This document summarizes a presentation on strengthening recruitment capabilities. It discusses moving beyond obvious candidates to those with relevant skills and backgrounds through tools like LinkedIn. The presentation recommends understanding hiring needs, empowering recruiters to think broadly, and using talent pools to inform outreach. Recruiters can find hidden candidates by considering natural language, inferred contexts, and conceptual connections rather than just job titles.

1. The Recruiter Work Out:
Strengthen Your Search and Talent Mining
Capabilities
Darren Svedeman
Recruitment Product Consultant
Sam Morovati
Recruitment Product Consultant
Rob Dromgoole
Recruiting Team Lead

2. Agenda
 Rob Dromgoole success story
 Understanding the opportunity
 Empowering yourself to go beyond the obvious
 Informing your recruiting approach through talent pools
 Wrap-up
 Q&A
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3. http://www.theladders.com/career-advice/Comic/2008/2/TheLadders.comic+-+November+17%2C+2005?fromSearch=true&start=100&contentSearchKeyword=comic
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4. Rob Dromgoole Success Story

5. Rob Dromgoole Success Story
The Challenge
 Limited regional and national brand
awareness
 Non-metropolitan location
 Low applicant flow
 Require Top 10% candidate for top
10% opportunity
http://basicblogtips.com/bloog-challenges.html
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6. Rob Dromgoole Success Story
The Talent Need
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7. Superior Opportunity?
http://www.offthemark.com/cartoons/lateral%20move
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8. Rob Dromgoole Success Story
The Talent Need
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9. Great Hire!
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10. Understanding the Opportunity

11. Start With the Obvious
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12. Advancing Beyond the Obvious

13. Empower Yourself to Go Beyond the Obvious
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14. Informing Your Recruiting Approach Through
Talent Pools

15. The LinkedIn Network
Global Footprint
240M+
Registered
members
200+
Countries and
territories
64%
Of LinkedIn
members are
outside of the US
Canada
6M+
Europe
39M+
Americas
80M+
70M+
USA
Brazil
10M+
APAC
34M+
India
17M+
SE Asia
4M+
Australia
3M+
LinkedIn Supported Languages (19): Czech, Danish, Dutch,
English, French, German, Indonesian, Italian, Japanese, Korean,
Malay, Norwegian, Polish, Portuguese, Romanian, Russian,
Spanish, Swedish and Turkish.
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16. Surplus of Talent
http://every-day-is-special.blogspot.com/2013/01/january-13-2013-rubber-duckie-day.html
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17. Scarcity of Talent
http://twistedsifter.com/2012/04/the-world-travels-of-a-giant-rubber-duck/
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18. (director OR “managing director” OR “management director” OR "associate director" OR "deputy director"
OR "acting director” OR “acting deputy director" OR “acting deputy associate director" OR “division leader”
OR “division head” OR “group leader” OR “divisional director” OR “senior director” OR “sr director” OR
“senior associate director” OR “sr associate director” OR “principal director” OR “principal associate director”
OR “deputy division leader” OR “deputy division head” OR “acting program director” OR “executive director”
OR “executive advisor” OR “program director”)
9,713,090 results
(PhD OR Doctorate)
(“strategic development” OR “national security” OR
“nuclear operations” OR “high security operations” OR
“biosafety operations” OR “cyber security”)
Candidate Pool
10,234 results
22 results
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19. Examples: Advancing Beyond the Obvious
Natural Language





Execute
Executing
Execution
Executes
Executed
Inferred
 “US Department
of Homeland
Security”
 “Department of
Defense”
 DOD
 “West Point”
 “US Naval
Academy”
 “US Air Force”
Conceptual
 “strategic
development”
 “national security”
 “nuclear
operations”
 “high security
operations”
 “biosafety
operations”
 “financial acumen”
 “cyber security”
 (PhD OR
doctorate)
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20. What Did We Learn?
 A new approach with search
 The importance of understanding the
opportunity
 How to empower yourself to go beyond
the obvious
 How talent pools inform your recruiting
approach
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21. Talent Solutions Learning Center
From beginners to power users: a new destination for you
and your team to master recruiting with LinkedIn!
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22. Early Stages: The Job Route, Executive
Search Route?
blog.sironaconsulting.com
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