Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Strategic Sourcing & Talent Pipeline - ConnectIn MilanoLinkedIn Italia
The document discusses building an effective talent pipeline. It defines talent pipeline as having a pool of talent available to fill various levels of an organization as it grows. It recommends laying the foundation by understanding where the organization currently stands, and building a solid pipelining process that involves defining roles to recruit for, making the HR team and business aware of the process, and continuously finding new leads and building long-term relationships. Best practices from Piaggio Group and Luxottica Group are shared, such as using LinkedIn to manage the entire sourcing, pipeline, and CV process with a customized workflow.
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
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
The New Drivers of Recruiting and How Technology Should Enable ThemHuman Capital Media
1. The document summarizes a webinar about the new drivers of recruiting and how technology should enable them. It provides instructions on joining the webinar via phone or computer.
2. The webinar will discuss how talent management strategies and technologies are evolving to focus on engagement, retention, and productivity.
3. Polling and Q&A functions will be available for webinar participants. Recordings and slides will be provided after the event.
The document discusses how new market realities are disrupting talent acquisition and driving new requirements. It introduces a five-level talent acquisition maturity model and framework to help companies advance their talent acquisition strategies and processes. The framework includes components for strategy, enablers, infrastructure, governance, and core processes. Case studies are provided on using technology to improve the candidate experience and leveraging workforce analytics.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Strategic Sourcing & Talent Pipeline - ConnectIn MilanoLinkedIn Italia
The document discusses building an effective talent pipeline. It defines talent pipeline as having a pool of talent available to fill various levels of an organization as it grows. It recommends laying the foundation by understanding where the organization currently stands, and building a solid pipelining process that involves defining roles to recruit for, making the HR team and business aware of the process, and continuously finding new leads and building long-term relationships. Best practices from Piaggio Group and Luxottica Group are shared, such as using LinkedIn to manage the entire sourcing, pipeline, and CV process with a customized workflow.
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
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
The New Drivers of Recruiting and How Technology Should Enable ThemHuman Capital Media
1. The document summarizes a webinar about the new drivers of recruiting and how technology should enable them. It provides instructions on joining the webinar via phone or computer.
2. The webinar will discuss how talent management strategies and technologies are evolving to focus on engagement, retention, and productivity.
3. Polling and Q&A functions will be available for webinar participants. Recordings and slides will be provided after the event.
The document discusses how new market realities are disrupting talent acquisition and driving new requirements. It introduces a five-level talent acquisition maturity model and framework to help companies advance their talent acquisition strategies and processes. The framework includes components for strategy, enablers, infrastructure, governance, and core processes. Case studies are provided on using technology to improve the candidate experience and leveraging workforce analytics.
Creating a Proactive Recruiting Strategy to Target Passive CandidatesCachinko
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
The modern Recruiter's Guide LinkedIn essentialsLinkedIn
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
10 Keys to Pipelining and Proactive Recruitment Success | Talent Connect Vega...LinkedIn Talent Solutions
Amp up your recruiting success with this presentation from Talent Connect 2013, where Express Scripts' Allison Dietz and LinkedIn's Donna MacDonald and Tim Deegan discuss how to integrate pipelining into your daily routine.
Shift from reactive to proactive recruiting in this 3-step makeover: http://slidesha.re/GO4XXn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
Provide interns with
mentors and ongoing feedback to
help them succeed and potentially
transition into full-time roles.
Evaluate: Use performance
management tools to assess
interns and identify top talent
for your pipeline.
Hire: Streamline the hiring process
to quickly convert top interns into
full-time employees.
Positive
Experience
Negative
Experience
71%
63%
of employers plan to
transition interns into
full-time employees
of companies would like
to hire interns for entry-level
positions
National Association of Colleges and Employers
Reference the Referrals
Employee referrals are one of the most effective ways
The document outlines HSBC's learning and education plan for using LinkedIn Talent Solutions in 2014. It discusses the LinkedIn products that HSBC utilizes, sets expectations for 2014, and presents an education curriculum for users. Key elements to ensure success include LinkedIn education sessions, tracking user engagement, and an adoption plan for onboarding new users. The document also provides examples of strong LinkedIn profiles, an overview of the LinkedIn Recruiter workflow, and best practices for conducting searches and posting jobs on LinkedIn.
The document discusses the top 5 trends shaping recruiting as identified in LinkedIn's 2013 Global Recruiting Trends survey of over 3,300 talent acquisition professionals across 19 countries. The key trends are: 1) social professional networks are increasingly impacting quality of hire, 2) employer branding is both a competitive threat and advantage, 3) data is being used to make better hiring and branding decisions, 4) companies are investing in internal hiring to retain top talent, and 5) companies are figuring out mobile recruiting. The document provides details on each trend and how different countries compare in priority and adoption.
Leveraging Data in EMEA: LinkedIn Recruiter, Jobs, & Talent Pool Analysis | T...LinkedIn Talent Solutions
Does data play an important role in your recruiting efforts? Learn how your data can strengthen your recruiting success across Europe.
Find all LinkedIn Talent Pool Reports here on SlideShare: http://slidesha.re/15ryPlr
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
A top recruiter at LinkedIn shares 25+ years of recruiting secrets and reveals her favorite sources, tools, and tips to find top tier talent in a competitive market. To watch the on-demand webcast, visit:
https://lnkd.in/g76TXhz
The spotlight is on the Chief HR Officer in 2016. Can you elevate HR above administrative task management to become a true strategic partner to the CEO?
How do you create an innovative HR operation that delivers exciting, consistently business-aligned results?
Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment.
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
This document provides an agenda and overview for a LinkedIn sales presentation. The agenda includes introductions, a LinkedIn overview, solutions for staffing departments, product specifics, and a Q&A session. The overview sections explain LinkedIn's business network and statistics, how professionals use LinkedIn, and LinkedIn Talent solutions to find, attract, and hire talent including Recruiter, Jobs, Talent Direct, and Employer Advertising. Customer testimonials praise the cost savings and improved hiring results from using LinkedIn Talent solutions.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
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
An Introduction to Strategic Talent Sourcing Matthew Best
The document discusses the challenges a client faced in strategic talent sourcing and how a strategic talent sourcing model was implemented to address them. The client lacked internal candidates for key roles, risked lost productivity and revenue, and their recruiting was too reactive. The new model strengthened understanding of talent markets, built talent maps and pipelines, and took a more proactive approach to strategic hires. It provided high-touch support for critical hires aligned with business strategies through dedicated recruiters.
Fill Current Jobs Faster By Building Talent PipelinesTalemetry
Watch the recording: http://talemetry.com/resources/webinars/building-talent-pipelines
Whether the need is volume or targeted hiring, organizations continue to struggle to find quality candidates in a timely and cost effective manner for many reasons:
- Multiple candidate databases to search
- Limited search functionality
- Limited access to large numbers of candidates
- Costly and inefficient use of database subscriptions
- Difficult to search for past applicants
- No central talent pool outside of applicants
- Not leveraging talent pool before spending on advertising and agencies
- Limited relationship management/talent pipeline CRM capabilities
This presentation on talent pipelines will show both sourcing and talent marketing teams how Talemetry can solve these challenges and find and attract the right talent faster and more cost effectively.
You'll learn:
- How to search and rank candidates from multiple sources include job board candidate databases, social networks, applicants in your ATS, and 100m+ open web candidate profiles.
- How to organize talent pipelines; manage candidate relationships and related activities, communications, and campaigns in support of:
- Tactical CRM: Find and rank candidates for immediate job openings and invite them to apply
- Strategic CRM: Build Talent Pipelines for future hiring requirements
website: www.talemetry.com
blog: www.talemetrytoday.com
Driving Business Results from Employee Engagement, Employee Advocacy and Tale...Patrick Rooney
The document discusses how employee engagement, employee advocacy, and talent acquisition are interrelated and can drive business results when viewed as an integrated ecosystem. It provides data showing the ROI from a social talent acquisition platform and the growth in reach, shares, and impressions for clients. It argues that engaged employees are a company's best advocates and that their referrals, sharing of experiences, and word-of-mouth can attract quality talent and customers. Case studies and best practices are presented for activating employee ambassadors and converting engagement into outcome-based advocacy.
This document discusses how many CEOs say that talent is their most important asset but do not take the necessary actions to ensure they can attract high quality talent. It suggests that to be a true believer, CEOs should be able to name key recruiters, ensure recruiters understand business strategy, adequately invest in recruiting, and ensure managers are satisfied with hiring time and quality. However, in many organizations recruiting is underfunded and recruiters are underpaid administrators relying on paper processes. The document argues organizations should hire professional recruiters, invest in recruiting technology to automate paper-heavy manual processes, and view recruiting as a strategic function like sales and marketing to attract the best talent.
Click through this presentation to see the power of employer branding, and how you can incorporate that talent brand for successful talent acquisition.
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
Creating a Proactive Recruiting Strategy to Target Passive CandidatesCachinko
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
The modern Recruiter's Guide LinkedIn essentialsLinkedIn
The document discusses what makes a modern recruiter and provides tips for using LinkedIn effectively. It includes quotes from recruiting experts that define a modern recruiter as someone who is a business generalist, salesperson, marketer, and data analyst. The document then provides recommendations for crafting compelling LinkedIn profiles and company pages, using LinkedIn tools to source candidates, and promoting companies as top employers.
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
10 Keys to Pipelining and Proactive Recruitment Success | Talent Connect Vega...LinkedIn Talent Solutions
Amp up your recruiting success with this presentation from Talent Connect 2013, where Express Scripts' Allison Dietz and LinkedIn's Donna MacDonald and Tim Deegan discuss how to integrate pipelining into your daily routine.
Shift from reactive to proactive recruiting in this 3-step makeover: http://slidesha.re/GO4XXn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
Provide interns with
mentors and ongoing feedback to
help them succeed and potentially
transition into full-time roles.
Evaluate: Use performance
management tools to assess
interns and identify top talent
for your pipeline.
Hire: Streamline the hiring process
to quickly convert top interns into
full-time employees.
Positive
Experience
Negative
Experience
71%
63%
of employers plan to
transition interns into
full-time employees
of companies would like
to hire interns for entry-level
positions
National Association of Colleges and Employers
Reference the Referrals
Employee referrals are one of the most effective ways
The document outlines HSBC's learning and education plan for using LinkedIn Talent Solutions in 2014. It discusses the LinkedIn products that HSBC utilizes, sets expectations for 2014, and presents an education curriculum for users. Key elements to ensure success include LinkedIn education sessions, tracking user engagement, and an adoption plan for onboarding new users. The document also provides examples of strong LinkedIn profiles, an overview of the LinkedIn Recruiter workflow, and best practices for conducting searches and posting jobs on LinkedIn.
The document discusses the top 5 trends shaping recruiting as identified in LinkedIn's 2013 Global Recruiting Trends survey of over 3,300 talent acquisition professionals across 19 countries. The key trends are: 1) social professional networks are increasingly impacting quality of hire, 2) employer branding is both a competitive threat and advantage, 3) data is being used to make better hiring and branding decisions, 4) companies are investing in internal hiring to retain top talent, and 5) companies are figuring out mobile recruiting. The document provides details on each trend and how different countries compare in priority and adoption.
Leveraging Data in EMEA: LinkedIn Recruiter, Jobs, & Talent Pool Analysis | T...LinkedIn Talent Solutions
Does data play an important role in your recruiting efforts? Learn how your data can strengthen your recruiting success across Europe.
Find all LinkedIn Talent Pool Reports here on SlideShare: http://slidesha.re/15ryPlr
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
A top recruiter at LinkedIn shares 25+ years of recruiting secrets and reveals her favorite sources, tools, and tips to find top tier talent in a competitive market. To watch the on-demand webcast, visit:
https://lnkd.in/g76TXhz
The spotlight is on the Chief HR Officer in 2016. Can you elevate HR above administrative task management to become a true strategic partner to the CEO?
How do you create an innovative HR operation that delivers exciting, consistently business-aligned results?
Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment.
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
This document provides an agenda and overview for a LinkedIn sales presentation. The agenda includes introductions, a LinkedIn overview, solutions for staffing departments, product specifics, and a Q&A session. The overview sections explain LinkedIn's business network and statistics, how professionals use LinkedIn, and LinkedIn Talent solutions to find, attract, and hire talent including Recruiter, Jobs, Talent Direct, and Employer Advertising. Customer testimonials praise the cost savings and improved hiring results from using LinkedIn Talent solutions.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
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
An Introduction to Strategic Talent Sourcing Matthew Best
The document discusses the challenges a client faced in strategic talent sourcing and how a strategic talent sourcing model was implemented to address them. The client lacked internal candidates for key roles, risked lost productivity and revenue, and their recruiting was too reactive. The new model strengthened understanding of talent markets, built talent maps and pipelines, and took a more proactive approach to strategic hires. It provided high-touch support for critical hires aligned with business strategies through dedicated recruiters.
Fill Current Jobs Faster By Building Talent PipelinesTalemetry
Watch the recording: http://talemetry.com/resources/webinars/building-talent-pipelines
Whether the need is volume or targeted hiring, organizations continue to struggle to find quality candidates in a timely and cost effective manner for many reasons:
- Multiple candidate databases to search
- Limited search functionality
- Limited access to large numbers of candidates
- Costly and inefficient use of database subscriptions
- Difficult to search for past applicants
- No central talent pool outside of applicants
- Not leveraging talent pool before spending on advertising and agencies
- Limited relationship management/talent pipeline CRM capabilities
This presentation on talent pipelines will show both sourcing and talent marketing teams how Talemetry can solve these challenges and find and attract the right talent faster and more cost effectively.
You'll learn:
- How to search and rank candidates from multiple sources include job board candidate databases, social networks, applicants in your ATS, and 100m+ open web candidate profiles.
- How to organize talent pipelines; manage candidate relationships and related activities, communications, and campaigns in support of:
- Tactical CRM: Find and rank candidates for immediate job openings and invite them to apply
- Strategic CRM: Build Talent Pipelines for future hiring requirements
website: www.talemetry.com
blog: www.talemetrytoday.com
Driving Business Results from Employee Engagement, Employee Advocacy and Tale...Patrick Rooney
The document discusses how employee engagement, employee advocacy, and talent acquisition are interrelated and can drive business results when viewed as an integrated ecosystem. It provides data showing the ROI from a social talent acquisition platform and the growth in reach, shares, and impressions for clients. It argues that engaged employees are a company's best advocates and that their referrals, sharing of experiences, and word-of-mouth can attract quality talent and customers. Case studies and best practices are presented for activating employee ambassadors and converting engagement into outcome-based advocacy.
This document discusses how many CEOs say that talent is their most important asset but do not take the necessary actions to ensure they can attract high quality talent. It suggests that to be a true believer, CEOs should be able to name key recruiters, ensure recruiters understand business strategy, adequately invest in recruiting, and ensure managers are satisfied with hiring time and quality. However, in many organizations recruiting is underfunded and recruiters are underpaid administrators relying on paper processes. The document argues organizations should hire professional recruiters, invest in recruiting technology to automate paper-heavy manual processes, and view recruiting as a strategic function like sales and marketing to attract the best talent.
Click through this presentation to see the power of employer branding, and how you can incorporate that talent brand for successful talent acquisition.
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
The War for Talent is a tough one to win, but it's more difficult if you have a weak employer brand. Find out how important making an emotional connection to prospective candidates can really shape your recruitment strategy and improve your quality of hire.
The document discusses the importance of an effective sales force staffing and selection process. It outlines key objectives such as understanding the importance of the selection program and recruiting sources. The scope of the staffing process is explained, including establishing responsibilities, determining needs, preparing job descriptions, identifying qualifications, and assimilating new hires. Recruiting sources like referrals, other companies, educational institutions, advertisements, employment agencies, and computer databases are also summarized.
This document outlines emerging roles in recruiting that provide opportunities for career growth beyond traditional recruiting roles. It describes several new roles including Director of Recruiting Strategy who ensures recruiting maintains a competitive advantage; Director of Recruiting Programs and Program Managers who strategize and oversee recruiting initiatives; and Talent Acquisition/Marketing Manager who shapes employer brand perceptions. These roles demonstrate recruiting is becoming more strategic, technology-centric, and brand-focused.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
The document provides strategies that top companies use for sourcing talent. It discusses promoting from within as the safest option, using employee referrals and leveraging employees' networks, considering job boards as a low-cost initial option, using LinkedIn to find both active and passive candidates though it requires more advanced searching skills, and considering recruiting firms for more specialized searches. The document provides pros and cons of each strategy and recommends starting with lower-cost options before progressing to more advanced strategies.
This document summarizes a research report on best practices for talent acquisition from sourcing through onboarding. The report found that best-in-class organizations that achieved 95% first-year employee retention, 82% of new hires meeting performance milestones on time, and 16% year-over-year improvement in hiring manager satisfaction shared key strategies. These included defining required skills for each role, making talent acquisition a company-wide priority, focusing on critical roles, and integrating hiring data with other talent processes to continually improve practices. To achieve these results, companies must identify important roles, build future talent pipelines, make hiring a cultural priority, and leverage data across talent functions.
The document discusses managing talent in today's changing environment. It covers topics like talent acquisition, employee engagement, and the impact of technology on talent management. It notes that economic changes are driving new talent needs. Talent management is becoming more important than traditional HR practices. Innovative solutions are emerging for organizations to differentiate themselves in attracting and retaining top talent.
The document provides best practices for attracting and retaining top talent. It recommends treating hiring as a critical business process with planning, recruiting, and selection steps. Companies should consider fit as well as skills, and articulate what new hires will achieve. Talent acquisition can strengthen branding if done well. Total rewards packages should include competitive pay, job security, training, and flexible benefits to engage employees.
Employee ambassadorship, or advocacy, goes beyond engagement to determine level of commitment to enterprise, value of products and services, and customers
Employer branding is how an organization is perceived internally and externally as an employer. An employer value proposition communicates this image to attract and retain top talent. Despite economic uncertainty, attracting and retaining talent remains critical for business success. Research from Ipsos MORI can help organizations understand how employees and potential hires view them compared to competitors, what these audiences want from employers, and how to improve their employer value proposition. Ipsos MORI uses qualitative and quantitative methods to provide a full picture of an organization's image and actionable recommendations.
The document discusses strategies for effective talent management in today's environment. It recommends defining skills for each designation rather than job roles, conducting skills assessments, enhancing capabilities through training programs, running customized programs for high-potential employees at different stages of their careers, managing talent initiatives systematically, simplifying talent mobility, and sharing people insights beyond HR to impact business outcomes. The overall approach aims to help employees evolve individually and professionally through their work.
En cntnt-ebook-savvy-hr-leader-guide-to-digital-recruitingAnthony Acampora
Digital tools can help optimize the talent lifecycle from attracting candidates to onboarding and retaining employees. During the attracting phase, companies should focus on building their employer brand and showcasing their unique culture. Data and predictive analytics can help identify the best candidates during the hiring process. Onboarding is critical for new employee productivity and integration, and digital tools can streamline onboarding. Ongoing employee development and empowerment is also important for engagement and retention.
chapter FOUR Right People Designing Recruiting and Staffing Proc.docxchristinemaritza
chapter FOUR Right People: Designing Recruiting and Staffing Processes
Running a successful business depends on having the right people in the right roles to effectively execute its strategies. The most important decision a company makes about its employees is to hire them. Every other action made about employees is a direct result of that initial decision to bring them into the organization.
Despite the strategic importance of hiring, many companies have treated recruiting as a largely administrative process.1 Rather than focusing on the business value associated with hiring, recruiters often focus on increasing the number of job requisitions processed, with little emphasis on how the newly hired people perform after they join the company. As one person put it, “HR departments that focus on number of hires instead of quality of hires might as well measure effectiveness by the kilos of people they've employed.” Fortunately, the growing influence of strategic HR is steadily changing the focus from quantity to quality of hiring. This is the result of several factors:
• Scarcity of skilled talent. Experienced recruiters know there is always a limited supply of qualified high performers available to fill skilled jobs at the salary companies want to pay them. This skill shortage is growing due to the increasing complexity of jobs, decreasing birth rates in many countries, and more intensive competition for talent around the globe.2 Do not be fooled by overall unemployment statistics. There may be more people available in the job market in general, but that does not mean they are people who have the skills and competencies needed to support your company's strategies.
• Cost of labor. As the supply of skilled labor decreases, its cost increases. Companies cannot afford to make hiring mistakes given how much it costs to bring people into the organization. There is also the insidious problem of hiring marginal performers and having them stay. In many countries, it is both difficult and costly to fire someone for underperformance.
• Importance of human capital. The past thirty years have seen a steady shift from a resource-based to a knowledge- and service-based economy. In today's market, competitive advantage depends less on what companies own and more on whom they employ. Your company's ability to hire skilled, high-performing employees simultaneously supports the goals of your business while depriving your competitors of the talent they may need to compete against you.
Recruiting was once seen as a back-office function that was often outsourced as a commodity service. It is now becoming a key differentiator in the emerging war for talent. Winning this war requires rethinking key questions around what makes a good recruiting process.
This chapter is organized into three sections. Section 4.1 discusses fundamental changes in how companies are thinking about recruiting and the growing emphasis on creating more collaborative, quality-focused recruitin ...
Talent Works International provides cost-effective and innovative resourcing solutions through talent pooling, recruitment research, and market intelligence. They create talent pipelines for clients to reduce costs and time associated with hiring. Talent Works maps competitors to gain market insights and identifies potential candidates. Their solutions include maintaining talent pools of passive candidates and identifying targets from competitors to approach about current and future opportunities. Clients include large multinational companies across various industries.
This document discusses the key ingredients needed to define a company's culture code. It begins by explaining that a culture code establishes guiding values and principles that give life and meaning to an organization. It then outlines five ingredients for a strong company culture: values, people, policies, perks/benefits, and workspace. For each ingredient, it provides examples from companies like Intacct, Zappos, and Glassdoor, and gives an action plan for developing that aspect of a culture code. The overall purpose is to help organizations attract and retain top talent by establishing a unique and compelling culture.
The document discusses Mount Royal Software Development's hiring strategies, including directly sourcing candidates, employer branding campaigns, addressing barriers like geographical restrictions with remote work options, and developing a benefits package to appeal to women in order to address the underrepresentation of women in software engineering roles. The company is looking to hire more women and has identified some potential barriers to address in their hiring process.
This document discusses the importance of employment branding and strategies for communicating an organization's brand through social media. It defines an employment brand as how prospective employees perceive an organization. Strong brands help attract and retain top talent. The document outlines seven reasons to invest in an employment brand, including improving candidate quality and reducing costs. It provides tips for communicating a brand through social media and measuring brand effectiveness. Finally, it describes additional services available to optimize an organization's employment brand.
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Dagsorden:
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- Hvordan bliver jeres virksomhed “In” på social media recruitment
- Hvad gør de bedste SMV’er på LinkedIn
- Kort om Corporate Solutions
- Eksempler og Demonstration
- Spørgsmål
How do you think about the different social networks you are represented on. Are you spending time in the right way and on the right platform?
Which network is most likely to be of benefit for you in the future and how are you ensuring to reap what you sow?
Are you doing this every day?
Let me know you what your thoughts are. I am anxious to hear.
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Have you thought about the following.
Will you be the next?
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Drop me note to let me help you on cpetersen@linkedin.com and lets review your options together.
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The digital war for talent
1. THE DIGITAL WAR FOR
TALENT IS A REALITY
TALENT BECOME MORE AND MORE IMPORTANT FOR CORPORATE COMPETITIVE -
NESS AT THE SAME TIME AS THEY ARE BECOMING LESS LOYAL TO THEIR
EMPLOYER
Let’s start with why we have to rethink the concept of Now let’s turn to the digital perspective. Our user
talent. behavior has changed dramatically during the last
couple of years. We are moving from desktop web
First of all, talent is one of the main drivers to surfing to mobile apps. We are moving from regular
companies’ competitiveness today. Apple would never websites to social networks. Since digital have been the
have been able to do what they have done during the driving force for productivity during the last 50 years,
last decade without the best designers, the best companies that have not yet adapted to the new web
engineers and the best store managers. LEGO would are facing a major gap and their relative efficiency is
never have been able to take the leap to the digital decreasing in comparison to peers that have already
sphere without people that see what is on the horizon. adapted. The current economic times doesn’t make the
It is not a question of putting just any person by the need for more efficient digital solutions less important.
production line anymore. The challenge today is about The digital solutions that are available let you reach the
finding Talent that see what is going on in the industry right candidates at the right time at large scale, and your
and take on the leadership to help the corporation solution will be automatically getting your message
adapt to the new circumstances. across 24 hours a day, 7 days a week.
At the same time Talent has become less loyal. Think As talent becomes more important at the same time
about it, you are more loyal to yourself and your career becoming less loyal to companies we need to develop
than your company. This is a major paradigm shift our recruitment strategy in order to stay healthy as
comparing to earlier generations. If you would get an organizations.
opportunity to take on a new challenge that would fit
your career you would probably take that opportunity THREE RULE OF THUMB
independent of how it would affect your current
employer. We as professionals are now shifting from
opportunity to opportunity independent of company # Build the brand – talent are not looking for the next
rather than going from position to position along the job they are looking for an opportunity to excel their
corporate ladder. career. In order to attract the best, you need a brand
that stands out and a value proposition that matters
Some companies have for a long time seen their
# Proactivity – instead of going after active job
employees in the same way as universities always have.
seekers when you need them, build long term
Former employees also have a value both as brand
relationships with talent pools and harvest over time.
ambassadors, as connections to clients and partners and
Think large scale
as potential home comers.
# Every employee – your recruiters will not be able to
complete the demanding task of attracting the best
people alone, consider turning every employee into a
recruiter
1
2. THOUGHTS ON
RECRUITMENT STRATEGY
AS RECRUITMENT BECOMES A STRATEGIC PROCESS, WE NEED TO UNDERSTAND
THE CONSEQUENCES OF OUR DIFFERENT CHOICES
FOUR OPPOSING FORCES
FOUR PERSPECTIVES ON RECRUITMENT
In defining recruitment strategy we have some forces
that we need to consider. First we have the opposing INTERNAL Lower cost
forces of choosing a strategy that is either using Higher quality
Positive brand effects
internal resources or external resources. External
resources could be jobboards or recruitment agencies.
Internal resources could be internal referral programs
or the own webpage as channels for attracting talent.
REACTIVE PROACTIVE
Secondly, we have the opposing forces of choosing a
strategy that is reactive or proactive. Reactive
activities are for example contacting a recruitment
agency trying to find a position needed to be filled
Higher cost
“yesterday”. Proactive activities could be to work long Lower quality
term towards a specific group of specialists in order Neutral brand effects
EXTERNAL
for them to understand the brand proposition of your
company and turning them into candidates over time. CONNECTING OBJECTIVES
EFFECTS BUSINESS OBJECTIVES
Depending on where you are today in your activities
you can expect different outcomes. With an
internal/proactive set of activities you can expect costs RECRUITMENT OBJECTIVES
to be lower and quality of candidates to be higher
comparing to the reactive/external strategy that will NUMBER OF HIRES
bare higher cost and expected lower quality in the WHICH OF
QUALITY OF HIRES
recruitments. Further, having someone else (mainly a THESE KPIs ARE
MOST
recruitment agency) carry the brand name in the IMPORTANT FOR
YOUR BUSINESS TIME-TO-HIRE
recruitment process will have consequences for your OBJECTIVES?
brand. COST-PER-HIRE
DEFINING KPIs
Next step in defining a recruitment strategy is to develop a set of KPIs. Depending on individual business objectives,
recruitment objectives will vary from case to case. A good exercise to get priorities set correctly can be to rank the KPIs
in the example to the right. In that way you will have better guidance for making the right decisions. If you are in an
expansion phase, maybe the number and quality of hires is more prioritized than if your company is in a mature phase
with more focus on cost savings. As a consequence of your prioritizations your business case will also look different.
Cost-per-Hire is in most cases only a hygiene factor making it possible to benchmark different alternatives against each
other.
2
3. TURNING LINKEDIN INTO A
RECRUITMENT ENGINE
YOUR STRATEGY ON LINKEDIN WILL HAVE TO BE TAILORED WITH THE USER
BEHAVIOR IN MIND. START WITH PERSONAL PROFILES
The recruitment solution takes its starting point in the build a base of followers that you will be able to
user behavior on the platform. The top three activities communicate with and turn into candidates and
on Linkedin are (1) to look at other peoples’ profiles, employees over time. On the company page you have
(2) check the inbox and (3) look at the homepage and the possibility to let your jobs be listed with a rich
the newsfeed. The recruitment strategy needs to be description of why it is a good opportunity to start
adapted to these activities to be successful. How this is working at your company. The employees’ profiles
done will be explained in detail during the next couple together with your company page and your jobs
of pages. constitute the three pillars of the recruitment engine.
Moreover some companies have also started to turn
MAIN ACTIVITIES ON LINKEDIN their recruitment department into a direct sourcing
unit. Instead of screening CVs of active candidates that
might not be qualified, they can actually go out and
Profile Views 73%
pinpoint the best passive candidates and contact them
Inbox 70% directly. In order to be successful with the direct
sourcing it is important to have the basic setup created
Home Page 60%
first. Remember we are talking about passive candidates
People Search 34% (top talent) that already have a job. These people are
looking for the next opportunity.
Address Book 32%
Groups 22%
CORE MODULES
Company Pages 18%
In the next couple of pages the following modules will
Jobs 12%
be explained:
Work With Us – Activating employees
As an attempt to explain the recruitment solution in Career Page – Your main destination page
only a couple of sentences: The recruitment engine Job Slots – Explaining current opportunities
starts with your employees. If you have great people on Recruiter – Direct Sourcing
board it is likely that your ideal candidates can be found
in your employees’ networks. Therefore the first step is
that you activate your employees as ambassadors and
drive the traffic they have to their personal profiles to
your company page and your jobs. The purpose is to
3
4. ACTIVATING EMPLOYEES AS AMBASSADORS
“WORK WITH US”
The starting point of the recruitment engine is to
tap in to the massive traffic you already have to
your employees’ profiles. People from other
companies are networking with your employees
every day. In the allocated advertisement space that
other companies are using you can get your
message across. In the example to the right,
Coloplast are saying that the curious visitors have
the opportunity to follow them as a company to
receive company updates and relevant jobs.
WHAT YOU CAN EXPECT
REFERRALS - your internal referral program
to get a boost
FOLLOWERS - your follower base
(subscribers of news and jobs) to increase
BRAND RECOGNITION – external and
internal recognition of our employer brand
4
5. CREATING A MAIN DESTINATION
“CAREER PAGE”
The module Career Page has the purpose of describing
how it is to work in your organization. If the Work
With Us module creates awareness, the Career page is
where you position your company in comparison to
other companies within your industry. This will create a
strong positioning – both internally and externally.
FEATURES
BRAND – Express your graphical brand
identity
PEOPLE – Display people within the
company that the individual visitor is
connected to
JOBS – Explain current job opportunities
here, sorted by relevance for each visitor
TESTIMONIALS – Let employees tell the
story of why they have chosen to work at
your company
VIDEOS – Use the Career page as a channel
for corporate videos
+ more…
5
6. EXPLAINING CURRENT OPPORTUNITIES
“JOB SLOTS”
So if you have created a strong and well positioned
brand, it is also appropriate to explain current job
opportunities. There a couple of things worth
mentioning concerning the jobs. Most importantly,
they are matched automatically with active and passive
candidates. The function that does this is called “Jobs
You May Be Interested In” and you might have seen it
on the first page displaying the three most relevant jobs
for you that we can find right now for you. We also
market this through a weekly e-mail and on the
jobboard for the active candidates.
THINGS TO CONSIDER
THE VIRAL EFFECT – On average a job is
shared 7 times
SEARCH OPTIMIZATION – We provide
training and tips about how to search
optimize ads
AUTOMATIC MATCHING – Our system
make sure that the job reach the right
candidate
MOBILE – Jobs are also targeted through
mobile. Expect all your candidates to be
mobile
6
7. DIRECT SOURCING
“RECRUITER”
START DOING THE HEADHUNTING YOURSELF. CUT OUT COSTLY MIDDLEMEN
AND UNLEASH THE RETURN ON YOUR EMPLOYER BRAND INVESTMENT
SEARCH CONTACT
With the recruiter search account you are given access With templates that you create and share with your
to all of the 200 million members on LinkedIn. With 22 team you can easily contact candidates that are
search fields you can easily find the right candidates interested in new career opportunities in a 1-to-Many e-
that match the role you are mail. Your message is received as
trying to find. There are also an an InMail and candidates can easily
integration towards the jobs find the job ad you are contacting
which give you a suggestion of them about on the platform if you
candidates to each job you post attach a link in your InMail.
so that you don’t have to
search manually. The feature COLLABORATE
“Similar profiles” make you If you are a team working with
copy one of your ideal “Recruiter” you will easily be able
employees and find others on to share profiles internally and with
the platform that looks like a the feature showing if a person has
close match. When you have already been contacted, you never
built your perfect search, save it have to contact the same person
and get notified when new twice.
profiles match your criteria.
DATA
ORGANIZE When you invest time in building
The feature “Talent Pipeline” your talent pipeline through the
help you organize the profiles recruiter tool, you will always know
of ideal candidates and turn that the data stay with the
your recruitment function into a relationship company and not the user.
department. When top talent is becoming more
RESULTS
important as competitive advantage, HR departments
The results you can expect from this can of course be
start treating talent almost like the sales department
calculated in the number of hires you do as a
treats their key prospects. Organizing candidates by
consequence of the activity. But consider also that this
Tag or Status make you keep track of your Talent
is a branding activity. When you outsource
Pipeline over time.
headhunting, the branding investment stays with the
recruitment agency.
RECRUITER PREMIUM
ACCOUNT ACCOUNT
Search - contact
Yes No
anyone on LinkedIn
Search – use advanced
Yes No
seach fields
Ownership - owned by
Yes No
the company
Collaboration – share
Yes No
projects and profiles
Organize - create a
Yes No
dynamic database
7