Download to read offline
Uploaded byRebecca Feldman
Webinar hiring accelerators_november2013_slideshare
The document discusses LinkedIn's Hiring Accelerator solution to help companies address challenges in filling open roles. The Hiring Accelerator uses targeted LinkedIn advertising, a customized company career page, sponsored jobs, and direct outreach to candidates to generate interest, drive applications, and hire top talent faster. It provides an example of how a passive candidate could be exposed to the company brand and job opportunities through the Hiring Accelerator funnel and ultimately get hired. Success is measured by metrics like job views, applications, candidate pipeline, and awareness and engagement with the company page.
More Related Content
![How to Build Your Government Agency's Brand and Attract Top Talent [webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/webcasthowtobuildyourgovernmentagencysbrandandattracttoptalent-160824171716-thumbnail.jpg?width=640&height=640&fit=bounds)
![How Nonprofits Can Benefit from LinkedIn - Recruiting Edition [webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/linkedinfornonprofitsfinal-160819184847-thumbnail.jpg?width=640&height=640&fit=bounds)
Similar to Webinar hiring accelerators_november2013_slideshare
![Creative Hiring Tactics Along The Candidate Journey [Webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/successwithlinkedincareerpagesfeb2016slideshare-160226174520-thumbnail.jpg?width=640&height=640&fit=bounds)
Webinar hiring accelerators_november2013_slideshare
- 1. Talent Solutions Hiring Accelerator November2013 Rebecca Feldman – Solutions Consultant ©2013 LinkedIn Corporation. All Rights Reserved.
- 2. The Challenge ©2013 LinkedInCorporation. All Rights Reserved. TALENT SOLUTIONS 2
- 3. Ebbs and flowsin hiring can strain core resources Aging requisitions lead to urgency, reactivity, and high costs Requisition Load URGENCY & HIGH COST Requisition load surges TALENT ACQUISITION CORE Time ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 3
- 4. Business costs areescalating as vacancies remain unfilled What is the impact to your business? 90 60 BUSINESS COST 30 STATE OF URGENCY • Revenue loss accelerates. • Highest contingency cost. • Difficult to correct trend. • Perpetuates reactivity. AVERAGE DAYS VACANT ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 4
- 5. Why LinkedIn? ©2013 LinkedInCorporation. All Rights Reserved.
- 6. 80% of professionalstoday are passive candidates 238m+ Members worldwide 20% Active 80% Passive Active Candidates Passive Candidates Work on their job search Work on doing their jobs better - Search job boards - Seek out many opportunities - Develop networks - Only listen to the right opportunities ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 6
- 7. We can helpyou unlock nascent talent pools HIGH DEMAND MARKET Fierce competition Highly passive candidates Low conversion to hire Difficult to differentiate HIDDEN GEM MARKET Low brand recognition Lower acquisition costs Less competition Easier to differentiate ©2012 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 7
- 8. And we canhelp you determine what‟s important to those people ©2012 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 8
- 9. LinkedIn drives higher-quality,better-fit candidates New hires sourced through LinkedIn are up to 40% less likely to leave within the first six months JOBS YOU MAYBE INTERESTED IN Account Executive XYZ co. Megan Jain Megan Jain Your company Your company New Hire Good fit Megan Jain Your company XYZ co Early departure May July January Viewed a job on LinkedIn Joined Your company Still there after 6 months? TALENT SOLUTIONS 9
- 10. Hiring Accelerator helpsyou reach your goals Attract more quality candidates Drive more revenue Decrease your time to hire Launch products faster Find people with the right fit Foster innovation and growth TALENT SOLUTIONS
- 11. Solution = HiringAccelerator ©2013 LinkedIn Corporation. All Rights Reserved.
- 12. Hiring Accelerator • What isit? • A program focused on driving results for critical and business-specific hiring pockets and accelerating your ability to bring in top professionals faster. Build awareness Generate interest Drive candidates Hire top talent TALENT SOLUTIONS
- 13. How the HiringAccelerator Works Recommended Accelerator Reach: 5,000 Targeted Candidates 5% Calls-ToAction Relevant Jobs Personalized Engagement Estimated Engagement Rate Repeat Accelerator until hiring and pipelining goals are met. ~250 Engaged Candidates Your Hiring Target Pipeline 150 Applicants ©2013 LinkedIn Corporation. All Rights Reserved. Followers TALENT SOLUTIONS 13
- 14. Hiring Accelerator How exactlydo we drive members through the funnel? Build awareness Targeted advertising Generate interest Targeted LinkedIn Career Page Drive candidates Sponsored Jobs and Talent Direct Hire top talent TALENT SOLUTIONS
- 15. Member Experience What willMegan see as she goes through the funnel? Build awareness Generate interest Drive candidates Hire top talent Megan Jain Account Executive Your ideal passive candidate TALENT SOLUTIONS
- 16. Targeted Ads Reach yourideal candidates across LinkedIn Build Awareness Warm up passive candidates Be „top-of-mind‟ Increase awareness of hiring at your company and your employment brand Increase likelihood to respond Display Banner: build brand awareness, driver traffic, and stay top of mind Picture Yourself: drive traffic, followers, and job views ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 16
- 17. Dynamic LinkedIn CareerPage Engage members with personalized content Generate Interest Companies Home | XYZ co • • • • Personalized jobs Sales headline Sales specific video Employee testimonials from sales people XYZ co Careers 2285 followers Join the sales team that is transforming the future. Our sales people are passionate about what they do and making our customers happy. Jobs at XYZ co Ariel Hsiao Marketing Manager Emily Meinhardt Account Executive Account Executive Strategic Account Executive Todd Logan VP of Finance Hillary Carroll Manager of Operations Senior Account Executive Sales Manager Senior Manager ABOUT Sales at XYZ co Megan Jain Account Executive Your ideal passive candidate ©2013 LinkedIn Corporation. All Rights Reserved. Watch the video for a peek into the fast-paced world at our headquarters. Every day, our employees are working on exciting projects that make a real difference for our customers. Director of Sales Director of Sales – Central Region Plus, we’re really excited to show off our newly remodeled office space! Check out the links below for more about us: Our Career Site ► Amazon TALENT SOLUTIONS 17
- 18. Sponsored Jobs Drive candidates Boost yourjob views and applications by showing them to more members more frequently • Pay directly for results • You control how often your job appears here Megan Jain Account Executive JOBS YOU MAY BE INTERESTED IN Account Executive Sponsored XYZ co - Minneapolis, MN x ACME Company Account Executive x Commona – Palo Alto, CA Sr. Account Executive x Crosswise Group – Palo Alto, CA Key Account Manager x Tyler Corp. – Palo Alto, CA Feedback I See more » TALENT SOLUTIONS 18
- 19. Talent Direct InMailCampaigns Build a long-term pipeline of qualified candidates Drive candidates What does it look like? Mass branded InMail campaign You tell us your ideal hire – targeting is more granular than for Advertising (includes titles, keywords, educati on etc…) The profiles of people who click “I‟m interested” are sent to a project folder in LinkedIn Recruiter that all seat holders can access LinkedIn Confidential ©2012 All TALENT SOLUTIONS 19 Rights Reserved
- 20. How do weensure we‟re getting the right candidates? Highly precise targeting based on profile information LCPs Recruitment Ads Talent Direct Geography (Global, Country, State, City/Metro) Industry (What a company does) Job Function (What an individual does) Seniority (Manager, Director, VP…) Company Size (Current) Language Current Company Name Group by keyword School Name, Degree Type (MBA, BA), Grad Year Field of Study Job Title by keyword Past Company Name Skills & Specialties by keyword ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 20
- 21. Hire top talent Megan ishired! Hiring Accelerator exposed Megan to your brand, generated her interest with engaging content, drove her to apply through targeted job outreach, and led to a great fit with your company. Targeted advertising Targeted LinkedIn Career Page Megan Jain Account Executive XYZ Co Good fit Sponsored Jobs and Talent Direct Today Megan: passive candidate at Acme Co. Hiring Accelerator Awareness, Interest, Application 90 days Megan is hired! TALENT SOLUTIONS 21
- 22. How can wemeasure success? ©2013 LinkedIn Corporation. All Rights Reserved.
- 23. Quantifiable Success Metrics • • • • CandidateResults: Total Job Views Total Job Applicants Total Candidate Flow into Recruiter (pipeline) • • • • Brand-Driven Results: Company and Career Page Views Talent Brand Awareness Followers ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 23
Editor's Notes
- #7 [Note: Important to get the client’s agreement up front that passive candidate recruiting is a key to success]Because LinkedIn is a professional network, it’s home to both passive and active job seekers Getting passive candidate sourcing right is critical to achieving your recruiting goalsMany of today’s best candidates are not looking for a jobHowever Recruiting passive candidates requires a very different approach from recruiting active candidates.While active candidates frequent job boards and seek out many opportunities, passive candidates spend their time networking. They’ll listen to opportunities, but only if it’s the right opportunity for them.LinkedIn is the only platform that can help you recruit both passive and active candidates[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
- #10 [Note: Use this slide to explain the “Merlin” methodology for calculating impact jobs have on customers’ hires:]LinkedIn can measure exactly how our jobs influence hires. For example:When a member like Erica changes her profile from ACME Systems to your company, we recognize that you’ve made a hireIf Erica viewed one of your company’s jobs prior to joining your company, we recognize that LinkedIn’s jobs influenced that hireFrom this, we can calculate exactly how many hires LinkedIn influenced.This is an extremely powerful way of measuring influence. Many passive candidates don’t apply to jobs as soon as they see them. They may network their way to a job, or return to the careers website after an opportunity first sparks their interest. These candidates are lost in most source of hire reports, but they’re often first influenced by LinkedIn.[Note: Influenced hires viewed a job less than a year before joining the company. Excludes the month immediately before a member joined.]
- #11 Implementing this core strategy will help you solve the challenges we discussed earlier.There are three key things companies do to dramatically increase their hiring effectiveness on LinkedIn.The first is proactive sourcing—using LinkedIn to find and engage the very best passive talent. Recruiter is the best sourcing tool out there, and recruiting teams are using Talent Pipeline features to become more proactive in managing pipelines of talent. Since organizations typically don’t have the bandwidth to source every hire proactively, it’s critical to be able to engage talent automatically to scale your recruiting efforts. The second element of the solution is personalized job targeting. Since we know that your target talent is on LinkedIn, we first need to ensure that all your professional roles are on the LinkedIn network. LinkedIn’s matching algorithm will serve up the right job to the right candidate, to ensure that only qualified candidates will be exposed to your open opportunities.The third element is developing a talent brand on LinkedIn. Companies are tapping into their employees’ networks and leveraging company pages to promote their brand and attract talent.These aren’t three independent pillars, but rather three elements of a single solution that reinforce one another.When companies post all professional jobs on LinkedIn, these jobs make their employer branding content more relevant for each candidate. Likewise, communicating a rich talent brand and leveraging employee profiles to connect with candidates creates a more compelling reason for candidates to apply to your job postings. Finally, when candidates understand what opportunities are available and have encountered your employer brand, they’re much more likely to respond to outreach from your recruiters, which makes your team’s proactive sourcing efforts more effective.By adopting this holistic strategy, organizations hire more of the right candidates for their roles.
- #22 [Note: Use this slide to explain the “Merlin” methodology for calculating impact jobs have on customers’ hires:]LinkedIn can measure exactly how our jobs influence hires. For example:When a member like Erica changes her profile from ACME Systems to your company, we recognize that you’ve made a hireIf Erica viewed one of your company’s jobs prior to joining your company, we recognize that LinkedIn’s jobs influenced that hireFrom this, we can calculate exactly how many hires LinkedIn influenced.This is an extremely powerful way of measuring influence. Many passive candidates don’t apply to jobs as soon as they see them. They may network their way to a job, or return to the careers website after an opportunity first sparks their interest. These candidates are lost in most source of hire reports, but they’re often first influenced by LinkedIn.[Note: Influenced hires viewed a job less than a year before joining the company. Excludes the month immediately before a member joined.]