David Cohen, LinkedIn EMEA's Senior Sales Director shares some of the key challenges from LinkedIn's Recruiting Trends Survey 2013 and highlights the opportunities ahead for staffing firms. We also feature LinkedIn clients demonstrating best practice in building relationships, talent pipe lining and employer branding as we look ahead to what we believe the most forward thinking agencies will be doing to prepare for 2015.
LinkedIn's gurus for LinkedIn Recruiter will share new advancements with the product and tips on getting more out of your InMails and recommended profiles.
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
Lindsay Ahearne, Senior Insights Analyst at LinkedIn takes the SourceIn London audience through the importance of using data to manage clients, create talent pools and accelerate your recruiting efforts, featuring best in class examples from recruiters throughout the UK.
Brendan Browne, Senior Director of Global Talent Acquisition at LinkedIn, walks you through LinkedIn’s secrets too using data for recruiting.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
From SourceIn New York, Jim Stroud explains why big data is a critical tool for recruiters.
Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5
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
Moneyball for Talent Acquisition: Using Data to Up Your Recruiting GameLinkedIn
Brad Pitt stars in Moneyball, a film about how data revolutionised baseball recruiting. In our free webinar, “Moneyball: Using Data to Up Your Recruiting Game” we’ll show you how data can revolutionise corporate recruiting.
In this action-packed webinar you will learn how to:
- Gather talent pool insights: Assess talent pools for your opportunities using LinkedIn data
- Set hiring manager expectations: Use insights to shape the conversation and manage expectations
- Focus your team: Save time by zeroing in on the right candidates
- Measure your talent brand: Benchmark your talent brand against peers and over time
Talent professionals worldwide agree that employee referrals are the best source of quality hires, yet most companies struggle to get employees on board. Our newest product, LinkedIn Referrals, overcomes this challenge by providing employees a tool that works for them.
Learn more about why employee referrals are an exceptional source of hire: http://bit.ly/1roc4Nc
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!
LinkedIn customer event keynote, showcasing the challenges felt by recruiting teams today and the trends to look out for in high performing teams in 2015. Connect In London 2013
LinkedIn's gurus for LinkedIn Recruiter will share new advancements with the product and tips on getting more out of your InMails and recommended profiles.
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
Lindsay Ahearne, Senior Insights Analyst at LinkedIn takes the SourceIn London audience through the importance of using data to manage clients, create talent pools and accelerate your recruiting efforts, featuring best in class examples from recruiters throughout the UK.
Brendan Browne, Senior Director of Global Talent Acquisition at LinkedIn, walks you through LinkedIn’s secrets too using data for recruiting.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
From SourceIn New York, Jim Stroud explains why big data is a critical tool for recruiters.
Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5
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
Moneyball for Talent Acquisition: Using Data to Up Your Recruiting GameLinkedIn
Brad Pitt stars in Moneyball, a film about how data revolutionised baseball recruiting. In our free webinar, “Moneyball: Using Data to Up Your Recruiting Game” we’ll show you how data can revolutionise corporate recruiting.
In this action-packed webinar you will learn how to:
- Gather talent pool insights: Assess talent pools for your opportunities using LinkedIn data
- Set hiring manager expectations: Use insights to shape the conversation and manage expectations
- Focus your team: Save time by zeroing in on the right candidates
- Measure your talent brand: Benchmark your talent brand against peers and over time
Talent professionals worldwide agree that employee referrals are the best source of quality hires, yet most companies struggle to get employees on board. Our newest product, LinkedIn Referrals, overcomes this challenge by providing employees a tool that works for them.
Learn more about why employee referrals are an exceptional source of hire: http://bit.ly/1roc4Nc
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!
LinkedIn customer event keynote, showcasing the challenges felt by recruiting teams today and the trends to look out for in high performing teams in 2015. Connect In London 2013
Are your LinkedIn Jobs working for you? Learn the difference between an average job on LinkedIn and the jobs that get the most and best applicants. We’ll teach you how our backend algorithm works so you can place your Jobs in front of exactly the right members, provide tips on content, and advice on branding that will help you get the most from your Jobs. But it doesn’t stop with posting… What happens once the candidate has applied? Our LinkedIn experts will help guide you on how to use Past Applicants and Apply Starters to quickly fill your current positions and grow your Talent Pipeline.
Learn more: https://lnkd.in/edgFW-Q
Saadia Zahidi, Senior Director, World Economic Forum
Maria Kokkinou, Chief Diversity Officer and Director of Talent Acquisition, Coca-Cola Enterprises
Sandy Hoffman, Global Diversity Director, LinkedIn
Moderator: Joanna Pomykala, Sr. Director for Insights, LinkedIn
A unique panel of experts to discuss best practices and how to use data to make diversity and inclusion a reality within organisations.
We studied job seekers who successfully found a job within 3 months. Here’s a sneak peek at how they used LinkedIn, and how you can too. Check out our free monthly webinars: http://premium.linkedin.com/jobsearch/webcasts.html/
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...LinkedIn Talent Solutions
Building an engaged employee base helps you retain the great talent you already have and attract new, qualified people to come work for your organization. But how exactly do you do that?
On average, a company’s employees have 10 times as many connections as a company has followers. So what better way to amplify your talent brand message than through your own employees?
This presentation will teach you how to turn your employees into advocates for your talent brand and the impact it can have on your organization. You will learn about promoting your brand internally, boosting referrals, social media advocacy, facilitating employee created content, and more.
A strong employer brand can be the key to making new hires. It gives candidates powerful insight into why your company is worth working for, where they might fit in, and how they can help further the corporate vision. Join Guillermo Echarte, LinkedIn Talent Brand Consultant, to learn about the importance of building your employer brand, and how social channels can enable your company to share information related to its culture, values, perks, benefits and mission.
Learn more about our solutions at http://bit.ly/2f7Cge8
How to Measure the Impact of Our Actions with Data | Talent Connect London 2014LinkedIn Talent Solutions
Understand how data can impact the marketing revolution that is happening within talent acquisition, how to develop KPIs to measure, and how Talent Brand Index can be used to indicate how your talent brand is performing.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent trends: What’s on the minds of the professional workforceLinkedIn Europe
This presentation is from a recent webinar which Jennie Chen held on Talent Trends - What's on the minds of the professional workforce
If you want to access the statistics for all 26 countries click the following link:
http://lnkd.in/TTreport
LinkedIn For Good presents a checklist for how to best use LinkedIn when completing a job search. This is a good document to print out for training sessions.
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
Are your LinkedIn Jobs working for you? Learn the difference between an average job on LinkedIn and the jobs that get the most and best applicants. We’ll teach you how our backend algorithm works so you can place your Jobs in front of exactly the right members, provide tips on content, and advice on branding that will help you get the most from your Jobs. But it doesn’t stop with posting… What happens once the candidate has applied? Our LinkedIn experts will help guide you on how to use Past Applicants and Apply Starters to quickly fill your current positions and grow your Talent Pipeline.
Learn more: https://lnkd.in/edgFW-Q
Saadia Zahidi, Senior Director, World Economic Forum
Maria Kokkinou, Chief Diversity Officer and Director of Talent Acquisition, Coca-Cola Enterprises
Sandy Hoffman, Global Diversity Director, LinkedIn
Moderator: Joanna Pomykala, Sr. Director for Insights, LinkedIn
A unique panel of experts to discuss best practices and how to use data to make diversity and inclusion a reality within organisations.
We studied job seekers who successfully found a job within 3 months. Here’s a sneak peek at how they used LinkedIn, and how you can too. Check out our free monthly webinars: http://premium.linkedin.com/jobsearch/webcasts.html/
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...LinkedIn Talent Solutions
Building an engaged employee base helps you retain the great talent you already have and attract new, qualified people to come work for your organization. But how exactly do you do that?
On average, a company’s employees have 10 times as many connections as a company has followers. So what better way to amplify your talent brand message than through your own employees?
This presentation will teach you how to turn your employees into advocates for your talent brand and the impact it can have on your organization. You will learn about promoting your brand internally, boosting referrals, social media advocacy, facilitating employee created content, and more.
A strong employer brand can be the key to making new hires. It gives candidates powerful insight into why your company is worth working for, where they might fit in, and how they can help further the corporate vision. Join Guillermo Echarte, LinkedIn Talent Brand Consultant, to learn about the importance of building your employer brand, and how social channels can enable your company to share information related to its culture, values, perks, benefits and mission.
Learn more about our solutions at http://bit.ly/2f7Cge8
How to Measure the Impact of Our Actions with Data | Talent Connect London 2014LinkedIn Talent Solutions
Understand how data can impact the marketing revolution that is happening within talent acquisition, how to develop KPIs to measure, and how Talent Brand Index can be used to indicate how your talent brand is performing.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent trends: What’s on the minds of the professional workforceLinkedIn Europe
This presentation is from a recent webinar which Jennie Chen held on Talent Trends - What's on the minds of the professional workforce
If you want to access the statistics for all 26 countries click the following link:
http://lnkd.in/TTreport
LinkedIn For Good presents a checklist for how to best use LinkedIn when completing a job search. This is a good document to print out for training sessions.
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
Come rendere più attraente la propia azienda per i candidati migliori. Webcast erogato da LinkedIn in collaborazione con AIDP presentato da Tomaso Giusti
LinkedIn Talent Connect Europe 2012: Moving to a Direct Sourcing Model by Del...LinkedIn Europe
This was an interactive session where the audience heard a business case from Marie Moynihan of Dell and Rachel Bowman of RBS on creating and running a successful direct sourcing function followed by an open discussion between panellists and audience members. In this session audience members were able to brainstorm solutions to challenges they face in their business today.
Presentation from Mr. Albergoni at LinkedIn Day in Milan on March the 11th. The speach was about the power of social media and employer branding on LinkedIn.
LinkedIn Talent Connect Europe 2012: Sourcing inHouse with LinkedInLinkedIn Europe
You're familiar with the tools and know that LinkedIn is a gold mine of passive candidates, now it's time to build your team's strategy. This course covered which metrics to review to increase the efficiency, productivity and success of your team.
Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013LinkedIn Talent Solutions
The term "Big Data" is becoming de rigeur, but in reality recruiting leaders still have an uneasy relationship with analytics. Leaders from Teradata and Sun Life Financial share how they embracing data to improve their recruiting strategies, results, and talent brand initiatives.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Mo Karim, Consultant - Strategic HR Projects, CBRE
Audina Choong, Head of Global Talent Acquisition, Gemalto
Xavier Monty, Social Media Strategy Leader, Sage Group
Bridget Gisby, HRBP Director, LinkedIn
How can talent acquisition play a critical role in a company’s overall business journey? In this session, learn how to drive workforce transformation through a business-aligned talent acquisition strategy, supporting business growth through an integrated talent channel framework and a strong employer brand. This session will show how talent acquisition can be a key enabler of business success in a global company transformation, ultimately demonstrating TA’s value to your business leadership team.
Build Engage Recruit - How to Build your Talent BrandLinkedIn Europe
Your marketers and sales people think and work entirely differently than they did 10 years ago. Has your approach to hiring also changed?
Your competitors are no longer content to rely on active job seekers. Companies are now able to build their brand online, engage top talent and recruit the most talented people.
In this presentation, we discuss:
- How to build your brand online
- How to engage your audience
- How to recruit top talent
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.
In this webcast, we covered:
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
We hear a lot today about “big data” and companies looking to establish data-driven recruiting in their HR organizations. LinkedIn Talent Pool Reports are a big step to accomplishing exactly that, by providing you meaningful, objective information to inform your talent acquisition strategy and allow you to engage your stakeholders. Bottom line, these reports take a lot of the guesswork out of recruiting, and give you an in-depth look at where to recruit and what candidates are looking for.
Join us for this free LinkedIn webcast on how to use Talent Pools to power your talent strategy. During this session we are going to cover:
Why build talent pools using data
Insights about talent pools across LinkedIn
Live demonstration of LinkedIn Talent Pool reports
This presentation details the recipe to successful hiring on LinkedIn:
Understand your target audience
Create valuable content that resonates with this audience
Reach your audience at the right time
Double the success of your sourcing efforts
Google Dave and Ollie Sharpe present How to Give Your Brand a Personality.
Research shows that “social executives” thrive. They are driving the fastest-growing companies and attracting the most skilled candidates to build their business.
Join our webcast to learn how to:
Become a social leader
Give your brand a personality
Use social to help grow your business
Avec plus de 10 millions de membres en France et une croissance annuelle de 20%, Linkedin représente aujourd'hui un vivier unique de candidats pour les cabinet de recrutement.
Nous vous invitons à notre webcast pour vous expliquer concrètement comment profiter du potentiel de notre réseau social pour:
contruire un réseau de talents et améliorer votre présence
engager et maintenir le dialogue avec les personnes qui vous intéressent
recruter de façon efficace
L'objectif est de présenter de façon stratégique comment recruter de façon optimisée sur Linkedin et rendre vos recruteurs plus productifs grâce à l'usage d'outils adaptés à leur métier.
For Staffing Agencies operating in APAC today, a strong brand can provide an essential competitive advantage.
As you invest time and effort into building your brand, it is essential that you are able to measure and improve.
Join LinkedIn's Brand experts Daniel Sanders and Paul Wheeler for a live webcast: The Quest to Quantify - Measuring the Value of your Brand, to hear tips on how-to measure your brand, including:
- Defining your objectives: in order to measure success, it is first essential to define your objectives.
- Framework for success: learn key metrics to measure ROI and define your brand success.
- Bottom of the funnel: learn how to measure the impact on candidate sourcing.
- Building a case: tips to elevate brand conversations and demonstrate success with your executive team.
- Valuable for all Staffing Agency employees involved in brand building and marketing, including marketing managers, social media managers, brand managers and directors / owners.
Met LinkedIn wordt recruitment echt eenvoudig, tenminste als je weet wat je doet. In deze sessie leer je hoe je jouw bereikbare netwerk in kaart brengt en hoe je de samenwerking met je team kunt verbeteren. Bovendien krijg je tips om je efficiëntie te maximaliseren.
Ever wondered how you can measure the ROI of using LinkedIn to drive awareness with your target audience, generate new business and place candidates in their perfect role? Here's how.
97% van de marketeers gebruikt social media maar 85% daarvan weet niet wat de beste tools zijn of hoe ze die kunnen inzetten. In deze sessie leer je hoe je content kunt delen en dialogen gaande kunt houden waardoor je een online relatie met je doelgroepen opbouwt.
Het belang van het aantrekken van volgers staat centraal in deze sessie van Juan Marcos Pereira. We bespreken waar volgers naar op zoek zijn voordat ze bedrijven gaan volgen, hoe je aandacht trekt binnen belangrijke branches en hoe je uiteindelijk de juiste kandidaten naar je toe trekt.
Following the release of LinkedIn's 25 Most Socially Engaged Companies in the Recruitment Industry, we've collated the learnings from the top agencies on the list. Discover what they're doing right as we reveal the key findings found when looking at the behaviours of the most socially engaged agencies.
Consultants from the LinkedIn Customer Success team share key learnings and insights obtained from working closely with over 2000 recruitment businesses.
Three strategies are covered: 1) Thinking long term 2) Teach, learn, share and 3) Finding and winning new business.
Think about the best people you’ve ever worked with. Your best placements. Your best clients. Your best recruiters. What do they do differently every day, every week, every month and every year? You’ll discover that everything they do is predictable. In this session, industry expert Lou Adler will show you how to uncover the predictors of success during the intake meeting with your hiring manager clients. Then you’ll use these same predictors to drive every aspect of the recruiting process from sourcing to negotiating offers.
Here are some of the key takeaways Adler will cover in this can’t miss session:
- Learn how to get hiring managers to happily discard skills and experience infested job descriptions.
- Find out what it takes to get hiring managers to see every one of your candidates.
- How to predict and measure quality of hire long before the hire.
- How to close more offers by taking compensation off the table.
Data is arguably the hottest topic in modern recruiting. But what can it really tell you and how should you use it? How do you know you are collecting the right data to make strategic decisions?
Research shows that companies with 'social CEOs' enjoy higher levels of trust, and people are more likely to buy their products. Learn how easy it is to become a social CEO and how to empower and engage your employees to use social to help build your firm's brand and become brand ambassadors.
Forming an emotional connection between the consumer and the brand is one of the most important steps in telling your firm's story. Discover the importance of being memorable and the business impact that amplifying your brand through social will achieve.
More from LinkedIn For Search and Recruitment Firms (20)
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
10. 238m+
Registered members as
of Sept 2013
3M+
21M+
India
8M+
Canada
84M+
USA
13M+
Brazil
42M+
APAC
M+
200+
Countries and territories
65%
Of LinkedIn members are
outside of the US
LinkedIn’s global footprint is expanding:
EMEA
74M+ UAE
1M+
3M+
DACH
5M+
Italy
5M+
France
5M+
Spain
4M+
NL
13M+
UK
1M+
Sweden
11.
12. #SourceIn SourceIn London 12
93%of recruiters use or plan to use
LinkedIn for recruiting
Source: Jobvite 2012 Social Recruiting Survey.
13. #SourceIn SourceIn London
Your biggest concern today?
13
Source: LinkedIn Recruitment Trends survey, 2013.
“there’s not a lot of quality talent.”
14. #SourceIn SourceIn London
Your biggest concern today?
14
Source: LinkedIn Recruitment Trends survey, 2013.
“a lot of competition.”
Ian Mullen
Marketing Manager, Emerald Technology
15. #SourceIn SourceIn London
Your biggest concern today?
15
“establishing my firm as a trusted
partner.”
Alison Recordon
Business Improvement Manager, Impellam
18. Hire
Engage the world’s
best passive talent
Sell
Engage the world’s
decision makers
Market
Engage most
effectively with
professionals
Champion the social enterprise1
19. #SourceIn SourceIn London
Engage the 80%
19
2
21% 15% 44% 20%
Active
Sending out resumes
and actively looking
for a new position.
Tiptoer
Thinking about
changing jobs and
reaching out to
close associates.
Explorer
Not looking for a job
but willing to discuss
a new opportunity
with recruiters.
Super Passive
Happily employed
and not interested in
a new opportunity.
Together known as Approachable.
For those of you who are new to your LinkedIn relationship, as well as for those of you who have been with us for quite some time, the first thing to understand about us as an organisation is that the first value of the company is members first. You could ask any employee of LinkedIn: what is the most important value of LinkedIn? – and they would say, “members first.” And the reason is because – although we’ve built businesses in different areas of the economy and we work with clients all the time – we understand, first and foremost, that the way that we create value for the world is first with the individual member. Any time we want to do something new with our strategy, the first question we ask is, “How will this impact the individual member around the world?”- and if it’s not a positive way, then those ideas are cast aside.
The way we manifest that “members first” value is through three core value propositions to our members: identity, insights, and everywhere. Identity is all about LinkedIn being the professional profile of record for people around the world: the place where you represent both your current and future capabilities as a professional, where you’re found by others, where you find people you’re looking for, and where you connect. The second is insights. We believe – because we have this sense of who you are – that we can deliver relevant content to you as a professional that can make you better at your job or chart the next stage in your career. And finally, everywhere. We need to work everywhere that our members work. Whether that be at their desktop, mobile, in the public domain, but also allowing you to use your professional identity on LinkedIn elsewhere on the web, for example with sites that allow you to sign in with LinkedIn, or Apply with LinkedIn on company career pages.These are the three core value propositions for our company. What I’ll do next is give a couple updates on specific things that we’re doing to further these missions – because at the end of the day, for us to be successful in working with you, we need a vibrant ecosystem. It always starts there.
One of the identity launches of the past year is endorsements. Who in the audience has been endorsed by someone?This is one of the most viral features in LinkedIn’s history. In less than a year we have seen over 2 billion endorsements on LinkedIn profiles. This is a very interesting moment for us: for the first time, at scale, your profile is no longer solely about what you say about yourself, but what other people say about you. And we think that endorsements is the first step in a broader strategy of thinking about your professional identity and your profile in a much more holistic way.
A recent Insights launch is LinkedIn Influencers. Who’s read an influencer post on LinkedIn? These are the posts written by business luminaries who have decided to share their thoughts on LinkedIn. People like Richard Branson, Deepak Chopra, and Meg Whitman have adopted LinkedIn as their platform for sharing their thoughts about how the professional world works. Specifically in the world of talent and recruitment, people like Alistair Cox, the Chief Executive of Hays, and Lou Adler are now using LinkedIn as their platform. It’s become a place where these people, who have so much to share and so much to add, are able to scale their voice. Now, if Lou has something to say, for example, 281K people hear it. That’s pretty amazing.
And finally, some exciting recent news aligned with our “everywhere” core value proposition. Over 30% of members who view jobs on LinkedIn come from mobile, and we wanted to make it easier for members to fully complete their job-seeking experience from their mobile device. So last month, we launched the ability for LinkedIn members to directly apply for jobs from their mobile devices. And as a result of our highly personalised job recommendations in the mobile feed – the recent ability to search jobs on mobile as well as the “Jobs you may be interested in” feature – we’re seeing members who never view jobs on the desktop viewing and saving jobs on mobile. This is particularly great news for this audience – it means your LinkedIn jobs are working harder for you and reaching more qualified candidates – but at its core, we launched this initiative because we realised that our members are on the go, and we want to make them more productive and successful wherever they are.
And so to sum up: LinkedIn’s network is incredibly healthy. We are at all-time highs across our key metrics. Whether it be unique visitors, page views, the number of searches that are happening on LinkedIn, and increasingly companies representing their brands and their identity on LinkedIn through Company Pages, these numbers are growing at astounding rates. Some details on these numbers:Average 143M monthly unique visitors during Q2 (not including Slideshare) – 34% YoY growth11.7B page views, excluding mobile, in Q2 – 25% YoY growth5.7B professionally oriented searches done in 2012More than 3M Company Pages, representing over 140 industries
Perhaps the most astounding number is that recently we crossed 238 million members on LinkedIn from around the world. In fact, people are signing up to join LinkedIn at a rate of more than two new members per second
2 members per second join LinkedInWith 86,400 seconds in a day That equals 172,800 new members joining the LinkedIn platform every 24 hoursThat’s enough to fill Wembley (to capacity I might add!)almost twice over
To expand on that, it’s not just 238 million members, but the vast majority of people in the recruiting industry are now on LinkedIn. That creates a different dynamic. Because that dynamic puts us in a position, if we listen really well, to capture the general sentiment of what’s going on in recruiting and how people are solving problems and how those problems are evolving.I want to spend the next part of my talk sharing some of the themes that we’re hearing, and discussing how they might spur some thoughts for you on how you want to guide your firms going forward.
The first thing we’re hearing from you is that there doesn’t seem to be a lot of quality talent out there – or at the very least, that quality candidates are tough to find. In fact, we conduct an annual survey of your peers to understand trends in the market – and this year, you ranked “availability of quality talent” as the #1 biggest obstacle you face in recruitment.The feeling is that “the number of people out there that I can go after is shrinking” – which is amazing, because in fact our access to talent has grown tremendously – and yet everyone feels that talent pools are getting smaller. The reason for that…
…is that competition is heating up dramatically in the world of recruitment.You’re seeing this competition raise its head in a number of ways:It’s a candidate’s market. If you have the skills that are so in demand, you have a lot of options, and you get to call the shots in terms of things like compensation, benefits, and offer terms.“Counter-offers and cold feet”– we’re hearing from you quite a bit that candidates are increasingly “wishy-washy” and unreliable.Competition from other agencies! You’re often up against a host of other firms – so you’re trying to find better candidates that others don’t find, faster, and at a lower cost to your client.Now let’s think about Emerald Technology – an exclusive head-hunting firm recruiting passive talent in emerging global markets, Emerald are using LinkedIn to tackle this challenge head onThe Head of Marketing is leading the charge & working across all lines of business resulting in an active & engaged team of marketers, new business professionals and recruiters2) Emerald see the platform as a business wide tool vs. simply a recruiting tool. They use Recruiter to ‘Map’ new markets and provide added value to clients advising on new market entry strategies3) Finally, knowing that one of the keys to success in their area of recruiting is in depth industry knowledge, Emerald immersed themselves in the technology sector via a dedicated LinkedIn Group –now with over 13,000 members. The group features discussions on advanced technology solutions for businesses and it’s turned into a smart engagement and pipelining tool for candidatesThanks to Ian Mullen the Marketing manager has been good enough to share this insight
The bottom line? Building and maintaining client loyalty AND candidate loyalty are a real challenge in today’s market. This is what you’re up against every day.I’d like to take a moment here and deep dive on one of our most forward thinking clients, Impellam. The ImpellamGroup operates more than 15 speciality brands across a broad range of staffing sectors the names include: Carlisle Staffing, Austin Benn and Blue ArrowAlison Recordon, Impellam’s Business Improvement Manager told us that theyunderstood that for their subsidiaries to be perceived positively by candidates & clients they needed to polish their online presence “Just as companies benefit from polishing their recruiter brand on LinkedIn with company pages and attractive content, recruitment firms can also use these tools. ‘LinkedIn lets us build a picture of our brands and typical vacancies’ to share with potential candidates”So if we take just one of the Impellam Brands, SRG Group, two months from launch SRGwas seeing around 1,500 visitors to its Company Page and Career Page every month, with a large proportion of senior managers and executives, and by NOW in Sept 2013, the group has grown to 3,500 followers. http://www.linkedin.com/company/241214?trk=vsrp_companies_res_name&trkInfo=VSRPsearchId%3A243218181379330384999%2CVSRPtargetId%3A241214%2CVSRPcmpt%3AprimaryThis helps the company build a relationship with these people and the more than 1.5 million people in their networks.And gives candidates a personalised introduction to career opportunities at SRGPlus at the moment we’re seeing that if a member is engaged with your brand expect to double your InMail responses.For SRG the result is an engaged community of targeted talent for future prospectingThis Follower Ecosystem + Company Page on LinkedIngives Impellam a set of powerful tools to improve its processes, build a recruiter brand and deliver a better service to its clients
So to summarise: you’re dealing with a limited pool of quality talent, a lot of competition in the market, and diminishing loyalty from both clients and candidates. Which is not to say that the story is all doom and gloom – in fact, we believe that’s there’s never been a more exciting – challenging, yes, but also exciting – time to be in recruitment. The technology and tools you have at your fingertips are providing you with an incredible opportunity to innovate on the way that you recruit as well as the way that you market and grow your business.But it requires a different approach. We believe the opportunity lies in building relationships: in carving out a niche, putting a stake in the ground and focusing on becoming really good at something – and then weaving that into the way that you market, brand, and grow your business – into the way that you position yourself as a trusted partner to both clients and candidates.
Now – to make this more actionable, we wanted to leave you with some next steps or takeaways. These are our recommendations for how you can be thinking about this key theme of differentiation to get ahead of that really competitive market in the coming months.
To engage the worlds best passive talent, you need to have a strategy in place that allows you to ‘segment’ ‘target’ and ‘position’Engaging the right professional with the right brand message requires identify the right person engage them with content that is compelling; and spur them to an action. This is what LinkedIn enables, better than anyone else. Your peers are telling us that social professional networks have already changed the way they find talent for their clients. In a recent survey that we conducted for the UKthey named social professional networks the #1 long-lasting trend in recruitment and identified them as by far the #1 source of quality placements.
Second – engage the 80%.Around half of you say that passive talent is central to your recruiting strategy. The rest of you focus either exclusively on active candidates or on some combination of active and passive. We believe that passive talent is critical to overcoming the challenges in today’s market – a lot of competition and what feels like a very limited pool of quality talent, in particular. Our research shows that 21% of talent is active…15% we classify as tiptoers…44% as explorers…and 20% are super passive. And we believe that if you focus on that 80% who are to some degree open to hearing about new opportunities – if you build relationships with them, if you put the right opportunity in front of the right person at the right time – you’ll be providing a differentiated candidate slate to your clients. We’ve seen so many of our clients be really successful in digging into that 80% - that passive talent pool – on LinkedIn, and making the network work for them so they’re effectively “activating” candidates. If you’re interested in learning more I’d encourage you to attend our training session next with Lindsay Browning, where you’ll learn some best practices for building a pipeline of candidates, leveraging our job targeting, and more.
Finally: embrace the power of data. You’re probably hearing a lot about “big data” right now – it seems like that term is everywhere. And what we’ve found from talking with our customers is, while there’s a lot of talk about data, not a lot of people feel like they’re using it effectively for recruiting. We think there is a huge opportunity to up-level everything you do as a recruitment firm – the way you build relationships with and find candidates, the way you market and grow your business – with the right data. We’re really lucky to have our Senior Data analyst, Lindsay Ahearne, here today to share with you some really practical advice for how you can leverage data that’s already at your fingertips, whether you know it or not, to be more effective and strategic every day.
I’ll leave you with a closing thought. LinkedIn Talent Solutions’ mission is to connect talent with opportunity at massive scale. That’s what every single one of you does every day. You’re helping people find their dream jobs, and you’re helping your clients achieve great things through the right talent. It’s an important mission, what you do – and we’re really excited to help you on the way, in whatever way we can.