LinkedIn provides Spartan Stores access to a global pool of over 175 million professionals. Approximately 1,288 professionals visit employee profiles and 165 visit the company page each month, representing opportunities to engage and recruit talent. Spartan Stores can showcase job opportunities, company culture and values to these viewers to help attract and hire qualified candidates.
This document discusses an online platform called Careers in Luxury that aims to help luxury brands attract and manage talent. The platform believes that talent acquisition requires more than just job postings and that people are looking for careers, not just jobs. Careers in Luxury allows luxury brands to showcase their employer brand directly to potential candidates in order to actively attract talent over the long term. Employers can create branded pages that highlight their culture, values, and attributes to inform career-seeking talent. The platform also offers CREaM (Candidate Relationship Experience and Management) which utilizes technology to screen inbound resumes for employers based on their criteria to manage talent and ensure positive candidate experiences.
LinkedIn provides several solutions to help ASTRI source and target talent more effectively:
- Recruiter allows ASTRI to search 187 million profiles, collaborate on candidates, and measure hiring results.
- Job slots promote jobs to millions of passive candidates on LinkedIn and increase potential referrals.
- A career page engages candidates with company culture, jobs, employee spotlights and more.
These solutions can help ASTRI reach both active and passive talent around the world on LinkedIn's large professional network.
Career coaching, personal branding, talent bank candidates presentationHarry Nauta
TalentBank is a Dutch company that helps professionals develop their careers through personal coaching, personal branding, and matching candidates to employers. The six step process includes an intake meeting, RDA analysis to determine strengths and weaknesses, developing a personal branding profile, evaluation and promotion of profiles to employers in TalentBank's network. The goal is to help candidates find qualitative career matches and reach their full potential.
Dokumen tersebut membahas tentang good and clean governance. Good and clean governance merujuk pada pemerintahan yang baik dan bersih yang ditandai oleh partisipasi masyarakat, penegakan hukum, transparansi, responsif, konsensus, kesetaraan, efektifitas dan efisiensi, serta akuntabilitas. Good and clean governance diperlukan untuk meningkatkan kinerja pemerintah dan mengurangi korupsi.
The document summarizes key leading economic indicators discussed in a Federal Reserve challenge meeting. It reviews Gross Domestic Product (GDP), changes in inventories, and employment payroll jobs. GDP is the most important overall measure of economic output and income. Changes in inventories can signal future economic activity. Employment payroll jobs data provides critical monthly insights into the labor market.
Andrés, de 14 años, disfruta ser cariñoso, amigable y serio. Su proyecto de vida es convertirse en diseñador de videojuegos o deportista de alto rendimiento.
El documento proporciona recomendaciones para realizar presentaciones efectivas. Algunas de las recomendaciones clave incluyen preparar la presentación con anticipación revisando los colores y significados de los términos utilizados, evitar errores ortográficos, dividir la información en diapositivas separadas de manera eficiente, incluir traducciones si se usa otro idioma, agregar valor cuando se pida un tema y usar gráficos para comparaciones.
This document discusses an online platform called Careers in Luxury that aims to help luxury brands attract and manage talent. The platform believes that talent acquisition requires more than just job postings and that people are looking for careers, not just jobs. Careers in Luxury allows luxury brands to showcase their employer brand directly to potential candidates in order to actively attract talent over the long term. Employers can create branded pages that highlight their culture, values, and attributes to inform career-seeking talent. The platform also offers CREaM (Candidate Relationship Experience and Management) which utilizes technology to screen inbound resumes for employers based on their criteria to manage talent and ensure positive candidate experiences.
LinkedIn provides several solutions to help ASTRI source and target talent more effectively:
- Recruiter allows ASTRI to search 187 million profiles, collaborate on candidates, and measure hiring results.
- Job slots promote jobs to millions of passive candidates on LinkedIn and increase potential referrals.
- A career page engages candidates with company culture, jobs, employee spotlights and more.
These solutions can help ASTRI reach both active and passive talent around the world on LinkedIn's large professional network.
Career coaching, personal branding, talent bank candidates presentationHarry Nauta
TalentBank is a Dutch company that helps professionals develop their careers through personal coaching, personal branding, and matching candidates to employers. The six step process includes an intake meeting, RDA analysis to determine strengths and weaknesses, developing a personal branding profile, evaluation and promotion of profiles to employers in TalentBank's network. The goal is to help candidates find qualitative career matches and reach their full potential.
Dokumen tersebut membahas tentang good and clean governance. Good and clean governance merujuk pada pemerintahan yang baik dan bersih yang ditandai oleh partisipasi masyarakat, penegakan hukum, transparansi, responsif, konsensus, kesetaraan, efektifitas dan efisiensi, serta akuntabilitas. Good and clean governance diperlukan untuk meningkatkan kinerja pemerintah dan mengurangi korupsi.
The document summarizes key leading economic indicators discussed in a Federal Reserve challenge meeting. It reviews Gross Domestic Product (GDP), changes in inventories, and employment payroll jobs. GDP is the most important overall measure of economic output and income. Changes in inventories can signal future economic activity. Employment payroll jobs data provides critical monthly insights into the labor market.
Andrés, de 14 años, disfruta ser cariñoso, amigable y serio. Su proyecto de vida es convertirse en diseñador de videojuegos o deportista de alto rendimiento.
El documento proporciona recomendaciones para realizar presentaciones efectivas. Algunas de las recomendaciones clave incluyen preparar la presentación con anticipación revisando los colores y significados de los términos utilizados, evitar errores ortográficos, dividir la información en diapositivas separadas de manera eficiente, incluir traducciones si se usa otro idioma, agregar valor cuando se pida un tema y usar gráficos para comparaciones.
LinkedIn provides recruiting solutions to help companies source talent globally from its network of over 150 million professionals. It offers access to both active and passive job candidates, and tools to target candidates with relevant opportunities. When candidates interact with a company's jobs, employees, or page on LinkedIn, they can be influenced to apply or join that company. LinkedIn solutions aim to help companies find more quality hires in less time by leveraging the professional network on LinkedIn.
Maximizing your presence on linked in editedPhil Mogilev
The document discusses how to use LinkedIn to both recruit talent and be recruited for jobs. It provides an overview of how to manage a personal and company profile on LinkedIn to attract talent. The presentation recommends building networks, engaging with connections, and following companies to influence candidates at different touchpoints. It demonstrates how the LinkedIn solution can help measure the platform's impact on hiring by influencing passive candidates to view relevant jobs and ultimately join a company. The key is for recruiters to post all jobs, own the full candidate experience, and use LinkedIn Recruiter to source and strategically reach the best candidates.
The document summarizes LinkedIn Recruiting Solutions which help recruiters source both active and passive candidates. It highlights that LinkedIn has over 161 million members, 82% of Fortune 100 companies use its recruiting solutions, and it allows recruiters to target candidates by function, seniority, location, industry, and company size. It also describes LinkedIn Recruiter which gives recruiters visibility and access to all 161 million members, powerful search tools, and trusted communication with candidates.
Companies with strong employer AND consumer brands outperform their peers on stock performance. However, few companies do both well; what is their secret? Click through this webinar led by LinkedIn and Lippincott to discover their best practices.
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
This document discusses LinkedIn's passive recruiting strategy and solutions for 2012. It explains that passive candidates, who make up over 80% of the talent pool, require a different approach than active candidates. The strategy involves building your company brand on LinkedIn to warm up and inform passive candidates, then advertising jobs to reach the most qualified passive and active talent. Key solutions mentioned are LinkedIn Career Pages to promote your company culture, LinkedIn Job Slots to post jobs flexibly, and LinkedIn Recruiter to efficiently search profiles and engage candidates. ROI and client success are also briefly touched on.
The document discusses LinkedIn Talent Solutions, which helps companies source and recruit talent. It provides an overview of LinkedIn's large talent pool and how Talent Solutions can help companies automatically source candidates, conduct strategic sourcing, and achieve key recruitment objectives like reducing time-to-hire. Data shows the majority of professionals are passive candidates, and Talent Solutions can target them with relevant jobs and influence hiring. The presentation demonstrates LinkedIn Recruiter tools and shares client success stories.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
Presentation at Taleo & LinkedIn Breakfast Seminar in Netherlands.
Topic : Impact of Social Networks on Recruiting
Speaker : Lena Olivier, Head of Hiring Solutions at LinkedIn
This document discusses LinkedIn's hiring solutions which provide access to their large pool of over 161 million professionals worldwide. It outlines how recruiters can use LinkedIn Recruiter to search the entire LinkedIn network and directly contact candidates, and how LinkedIn Jobs allows posting jobs to be automatically distributed and revealed to the best matches. Contact information is provided for a LinkedIn sales representative to discuss setting up these hiring solutions.
What is your value as a software developer?Anujah Bosman
Do you add value to your business, as a software developer? How is value measured in business? My talk explains why you are not a resource or an asset. This talk explains what is needed from you and from the business to unlock the value of the investment in you and your career.
This document contains summaries of various case studies of companies that have used LinkedIn recruiting solutions. The case studies are organized by company, sector, size, location and LinkedIn products used. Some of the key case studies summarized include L'Oréal saving over $15,000 on a single hire through LinkedIn, Dixons Retail cutting agency usage from 95% to 4% and saving millions, and Sony Electronics finding 25% of hires in 5 months through LinkedIn. The document shows how various companies across multiple industries and of different sizes have leveraged LinkedIn's recruiting tools to improve their hiring processes and results.
This document introduces LinkedIn's next generation of Career Pages. It discusses how Career Pages can help companies attract and engage talent by sharing their authentic brand story and culture. The updated pages use interactive design and tailored content to provide a personalized experience for visitors. Analytics also allow companies to measure the impact of their recruiting efforts. Examples are given of early customers who saw increases in engagement metrics by using the new Career Pages.
The document provides steps for crafting a strong talent brand. Step 1 emphasizes getting buy-in from executive leadership by starting at the top, arming yourself with data to demonstrate the business impact of a strong talent brand, and bringing cross-functional partners like HR, Marketing, Communications, and IT to the table to support the effort. With executive support, data to back up the case, and cross-departmental collaboration, companies can set themselves up for success in building a powerful talent brand.
The document summarizes the services provided by Mark 2 Mark, an organization that offers recruitment, staffing, and consulting services. It provides specialist services to help organizations find resources to address business challenges or deliver leadership. Its services include general and executive recruitment, staffing solutions, HR/ERP/BI consulting, and corporate gifting. It aims to leverage best technology and focus on efficiency to provide dedicated service and punctual solutions.
The document summarizes the services provided by MARK 2 MARK, a recruitment consulting firm.
MARK 2 MARK utilizes advanced technology and state-of-the-art processes to perform efficient and effective recruitment. Their experienced consultants work closely with clients throughout the hiring process. They provide a range of recruitment and staffing services, including general recruitment, executive search, campus recruitment, and RPOs. They also offer HR consulting services such as ERP implementation roadmaps and business intelligence consulting. Their core team has extensive experience in recruitment, HR technology, and legal services.
This document provides a summary of a LinkedIn presentation for staffing agencies. It introduces LinkedIn solutions for talent acquisition and engagement. Key points include accessing LinkedIn's large pool of 175 million professionals, sourcing passive candidates at scale, and building a talent brand through relationship marketing. The presentation also covers tools for talent pipeline management like recruiter, resume database integration, and analytics.
This document provides an overview of LinkedIn and its Talent Solutions for corporate clients. It recommends using LinkedIn to source passive candidates at scale from its network of 175 million professionals. It also highlights tools for understanding a company's talent brand, building a talent pipeline through LinkedIn Recruiter, and engaging audiences through groups, updates and ads.
Talent Management is a new 2.0 platform, hosted by LinkedIn. Talent Avenue makes the development of Talents in the Belgian Public sector smooth and attractive. Launched in Nov 12, Talent Avenue will allow participating civil agencies and their employees to share knowledge, experiences and to develop their talent(s).
Talent Avenue is an initiative of HREPS, a Belgian Think tank gathering top managers from Public Sector. Talent avenue is powered by PeopleSphere, LinkedIn and HREPS partners.
LinkedIn provides recruiting solutions to help companies source talent globally from its network of over 150 million professionals. It offers access to both active and passive job candidates, and tools to target candidates with relevant opportunities. When candidates interact with a company's jobs, employees, or page on LinkedIn, they can be influenced to apply or join that company. LinkedIn solutions aim to help companies find more quality hires in less time by leveraging the professional network on LinkedIn.
Maximizing your presence on linked in editedPhil Mogilev
The document discusses how to use LinkedIn to both recruit talent and be recruited for jobs. It provides an overview of how to manage a personal and company profile on LinkedIn to attract talent. The presentation recommends building networks, engaging with connections, and following companies to influence candidates at different touchpoints. It demonstrates how the LinkedIn solution can help measure the platform's impact on hiring by influencing passive candidates to view relevant jobs and ultimately join a company. The key is for recruiters to post all jobs, own the full candidate experience, and use LinkedIn Recruiter to source and strategically reach the best candidates.
The document summarizes LinkedIn Recruiting Solutions which help recruiters source both active and passive candidates. It highlights that LinkedIn has over 161 million members, 82% of Fortune 100 companies use its recruiting solutions, and it allows recruiters to target candidates by function, seniority, location, industry, and company size. It also describes LinkedIn Recruiter which gives recruiters visibility and access to all 161 million members, powerful search tools, and trusted communication with candidates.
Companies with strong employer AND consumer brands outperform their peers on stock performance. However, few companies do both well; what is their secret? Click through this webinar led by LinkedIn and Lippincott to discover their best practices.
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
This document discusses LinkedIn's passive recruiting strategy and solutions for 2012. It explains that passive candidates, who make up over 80% of the talent pool, require a different approach than active candidates. The strategy involves building your company brand on LinkedIn to warm up and inform passive candidates, then advertising jobs to reach the most qualified passive and active talent. Key solutions mentioned are LinkedIn Career Pages to promote your company culture, LinkedIn Job Slots to post jobs flexibly, and LinkedIn Recruiter to efficiently search profiles and engage candidates. ROI and client success are also briefly touched on.
The document discusses LinkedIn Talent Solutions, which helps companies source and recruit talent. It provides an overview of LinkedIn's large talent pool and how Talent Solutions can help companies automatically source candidates, conduct strategic sourcing, and achieve key recruitment objectives like reducing time-to-hire. Data shows the majority of professionals are passive candidates, and Talent Solutions can target them with relevant jobs and influence hiring. The presentation demonstrates LinkedIn Recruiter tools and shares client success stories.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
Presentation at Taleo & LinkedIn Breakfast Seminar in Netherlands.
Topic : Impact of Social Networks on Recruiting
Speaker : Lena Olivier, Head of Hiring Solutions at LinkedIn
This document discusses LinkedIn's hiring solutions which provide access to their large pool of over 161 million professionals worldwide. It outlines how recruiters can use LinkedIn Recruiter to search the entire LinkedIn network and directly contact candidates, and how LinkedIn Jobs allows posting jobs to be automatically distributed and revealed to the best matches. Contact information is provided for a LinkedIn sales representative to discuss setting up these hiring solutions.
What is your value as a software developer?Anujah Bosman
Do you add value to your business, as a software developer? How is value measured in business? My talk explains why you are not a resource or an asset. This talk explains what is needed from you and from the business to unlock the value of the investment in you and your career.
This document contains summaries of various case studies of companies that have used LinkedIn recruiting solutions. The case studies are organized by company, sector, size, location and LinkedIn products used. Some of the key case studies summarized include L'Oréal saving over $15,000 on a single hire through LinkedIn, Dixons Retail cutting agency usage from 95% to 4% and saving millions, and Sony Electronics finding 25% of hires in 5 months through LinkedIn. The document shows how various companies across multiple industries and of different sizes have leveraged LinkedIn's recruiting tools to improve their hiring processes and results.
This document introduces LinkedIn's next generation of Career Pages. It discusses how Career Pages can help companies attract and engage talent by sharing their authentic brand story and culture. The updated pages use interactive design and tailored content to provide a personalized experience for visitors. Analytics also allow companies to measure the impact of their recruiting efforts. Examples are given of early customers who saw increases in engagement metrics by using the new Career Pages.
The document provides steps for crafting a strong talent brand. Step 1 emphasizes getting buy-in from executive leadership by starting at the top, arming yourself with data to demonstrate the business impact of a strong talent brand, and bringing cross-functional partners like HR, Marketing, Communications, and IT to the table to support the effort. With executive support, data to back up the case, and cross-departmental collaboration, companies can set themselves up for success in building a powerful talent brand.
The document summarizes the services provided by Mark 2 Mark, an organization that offers recruitment, staffing, and consulting services. It provides specialist services to help organizations find resources to address business challenges or deliver leadership. Its services include general and executive recruitment, staffing solutions, HR/ERP/BI consulting, and corporate gifting. It aims to leverage best technology and focus on efficiency to provide dedicated service and punctual solutions.
The document summarizes the services provided by MARK 2 MARK, a recruitment consulting firm.
MARK 2 MARK utilizes advanced technology and state-of-the-art processes to perform efficient and effective recruitment. Their experienced consultants work closely with clients throughout the hiring process. They provide a range of recruitment and staffing services, including general recruitment, executive search, campus recruitment, and RPOs. They also offer HR consulting services such as ERP implementation roadmaps and business intelligence consulting. Their core team has extensive experience in recruitment, HR technology, and legal services.
This document provides a summary of a LinkedIn presentation for staffing agencies. It introduces LinkedIn solutions for talent acquisition and engagement. Key points include accessing LinkedIn's large pool of 175 million professionals, sourcing passive candidates at scale, and building a talent brand through relationship marketing. The presentation also covers tools for talent pipeline management like recruiter, resume database integration, and analytics.
This document provides an overview of LinkedIn and its Talent Solutions for corporate clients. It recommends using LinkedIn to source passive candidates at scale from its network of 175 million professionals. It also highlights tools for understanding a company's talent brand, building a talent pipeline through LinkedIn Recruiter, and engaging audiences through groups, updates and ads.
Talent Management is a new 2.0 platform, hosted by LinkedIn. Talent Avenue makes the development of Talents in the Belgian Public sector smooth and attractive. Launched in Nov 12, Talent Avenue will allow participating civil agencies and their employees to share knowledge, experiences and to develop their talent(s).
Talent Avenue is an initiative of HREPS, a Belgian Think tank gathering top managers from Public Sector. Talent avenue is powered by PeopleSphere, LinkedIn and HREPS partners.
2. LinkedIn: A global pool of talent
175M+ +2 new 100 M+
Members worldwide Members per second Monthly unique visitors
North America:
70M+
Asia Pacific:
Europe, Middle East 30M+
Latin America and and Africa:
Caribbean: 50M+
20M+
Monthly uniques source:Comscore
Recruiting Solutions 2
3. Talent Pool
Reach the best candidates, not just the actives
<20% Active
161M+
members
You hired over
>80% 26
Passive LinkedIn members last year
Recruiting Solutions Note: Active-passive figures come from 2011 third-party study conducted by Lou Adler and the 3
Adler Group
4. 1. Talent Pool
Talented professionals are connecting with your
company today
~600
Profiles visited by…
1,288
members per month
Employees on LinkedIn
Visited by…
Company page 165
members per month
Missed opportunity to influence these professionals
Recruiting Solutions Note: employee profile viewers and company page viewers reflect unique members visiting 4
5. 2. Targeting
What do candidates see when they visit your
employees’ profiles?
1,288 professionals visit your employees’ profile pages every month
Erica Robertson
Programmer Analyst
ACME systems
Recruiting Solutions Note: number of professionals visiting reflects unique members visiting your employees profiles 5
6. 2. Targeting
Your target talent is networking with your employees
1,288 professionals visit your employees’ profile pages every month
Top job functions Top viewer companies
Recruiting Solutions Note: number of professionals visiting reflects unique members visiting your employees profiles 6
7. 2. Targeting
Engage them with personalized opportunities
1,288 professionals visit your employees’ profile pages every month
Erica Robertson
Accounting
at Spartan Stores
Picture yourself with a career in
Accounting at
Spartan Stores
Erica Robertson
Programmer Analyst
ACME systems
Recruiting Solutions Note: employee profile viewers reflect unique members visiting your employees profiles 7
8. 2. Targeting
Your company page experience is limited today
165 professionals visit your company page every month
Erica Robertson
Programmer Analyst
ACME systems
Recruiting Solutions Note: company page viewers reflect unique members visiting your company page 8
9. Targeting
Show relevant opportunities with rich employment branding
165 professionals visit your company page every month
Erica Robertson
Spartan Stores
Do you have the passion?
Join our team today!
Do you have what it takes?
Erica Robertson
Programmer Analyst A dynamic place to work Spartan has
Stores
925 followers
Are you looking for an opportunity to shape the direction of one of the fastest growing
companies out there? From consulting to research, software to sales, we have the right
opportunities for you to take your career to the next level. We are looking for ambitious
ACME systems and entrepreneurial leaders who believe in big ideas, creative thinking, and teamwork.
How you’re connected to Spartan Stores
Come join us!
151 First degree connections
1,778 Second degree connections
Jobs you may be interested in 3,531 Employees on LinkedIn
Programmer Analyst, Spartan
Storeslooking for world class professional to take our products and services to the next
We’re Check out insightful statistics about
level. Join our team...more employees >>
Programmer Analyst, Spartan Learn more>>
Build and manage a high performing team and inspire them to achieve our company’s
Stores
ambitious goals…more
Life at our company
Each viewer will see Programmer Analyst, Spartan
Storeslooking for world class professional to take our products and services to the next
We’re
personalized jobs level. Join our team...more
See more jobs
What our employees are saying
“ What I love the most about working here is the amazing diversity of thought. I’m constantly
”
learning from my colleagues.
Recruiting Solutions 9
10. 2. Targeting
Show relevant opportunities with rich employment branding
165 professionals visit your company page every month
Companies Home | Spartan Stores
Spartan Stores Careers 925 followers
Prominent banner makes a
big impression
Erica Robertson
Programmer Analyst
Join the team that is transforming the future.
We are passionate about what we do.
ACME systems
Jobs at Spartan Stores
Ariel Hsiao Emily Meinhardt Programmer Analyst
Programmer Analyst Account Executive
Programmer Analyst
Todd Logan Hillary Carroll
VP of Finance Manager of Operations Senior Programmer Analyst
Programmer Analyst
Each viewer will see Senior Programmer Analyst
personalized jobs ABOUT Spartan Stores Watch the video for a peek into the
fast-paced world at our headquarters. Director of Accounting
Every day, our employees are
working on exciting projects that
Director of Accounting
make a real difference for our
customers.
Plus, we’re really excited to show off
our newly remodeled office space!
Check out the links below for more
about us:
Amazon
Our Career Site ►
Recruiting Solutions Note: company page viewers reflect unique members visiting your company page 10
11. 2. Targeting
Your target talent is researching your company
165 professionals visit your company page every month
Top job functions Top viewer companies
Recruiting Solutions Note: company page viewers reflect unique members visiting your company page 11
12. 2. Targeting
Reach candidates with personalized jobs on mobile as well
as on their computer
Erica Robertson
Job you may be interested in:
Programmer Analyst
Programmer Analyst
Spartan Stores
ACME systems
Recruiting Solutions 12
Editor's Notes
LinkedIn is the best global talent pool, with a rapidly growing member base[RMs may remove this slide if context has already been set]
LinkedIn is the only place on the web where you can recruit both passive and active candidatesTraditional job boards provide access to only the 20% of professionals who are actively lookingLinkedIn provides access to both these, and the over 80% of passive candidates who are not actively searching on job boardsMany of these members are the people you’re interested in hiring. In fact, last year your company hired ### LinkedIn membersWe know this because we can track every time a member changes his or her profile to your company[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
Not only is LinkedIn a great source of talent, but your company is already connected to talented professionals.You have two key assets on LinkedIn todayYour ### employees are connected to over ### professionals, and over ### professionals are viewing their profile pages each monthYour company page is visited by ### professionals each month who are coming here to research your companyThese professionals are interacting with your company every day on LinkedIn, but right now you’re missing this huge opportunity to influence them.Transition: I’m going to walk you through how you can very easily take advantage of this opportunity.[Note: All data excludes employees themselves]
Visitors to your employees’ profile pages are the types of candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
[NOTE: Remove slide if customer has already bought a LinkedIn Career Page]Another common thing members do on LinkedIn is research companies. ### professionals visit your company page each month. They may come from an employee’s profile, from a search on LinkedIn, from Google, or from another source.Today, though, they only see basic information about your company, and how they’re connected to your employeesAgain you’re missing an opportunity to truly engage them.[Note: This excludes employees viewing their own company’s page]
When you invest in a LinkedIn Career Page, these ### visitors will see jobs targeted specifically to them.These opportunities are surrounded by employment branding content that shows what it’s like to work at your company through banners, videos, employee testimonials and more.Again, by putting more of your jobs on LinkedIn, you can provide a relevant experience to the broad range of professionals who will be viewing the page. Only posting a small subset of your jobs will give candidates the impression that your company isn’t hiring people like them.[Note: This excludes employees viewing their own company’s page][Note: This slide describes the LinkedIn Career Page, but is presented as a seamless component of a larger solution]
When you invest in a LinkedIn Career Page, these ### visitors will see jobs targeted specifically to them.These opportunities are surrounded by employment branding content that shows what it’s like to work at your company through banners, videos, employee testimonials and more.Again, by putting more of your jobs on LinkedIn, you can provide a relevant experience to the broad range of professionals who will be viewing the page. Only posting a small subset of your jobs will give candidates the impression that your company isn’t hiring people like them.[Note: This excludes employees viewing their own company’s page][Note: This slide describes the LinkedIn Career Page, but is presented as a seamless component of a larger solution]
As with your employee profile pages, your company page is visited by the types of talent you’re interested in hiring.Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees viewing their own company’s page]