positive trend.
In the first half of 2014, the trend is showing that SA recruiters are deploying LI media solutions more effectively, and the EMEA benchmark suggests there’s a great deal more value to come from further focus on employer branding activity.
But LI is only part of the story of the TRANS of SA Rec, and today is about hearing from the leaders of SA recruitment and how they view transformation.
Where will TRANS lead us.
We surveyed 18000 HR profs across the globe and here’s what they told us.
Title…
#1 threat was if competitor invested in EMP BRAND
Also reflected in candidates behaviour – survey showed #1 factor was comp’s rep
Furthermore they said online networks were the fast growing channel for EMPLOYER BRAND
We first started painting a picture of this vision roughly three years ago. And at that time, it was just that: A vision. But a funny thing happened over the last five years. Our vision started to become a reality:
~280M members, 200+ countries, 20+ languages