Presentation given to Federal human capital teams at the Partnership for Public Service in May of 2015. The deck makes a case for changing federal recruiting practices and then shows how the best private sector recruiters now look a lot like product marketers.
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
Hear experts from Lever, Sapling, SurveyMonkey, and Checkster share modern and actionable insights to improve the way you source, interview, hire and retain the right candidates for your business.
Create an internal brand for your talent acquisition team | Talent Connect 2016LinkedIn Talent Solutions
Kara Yarnot, Meritage Talent Solutions
Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?
You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.
Join this discussion and learn the secrets to internal branding for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Help wanted: Bringing the old one-size-fits all job description into the mode...LinkedIn Talent Solutions
Chris Mulhall, PointClickCare
Yasemin Alev, LinkedIn
Lauren Sehy, LinkedIn
Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.
Session highlights:
Understanding and addressing each job’s target audience and their motivators.
The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
Hear experts from Lever, Sapling, SurveyMonkey, and Checkster share modern and actionable insights to improve the way you source, interview, hire and retain the right candidates for your business.
Create an internal brand for your talent acquisition team | Talent Connect 2016LinkedIn Talent Solutions
Kara Yarnot, Meritage Talent Solutions
Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?
You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.
Join this discussion and learn the secrets to internal branding for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Help wanted: Bringing the old one-size-fits all job description into the mode...LinkedIn Talent Solutions
Chris Mulhall, PointClickCare
Yasemin Alev, LinkedIn
Lauren Sehy, LinkedIn
Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.
Session highlights:
Understanding and addressing each job’s target audience and their motivators.
The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Melissa Thompson, Citrix
Michele Thompson, Randstad SourceRight
Join two talent acquisition executives—who also happen to be sisters—as they share insights into the synergies between recruiting and sourcing. This lively overview will set you up for success in finding the "purple squirrel." The session will cover how to maximize systems and technologies to boost ROI, leverage networks and engage stakeholders to identify elusive hard to find talent.
Session highlights:
Maximize systems and technologies to boost ROI.
Leverage networks and engage stakeholders to identify elusive hard to find talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Winning the war for talent: A creative approach to employer branding in the t...LinkedIn Talent Solutions
Przemek Berendt, Luxoft
In a world where every software developer has multiple offers on the table at any given time, attracting and retaining top tech talent is especially critical. Since launching its B2E (business to employee) marketing program 5 years ago, Luxoft has grown its worldwide software engineering capacity from 3, 000 employees to just over 11, 000. A major key to this success has been the company’s approach to building a strong employer brand, communicating it creatively to a very challenging target group, continuously pushing innovation, and leveraging technology to automate the candidate journey. In this session, we will explore how an emerging market player stepped into the global talent league by leveraging programmatic advertising, marketing automation, social media (particularly LinkedIn) and a variety of other tools to fully digitize the candidate journey.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Swap out your hiring manager headache for a true business partnership | Talen...LinkedIn Talent Solutions
Cailin McDuff, LinkedIn
Rebecca Vertucci, LinkedIn
Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.
Session highlights:
Setting the stage.
Powerful intake meetings.
Talent pool data is your friend.
Open communication throughout the process.
Turning hiring managers into recruiters.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Trends show that SMB companies are focusing on quality of hire as a way to invest in building a successful 2016.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1WQLkTi
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
Allen Hom, LinkedIn
Peter Sweeney, LinkedIn
Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.
Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.
Key highlights:
Case studies on effective Talent Pipelining strategies
Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent...LinkedIn Talent Solutions
Modern recruiters require a balance between technology and people. In this session from Talent Connect Vegas 2013, explore how you can use data and key relationships to develop your team’s sourcing and pipelining capabilities and ultimately build a competitive and talent-focused model.
Read these 12 Tips for Building a Stunning Talent Pipeline: http://linkd.in/17xxZUK
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
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
Nurit Kruk-Zilca, Ceragon
Holly Lignelli, LinkedIn
Change happens, but it's how you lead through it that matters. Effective change leadership happens when HR and business leaders build a solid partnership centered around delivering an employee-centric experience. Nurit Kruk-Zilca, EVP of HR at Ceregon Networks, has led her team and business partners though multiple strategic reorganizations, and will share her thoughts around how HR can create a strong partnership with business leaders navigating change effectively. Holly Lignelli, Senior Insights Manager at LinkedIn, led a global reorganization last year. She will share her perspective as a business leader on how to prepare teams to address change, and how HR can serve as an invaluable resource.
Session highlights:
Change management can be most successful when HR and business leaders build a productive partnership with each other.
It is possible to maintain a strong employer brand, even when a company has to reorganize its workforce to align with company strategy.
HR plays a significant role in connecting a company's strategic vision to the talent that supports it.
Business leaders need to get their leadership team and key stakeholders on board with the change if it is going to be successful.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
How to use data and insights to become more socially engaged [webcast] LinkedIn Europe
This webcast was run on the 3rd October 2018.
The presentation covers:
- Importance of data and insights in the recruitment industry
- Using insights to create an effective engagement strategy
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
How to attract, develop and retain your millennial talent! | Talent Connect 2016LinkedIn Talent Solutions
Frans Mahieu, Kimberly-Clark
Raymond Steward, American National
In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.
Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.
American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.
Frans will show you how to catch them; Raymond will show you how to keep them.
Key highlights:
How to differentiate your company from the competition.
Turning strategy into an execution that delivers.
Rallying the troops from collaboration to execution.
How to create a competitive edge by creating competitive VALUE.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Melissa Thompson, Citrix
Michele Thompson, Randstad SourceRight
Join two talent acquisition executives—who also happen to be sisters—as they share insights into the synergies between recruiting and sourcing. This lively overview will set you up for success in finding the "purple squirrel." The session will cover how to maximize systems and technologies to boost ROI, leverage networks and engage stakeholders to identify elusive hard to find talent.
Session highlights:
Maximize systems and technologies to boost ROI.
Leverage networks and engage stakeholders to identify elusive hard to find talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Winning the war for talent: A creative approach to employer branding in the t...LinkedIn Talent Solutions
Przemek Berendt, Luxoft
In a world where every software developer has multiple offers on the table at any given time, attracting and retaining top tech talent is especially critical. Since launching its B2E (business to employee) marketing program 5 years ago, Luxoft has grown its worldwide software engineering capacity from 3, 000 employees to just over 11, 000. A major key to this success has been the company’s approach to building a strong employer brand, communicating it creatively to a very challenging target group, continuously pushing innovation, and leveraging technology to automate the candidate journey. In this session, we will explore how an emerging market player stepped into the global talent league by leveraging programmatic advertising, marketing automation, social media (particularly LinkedIn) and a variety of other tools to fully digitize the candidate journey.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Swap out your hiring manager headache for a true business partnership | Talen...LinkedIn Talent Solutions
Cailin McDuff, LinkedIn
Rebecca Vertucci, LinkedIn
Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.
Session highlights:
Setting the stage.
Powerful intake meetings.
Talent pool data is your friend.
Open communication throughout the process.
Turning hiring managers into recruiters.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Trends show that SMB companies are focusing on quality of hire as a way to invest in building a successful 2016.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1WQLkTi
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
Allen Hom, LinkedIn
Peter Sweeney, LinkedIn
Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.
Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.
Key highlights:
Case studies on effective Talent Pipelining strategies
Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent...LinkedIn Talent Solutions
Modern recruiters require a balance between technology and people. In this session from Talent Connect Vegas 2013, explore how you can use data and key relationships to develop your team’s sourcing and pipelining capabilities and ultimately build a competitive and talent-focused model.
Read these 12 Tips for Building a Stunning Talent Pipeline: http://linkd.in/17xxZUK
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
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
Nurit Kruk-Zilca, Ceragon
Holly Lignelli, LinkedIn
Change happens, but it's how you lead through it that matters. Effective change leadership happens when HR and business leaders build a solid partnership centered around delivering an employee-centric experience. Nurit Kruk-Zilca, EVP of HR at Ceregon Networks, has led her team and business partners though multiple strategic reorganizations, and will share her thoughts around how HR can create a strong partnership with business leaders navigating change effectively. Holly Lignelli, Senior Insights Manager at LinkedIn, led a global reorganization last year. She will share her perspective as a business leader on how to prepare teams to address change, and how HR can serve as an invaluable resource.
Session highlights:
Change management can be most successful when HR and business leaders build a productive partnership with each other.
It is possible to maintain a strong employer brand, even when a company has to reorganize its workforce to align with company strategy.
HR plays a significant role in connecting a company's strategic vision to the talent that supports it.
Business leaders need to get their leadership team and key stakeholders on board with the change if it is going to be successful.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
How to use data and insights to become more socially engaged [webcast] LinkedIn Europe
This webcast was run on the 3rd October 2018.
The presentation covers:
- Importance of data and insights in the recruitment industry
- Using insights to create an effective engagement strategy
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
How to attract, develop and retain your millennial talent! | Talent Connect 2016LinkedIn Talent Solutions
Frans Mahieu, Kimberly-Clark
Raymond Steward, American National
In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.
Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.
American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.
Frans will show you how to catch them; Raymond will show you how to keep them.
Key highlights:
How to differentiate your company from the competition.
Turning strategy into an execution that delivers.
Rallying the troops from collaboration to execution.
How to create a competitive edge by creating competitive VALUE.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Susan Hailey, VP of Global Talent Acquisition at Medidata, shares what the strong TA leaders can bring to the organization in terms of clarity, accountability, direction, and achieving results. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
What do the best of the best in recruitment marketing strategy do differently? We have the data, examples and stories from 5 years of original research on the Fortune 500 in this webinar.
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
If you’re frustrated with the mostly mediocre results produced by your current corporate employee referral program, it is important to realize that with only a handful of action steps you can dramatically improve both the quality and the volume of referrals. Referral Program managers need to realize that there is a growing performance gap between average referral programs and the emerging advanced ones. Advanced programs result in referrals reaching nearly 50% of all hires and they can receive as many as 8 referrals for each open job. These advanced programs can produce the highest quality, the fastest hires and even lower-cost hires than other sources. The keys to dramatically improving your results include understanding how to motivate your employees and managers to produce high-quality referrals, how to proactively seek out referrals, how to assign referrals and how to expand program coverage to increase referrals. Common referral program errors will also be highlighted and solutions for each will be provided. The webinar leader, Dr. John Sullivan, is the leading global expert in referral program design. During this highly interactive session, he will provide you with tips, action steps, best practices and he will answer your questions. As competition for top talent increases, upgrading your program to the next level is becoming an essential strategic step that can no longer be postponed.
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
Thank you to The Windy City Summit for letting me facilitate a breakout session on increasing market value through talent. We know that banking institutions with an engaged workforce and a stronger employer brand outperform their peers. In this session, I take a closer look at increasing employee engagement and strengthening employer branding both aligned to increasing market value.
#NowHiring - The Role of Social Media in Agency RecruitingMichael Cirrito
LinkedIn & The Partnership for Public Service assess the rules of the road for Federal recruiters and talent acquisition professionals who want to be more engaged on Social Media. They spoke with The Office of Personnel Management (OPM), the Office of Government Ethics (OGE), and six different agencies to identify effective and approved practices for being more engaged.
3. …More than a third of career federal
employees eligible for retirement by
September 2017
“
Josh Hicks; The Washington Post, Jan 30, 2014
Government workforce sound bites
Greatest Hits…
4. Jeffrey Neal – ChiefHRO.com, July 10, 2014
….The lack of 30 and under talent
means we will be facing significant
leadership shortfalls
“
Government workforce sound bites
Greatest Hits…
5. ….41% report that their work unit lacked
the ability to recruit people with the right
skills
“
Federal Employee Viewpoint Survey 2014
Government workforce sound bites
Greatest Hits...
6. Tomorrow’s Federal Workforce
The Millennial Challenge
would accept a 15% pay cut to work for a company with great values **
of the workforce by 2018*
58%
50%
* Bureau of Labor Statistics / ** ConnectEDU / Achievers Class of 2014 Talent Study
7. DirectlytothecompanyTomorrow’s Federal Workforce
The Millennial Challenge
Directlytothecompany
Networkingrecruitingevent
Careerservicesatmycampus
Throughafriend
OnLinkedIn
RecruiterHeadhunter
NotApplicable
Plantostayatcurrentjob
Facebook
Otherjobboard
Twitter
60%
45%
42%
33%
28%
19%
12%
8%
4% 4%
2%
Where do you anticipate searching for your job post graduation?
ConnectEDU / Achievers Class of 2014 Talent Study
60%
8. The world is
changing fast…
Candidates
More
Connectivity
More
Choice
More
Channels
1980’s 1990’s 2000’s 2010’s
Filing
Cabinet
Recruiters
Print
Classifieds
Online Job
Channels
Social
Media
9. The best recruiters
act like marketers…
Nurture the candidate process1
Influence passive candidates2
Segment & recruit strategically3
10. The best recruiters
nurture the candidate process
Marketing Recruiting
Goal =
Sales
Goal =
Hires
Audience =
Existing & Potential
Customers
Audience =
Existing & Potential
Employees
Messaging =
Value Proposition of
Products & Services
Messaging =
Value Proposition of
Working at Your Agency
Call to Action =
Buy our Stuff
Call to Action =
Come Work With Us
Success = Purchases Success = Hires
1
11. The best recruiters
nurture the candidate process
Convert
Unaware
Marketing Recruiting
Goal =
Sales
Goal =
Hires
Audience =
Existing & Potential
Customers
Audience =
Existing & Potential
Employees
Messaging =
Value Proposition of
Products & Services
Messaging =
Value Proposition of
Working at Your Agency
Call to Action =
Buy our Stuff
Call to Action =
Come Work With Us
Success = Purchases Success = Hires
1
12. are passive and not
looking to move
80%
60%
of them are open
to opportunity!!
The best recruiters
engage passive candidates
2
48 million
members open to
opportunities
13. The best recruiters
segment & recruit strategically
Affinity
Job Fit /
Skills Match Ready for proactive
outreach
Nurture before
contact
1:1 Tactics / Red Carpet1:Many Tactics
ReactiveNurture for
the future
1:Many Tactics Traditional Gov Recruiting
3
14. The best recruiters
segment & recruit strategically
Affinity
Job Fit /
Skills Match Ready for proactive
outreach
Nurture before
contact
1:1 Tactics / Red Carpet1:Many Tactics
ReactiveNurture for
the future
1:Many Tactics Traditional Gov Recruiting
Proactive Recruiting
- Recruiter
- Phone
- Emails / InMails
- Job Postings
Awareness & Engagement
- Social Media
- Content Marketing
- Paid Content
- Digital Media / Ads
- Job Postings (distribution)
Awareness
- Social Media
- Content Marketing
- Digital Media / Ads
Reactive Recruiting
- USA Jobs
3
15. In closing four keys to:
recruiting like a marker
1. Get social
2. Nurture the candidate journey
3. Make passive talent a priority
4. Develop different strategies for different talent pools
Welcome – My name is Michael Cirrito and I’m the General Manager for LinkedIn’s Federal Practice here in Washington
I’m thrilled to have 15 minutes to share with you some concepts and frameworks that I hope will change the way you think about talent acquisition
Here is a brief roadmap for the next 15 minutes
We’re going to start with some context setting. So with items one and two, I will make my a case for why government recruiting need to be done a little bit differently tomorrow than they are today.
The second half of the talk is focusing in on the changes that we at LinkedIn see in the recruiting landscape and the impact that has on the talent acquisition profession.
I will then finish with the idea of Recruiters thinking and acting like Marketers.
And I will share three concepts that that I’d suggest any organization should adopt if they are serious about attracting talent.
So you know my view on this, the next 15 minutes will be a success if you can walk away with one or two ideas about how to think differently about recruiting
When I think about the current state of the Federal Workforce, three core challenges come to mind:
First and foremost is the “Silver Tsunami”. In brief, the Government WF is old and getting older.
We’ve all been talking abut and preparing for a retirement wave for about a decade now.
While it’s been slower to unfold, this age of the Fed WF represents an inescapable challenge to mission fulfillment
On the flip side of the retirement coin, the federal government has struggled to bring in that next generation of talent.
According the OPMs Fed Scope data –
In 2009, hires under 30 represented just 42% of all Federal accessions. That number has been declining steadily ever since. In 2014 it registered at 35%
There are lots of ways this will manifest, As former CHCO of DHS Jeff Neal puts it, the lack of under 30 talent in government today means that we will be facing insufficient leadership shortfalls tomorrow.
Finally – you’ve got the skills gap issue.
2014 EV survey: “41% of respondents report that their work unit lacked the ability to recruit people with the right skills”.
Sentiment has been echoed by a number of other surveys, most recent one that I saw was an informal pole by the CIO council – in that 70% of CIOs shared this basic point of view
-------------
So to sum up the Greatest Hits of the current state of affairs;
We’ve got an aging workforce, that is about to retire
Gaps in middle management and future leadership
Critical skills gaps
--------------------
Now, lets flip the lens a little bit and the labor pool of tomorrow
Moving forward, one of the key sources of labor and talent will be the Millenials. With that in mind, consider two things
FIRST: Within three years, the Bureau of Labor Statistics says that one half of our workforce will be made up of Millenials (those born more or less b/t 1980 and 2000)
SECOND: “58% of Millenials would accept a 15% pay cut to work for a company w great values”
This should be really good new for the federal workforce. These folks are willing to work at a discount, in exchange for some meaning and purpose in their career – something public service can provide in spades.
And yet, at the precise time that Millenials are maturing into the largest segment of the workforce, we continue to see declines in their ranks among Federal employees.
To be fair, there are a lot of reasons for his. But the one that I’d like to focus on today has to do with how Millenials are looking for work.
This data is from that a survey of 15,000 graduating college seniors from the class of 2014.
There is a lot of interesting info here. So Lets take a moment to review. When asked “Where do you anticipate searching for your job post graduation”
- #1 response was “Directly to the company”
- #2 response “Networking / Recruiting Event”
- #3 “Career Services at my campus”
- #4 “Through a friend”
- #5 Rounding out the top 5; “On LinkedIn”
Two things jump out to me here:
One of the most important jobs of any hiring organization is to get potential applicants to consider their organization as a place to work – in marketing we call this getting into the “consideration set” (BTW – doing this is an inherently proactive activity that focuses very early in candidate journey)
Looking for a job has become a highly social process. Indeed, three of the top 5 routes taken focus on some form of social or physical networking. This is core to how this cohort of talent makes decisions and finds work
This comports to the changes that we at LinkedIn see.
In both job seeking and recruiting today, things are changing unbelievable fast - and the underlying problem is that government recruiting is stuck in the past.
Think about those Millennial candidates for a moment– they have more choice, more channels, and are connected to more information, resources, and other people than they have ever been.
And the same changes that have brought all those benefits to candidates have run headlong through the recruiting profession. Some of you worked in this space when an ad in the Washington Post was all it took to fill HTF job.
Those days were disrupted first by general job boards, and then aggregators, but frankly all that has been upended most recently by web 3.0 and social media.
In this modern, hyper connected, information driven world; the role of the recruiter and the job that needs to be done…. has changed dramatically.
The job of a recruiter has become more complex and sophisticated that ever before. In fact, its no stretch at all to say that today’s best in class recruiters are now thinking and acting like marketers – what does this mean?
At a high level, this means that they understand that there is competition for talent, and that their job ultimately is to identify, influence, and win that talent over.
There are three elements of acting like a marketer that I want to share today that I believe are the keys to being successful.
Nurture their audience (unaware> consider > conversion)
Seek to influence passive candidates
Segment & recruit strategically
I’d like to walk through each of these with our remaining time.
So lets look at how these things map up.
In traditional marketing / In modern recruiting
Both classic marketing and modern recruiting revolve around the idea of a funnel. Central to this, is the idea that sales don’t just happen. Customers don’t just wake up and decide that yours is the product that they want to buy or that yours is the agency that they want to work for.
Rather, all customer go through a relatively similar and sequential process.
Think about it: you can’t buy something without being aware that it exists. And even if you know something exists, you need to get information about that thing, that will give you reasons to consider buying it. Ultimately, that information has to build up to the point where you convert. This same classic marketing process happens for candidates in the job seeking process.
The best recruiters understand that this process exists and they use it as a framework for how they go about acquiring talent (recognizing the need for different tactics at different points in the process)
Thinking about that Millennial data from earlier, 60% - if you’re not already on the list of companies that those folks are going directly to, you’ve essentially lost that part of the fight.
So lets look at how these things map up.
In traditional marketing / In modern recruiting
Both classic marketing and modern recruiting revolve around the idea of a funnel. Central to this, is the idea that sales don’t just happen. Customers don’t just wake up and decide that yours is the product that they want to buy or that yours is the agency that they want to work for.
Rather, all customer go through a relatively similar and sequential process.
Think about it: you can’t buy something without being aware that it exists. And even if you know something exists, you need to get information about that thing, that will give you reasons to consider buying it. Ultimately, that information has to build up to the point where you convert. This same classic marketing process happens for candidates in the job seeking process.
The best recruiters understand that this process exists and they use it as a framework for how they go about acquiring talent (recognizing the need for different tactics at different points in the process)
Thinking about that Millennial data from earlier, 60% - if you’re not already on the list of companies that those folks are going directly to, you’ve essentially lost that part of the fight.
Second: the best recruiters engage passive candidates:
Think about that funnel for a second, and think about government recruiting today. One of the fundamental problems that we discussed earlier is that the existing pool of talent who are aware of and interested in working for the government is insufficient for meeting the human capital needs. It’s deficient in number, quality and composition.
This means the stock and trade of the modern recruiter needs to be in engaging passive candidates
The good news is that this is fertile.
Take LinkedIn as an example; 80% of the people who come to LinkedIn are passive & not looking. But 60% are open to a good opportunity.
100m / 80m / 48m potential passive candidates –
The best recruiters recognize this fact and develop strategies for identifying and influencing the passive talent market.
Finally the best recruiters segment & recruit strategically
Imagine this world of talent that exists in this country – the over165 million people in the labor force; how should you think about accessing that talent.
This map represents on potential way of segmenting the market:
- first - consider first the spectrum of affinity or awareness that a potential candidate may have about your organization
- next – consider the degree of job fit or skills fit at any given time for any given role (understand that high fit =competition for talent).
Ask yourself this, does it make sense to approach all candidates in the same way, or should I work to identify different strategies for different types of candidates.?
The best recruiters today segment the market, and deploy strategies and tactics to deal with different candidates at different points in the process.
Finally the best recruiters segment & recruit strategically
Imagine this world of talent that exists in this country – the over165 million people in the labor force; how should you think about accessing that talent.
This map represents on potential way of segmenting the market:
- first - consider first the spectrum of affinity or awareness that a potential candidate may have about your organization
- next – consider the degree of job fit or skills fit at any given time for any given role (understand that high fit =competition for talent).
Ask yourself this, does it make sense to approach all candidates in the same way, or should I work to identify different strategies for different types of candidates.?
The best recruiters today segment the market, and deploy strategies and tactics to deal with different candidates at different points in the process.