This case examines how a LinkedIn recruiting manager utilizes a selection interview to determine that a new employee is a good fit for the company's principles and culture.  Interview reveals how manager applies the organization's values and culture to the recruitment of a new employee.  The case gives background on LinkedIn's growth and success, as well as its culture and the importance of compassion to CEO Jeff Weiner. It also introduces Ryan Giles, a LinkedIn hiring manager, who asks Lindsay Reed, a student pursuing an internship with LinkedIn, an interview question. 

1. Hiring for Values at

2. Garima Kumari 2021SMT6599
Harshali Harshad 2021SMF6603
Nishar Anjum 2021SMF6537
Priya Chauhan 2021SMF6535
Priyam Sehgal 2021SMF6515
Shilpa G Das 2021SMF6529
Sneha Banerjee 2021SMF6510
Shivam Aggarwal 2021SMF6605
Shubham Kumar 2021SMF6569
Yashpal Singh 2021SMF6506
GROUP - 4

3. • This case examines how a LinkedIn recruiting manager
utilizes a selection interview to determine that a new
employee is a good fit for the company's principles
and culture.
• Interview reveals how manager applies the
organization's values and culture to the recruitment of
a new employee.
• The case gives background on LinkedIn's growth and
success, as well as its culture and the importance of
compassion to CEO Jeff Weiner. It also introduces Ryan
Giles, a LinkedIn hiring manager, who asks Lindsay
Reed, a student pursuing an internship with LinkedIn,
an interview question.

4. Ryan introduced the case by saying, “Pretend you are a
business partner, like me, visiting Chicago [from Mountain
View] for a very important meeting with top managers in the
global sales organization. You step out of the meeting to
use the restroom, and one of your managers stops you on
the way, saying, ‘One of my employees in California just
had a baby. The infant is in the ICU at a hospital that is an
hour away from her home. Is there anything we can do to
help her?’” Then he asked her directly, “What would you do
in this situation?”

5. What kind of company LinkedIn is?
• A Social Networking site for professionals all around the world which aims to provide work opportunities
for all members. Primarily driven by culture, which is their main competitive advantage and helps to fuel product
strategy to enable members connect.
• LinkedIn created an efficient, highly motivated and collaborative work environment which resulted in their rapid
growth. Launched in 2002, it rapidly progressed to have 756 million members worldwide and currently has an
employee base of over 23000.
Core Values - Integrity, Humor and Collaboration
Focused on employee welfare & bagged third
spot on Forbes’ list of “The Best Companies to Work
For”
Their motto – Managing Compassionately
Pioneer in its domain with
a staggering acceptance among the public.

6. What kind of candidates should LinkedIn hire?
LinkedIn should hire the candidates
who can manage compassionately.
LinkedIn culture has some rich values
like
LinkedIn had the number three spot on Forbes
‘’The best company to work for’’ list.
Our member
comes first Relationship
matters
Be open,
honest and
constructive
Demand
excellence
Take
intelligence
Risks
Act like an
owner
Candidate who is selected should align with the core values
of LinkedIn like

7. How will company identify the right candidate?
• The right candidate should fit with the :
Culture
• Transformation
• Integrity
• Collaboration
• Humor
• Results
Strategy & Goals
• Candidate should be
aligned with the
company's ability to
foster
innovation, creativity
& teamwork
- Background Check: To assess behavioral pattern, taking
note of consistencies & deviations
- Engaging with the candidate before hiring to know
more about the person other than technical skills
- Examine values exhibited on social media
- Formal Interview:
1. One who will help the company grow and innovate, keep
up the collaborative culture and positive outlook of
LinkedIn.
2. Behavioral assessment via case studies to check if the
person is fit for company's belief of 'managing compassion
ately'
3. Practical Experience Assessment- Practical experience
will help to integrate themselves more quickly and become
familiar with the job
• Candidate can be checked on the below criteria:

8. What should Lindsay do?
•Lindsay should “act like an owner” as mentioned in LinkedIn core value, when faced with situations that
necessitate quick decision-making.
•As LinkedIn follow the policy of managing compassionately, the employee should opt to help the employee
(Mother).
•Lindsay should keep colleagues' and partners' trust as “Relationship Matter” and not leave the meeting and ask
her other team member to assist the employee by providing any kind of assistance, whether financial or
emotional.
•It also covers LinkedIn's core values i.e., "Our Members Come First" as meeting might have been organized to
come up with strategy for the future of LinkedIn which in turn might be helpful for member of LinkedIn as
company believes to grow with their member that also support not leaving the meeting.
•It also brings out the integrity and collaboration culture of LinkedIn which expect employees to do the right thing
no matter what and align in the same direction.

9. THANK YOU