70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Get a seat at the workforce planning table using analytics | Talent Connect A...LinkedIn Talent Solutions
Cisco Systems wanted to answer big questions such as, where do we open our next office, what are our biggest skills gaps as a company, what should our workforce look like in the future, and what can we do about this? That’s why Cisco built its internal “Talent Trends” division from the ground up -- to bring talent intelligence to the fingertips of recruiters and hiring managers. In this breakout session, we'll walk through how Cisco built their Talent Trends team, some major workforce planning questions and decisions they've tackled, how they created a self-service tool to inform day-to-day hiring decisions, and how anyone can start doing talent analytics for workforce planning tomorrow. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Build Engage Recruit - How to Build your Talent BrandLinkedIn Europe
Your marketers and sales people think and work entirely differently than they did 10 years ago. Has your approach to hiring also changed?
Your competitors are no longer content to rely on active job seekers. Companies are now able to build their brand online, engage top talent and recruit the most talented people.
In this presentation, we discuss:
- How to build your brand online
- How to engage your audience
- How to recruit top talent
LinkedIn Talent Connect Europe 2012: Moving to a Direct Sourcing Model by Del...LinkedIn Europe
This was an interactive session where the audience heard a business case from Marie Moynihan of Dell and Rachel Bowman of RBS on creating and running a successful direct sourcing function followed by an open discussion between panellists and audience members. In this session audience members were able to brainstorm solutions to challenges they face in their business today.
Enhancing the Recruiter and Candidate Experience with LinkedIn Integrations |...LinkedIn Talent Solutions
Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day to day activities.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn Talent Connect Europe 2012: Sourcing inHouse with LinkedInLinkedIn Europe
This document discusses building in-house sourcing capabilities at Con-X Consulting using LinkedIn. It summarizes Con-X's hiring numbers and effectiveness over three quarters, and how they optimized their LinkedIn Recruiter and Jobs usage to increase efficiency. In quarter 1 of the following year, Con-X increased its budget and focused on brand awareness, which resulted in higher hiring numbers of 129 recruits through Recruiter and 156 through Jobs. The document emphasizes having the right team using the right tools and leveraging data insights to continuously improve sourcing and meet hiring goals.
Understanding the Technology Buyer on LinkedIn - TECHconnect Bangalore 2015LinkedIn India
Brian is an IT Manager at a large high-tech company who is involved in decision making for data center software purchases. He has 16 years of industry experience and degrees in business analysis and project management. Brian uses LinkedIn to connect with experts and engage with relevant content throughout the software buying cycle. He actively searches for content on topics like automation, databases, security and cloud computing to become a better informed purchaser. Brian interacts with sponsored content on LinkedIn from technology companies. To reach Brian, one needs to understand their audience, take relevant action, and engage through meaningful content.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Get a seat at the workforce planning table using analytics | Talent Connect A...LinkedIn Talent Solutions
Cisco Systems wanted to answer big questions such as, where do we open our next office, what are our biggest skills gaps as a company, what should our workforce look like in the future, and what can we do about this? That’s why Cisco built its internal “Talent Trends” division from the ground up -- to bring talent intelligence to the fingertips of recruiters and hiring managers. In this breakout session, we'll walk through how Cisco built their Talent Trends team, some major workforce planning questions and decisions they've tackled, how they created a self-service tool to inform day-to-day hiring decisions, and how anyone can start doing talent analytics for workforce planning tomorrow. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Build Engage Recruit - How to Build your Talent BrandLinkedIn Europe
Your marketers and sales people think and work entirely differently than they did 10 years ago. Has your approach to hiring also changed?
Your competitors are no longer content to rely on active job seekers. Companies are now able to build their brand online, engage top talent and recruit the most talented people.
In this presentation, we discuss:
- How to build your brand online
- How to engage your audience
- How to recruit top talent
LinkedIn Talent Connect Europe 2012: Moving to a Direct Sourcing Model by Del...LinkedIn Europe
This was an interactive session where the audience heard a business case from Marie Moynihan of Dell and Rachel Bowman of RBS on creating and running a successful direct sourcing function followed by an open discussion between panellists and audience members. In this session audience members were able to brainstorm solutions to challenges they face in their business today.
Enhancing the Recruiter and Candidate Experience with LinkedIn Integrations |...LinkedIn Talent Solutions
Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day to day activities.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn Talent Connect Europe 2012: Sourcing inHouse with LinkedInLinkedIn Europe
This document discusses building in-house sourcing capabilities at Con-X Consulting using LinkedIn. It summarizes Con-X's hiring numbers and effectiveness over three quarters, and how they optimized their LinkedIn Recruiter and Jobs usage to increase efficiency. In quarter 1 of the following year, Con-X increased its budget and focused on brand awareness, which resulted in higher hiring numbers of 129 recruits through Recruiter and 156 through Jobs. The document emphasizes having the right team using the right tools and leveraging data insights to continuously improve sourcing and meet hiring goals.
Understanding the Technology Buyer on LinkedIn - TECHconnect Bangalore 2015LinkedIn India
Brian is an IT Manager at a large high-tech company who is involved in decision making for data center software purchases. He has 16 years of industry experience and degrees in business analysis and project management. Brian uses LinkedIn to connect with experts and engage with relevant content throughout the software buying cycle. He actively searches for content on topics like automation, databases, security and cloud computing to become a better informed purchaser. Brian interacts with sponsored content on LinkedIn from technology companies. To reach Brian, one needs to understand their audience, take relevant action, and engage through meaningful content.
Do people know what it's like to work in your company?
Are you an employer of choice?
Check out this presentation to learn about:
- Influencing passive talent
- Trends in recruitment and employer branding
- Maximizing your use of LinkedIn
The best recruiters act like marketers. By thinking and acting like a marketer you will be more efficient in how you engage with your core audiences. Discover the 3 simple steps we recommend at LinkedIn.
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
Get a first look at the functionality and benefits of LinkedIn's newest product: LinkedIn Referrals.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...LinkedIn Talent Solutions
Time to face it – the old recruiting playbook just doesn’t cut it. Ready to get disruptive? salesforce.com shares three how the company uses data, analytics, and culture to disrupt where, who, and how to recruit.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
Jaguar South Africa wanted to modernize its brand and appeal to more professional and business buyers. It created a Company Page on LinkedIn to engage this target audience and position its cars as competitors to German brands. Nearly a year later, the page has over 12,500 followers providing insights into customers. It allows Jaguar to showcase its reinvented brand and vehicles to potential buyers on the leading professional network.
Nurturing the IT Committee Lead - UK INFOGRAPHICLinkedIn Europe
The document discusses three keys to nurturing the IT committee:
1. Earn their trust with engaging, relevant content on social media, as 86% of IT committee members use social media for IT news.
2. Leverage internal expertise as 70% consider expertise based on coworker references, not just senior titles.
3. Don't disrupt the IT committee with too much gated content, as most need an average of 7 pieces of content before speaking with sales.
Get Proactive, Driving Change in Your Talent Organisation -- Customer Session...LinkedIn Talent Solutions
Customer session: Get proactive, driving change in your talent organisation. Christine Connor, Head of Talent Acquistion, Coles. Sharon Tan, SingTel Group, Head of Talent Acquisition, SingTel.
In this session you will learn how leaders from two large companies have effected change within their organisation. At Coles, Head of Talent Acquisition Christine Connor is in the midst of a three year journey of transformation, with the end goal of shifting recruitment from a reactive to more proactive model. Recently, this has included building out new internal hiring capabilities, partnering with a RPO, and now re-focusing on talent brand. For SingTel, acting Head of Talent Acquisition Sharon Tan is leading the building of a centralised operating structure, including a more efficient and reliant in-house recruitment team and a renewed focused on talent brand. If you’re looking to effect similar change within your company, this presentation is for you.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
In this presentation Lindsay Browning and Harry Dhebar, Talent Pipelining specialists at LinkedIn, present a six step guide to Talent Pipelining essentials, plus an insider view of the LinkedIn Recruiting team’s approach to this strategic challenge.
Capgemini's Journey: Transforming Global Social Sourcing through Accelerating...LinkedIn Talent Solutions
Craig Ringland, Senior Customer Education Consultant, LinkedIn
Isabela Cardoso, Global Customer Education Consultant, LinkedIn
Sarang Brahme, Global Lead - Social Recruiting, Capgemini
Learning doesn't happen in isolation but drives a wider change process. Capgemini has transformed their recruitment team globally by implementing a stronger social sourcing strategy to hire best talent which was powered by learning and education. This transformation story was accelerated by the LinkedIn Certified Professional - Recruiter. In this session you will hear about what processes were changed, how the strategy was implemented and the results of this transformation. They call it “Changing the hats”…
Webcast Series South Africa - "Amplify your 2016 Strategy: Key South Africa T...LinkedIn Europe
"Amplify your 2016 Strategy: Key South Africa Trends you need to know!"
Our upcoming webcast "Amplify your 2016 Strategy: Key South Africa Trends you need to know!", will be led by led by LinkedIn's African market specialists Julien Manguette and Matthew Gray.
In this free webcast we will discuss recruiting trends around the world, but also what’s specifically trending in South Africa. Influence business decisions at your organization with the latest research from LinkedIn, which uncovers the talent industry’s top priorities, challenges and opportunities ahead. These trends and the strategy tips will give you the edge in 2016!
Once you've build your employer brand and EVP, find out how to leverage your LinkedIn Career Page with targeted messaging to different audiences across different regions.
Have you thought about using LinkedIn for recruiting or raising awareness for your nonprofit? Do you wish someone would walk through it? (Or are you a great user, and know someone else on your team that could use an intro?)
We've been growing our offerings for nonprofits. In this presentation, you'll get a full overview of our free and discounted products and learn what works best for you.
- How to establish your nonprofit's presence & brand
- Fresh ideas on how to attract candidates to your nonprofit
- Recruiting volunteers, employees, and donors
To learn more about our offerings, visit us here: http://bit.ly/2b6OdKb
Talent Voices Webinar: Employer Brand, where to from here?LinkedIn Europe
The document discusses how companies can communicate with employees and external audiences during the COVID-19 pandemic. It provides suggestions for managing employees through change by highlighting stories that illustrate strong values. It also recommends adapting initiatives to promote employee well-being and having leadership communicate the evolving response. Finally, it suggests leading with trust by leveraging differentiating principles and creating content showing them in action with employee testimonials. The overall message is for companies to thoughtfully engage audiences and lead through the crisis by communicating care for people.
LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success wit...LinkedIn Europe
79% of today’s working professional’s are not actively looking for a job but they may be the perfect candidate for your open position, so how do you find, engage with and secure them into your organisation? At Talent Connect Europe 2012 we heard from Rachel Riddington of Betfair & James Dowling of Centrica (who achieved some of the highest InMail response rates last year) on how they successfully worked with their internal stakeholders to put passive candidates at the hear of their recruiting strategy, truly partnered with hiring managers, adapted their communication style and much more to secure the best talent out there.
Advertising Week Europe 2016: Robert Jan d'Hond, Senior Partner and Head of Europe, Millward Brown Vermeer & Christina Jenkins, Global Director, LinkedIn present Insights 2020 research at the LinkedIn B2B Forum 2016.
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
A Manifesto for Re-Thinking Student Recruitment | Talent Connect San Francisc...LinkedIn Talent Solutions
Learn how to build purposeful relationships with the next great creative generation. Connect the dots between LinkedIn’s data treasure trove and how students search for jobs, discovering potential career futures on LinkedIn.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Download the full student recruiting guide: http://linkd.in/1Cxi2x1
Do people know what it's like to work in your company?
Are you an employer of choice?
Check out this presentation to learn about:
- Influencing passive talent
- Trends in recruitment and employer branding
- Maximizing your use of LinkedIn
The best recruiters act like marketers. By thinking and acting like a marketer you will be more efficient in how you engage with your core audiences. Discover the 3 simple steps we recommend at LinkedIn.
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
Get a first look at the functionality and benefits of LinkedIn's newest product: LinkedIn Referrals.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...LinkedIn Talent Solutions
Time to face it – the old recruiting playbook just doesn’t cut it. Ready to get disruptive? salesforce.com shares three how the company uses data, analytics, and culture to disrupt where, who, and how to recruit.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
Jaguar South Africa wanted to modernize its brand and appeal to more professional and business buyers. It created a Company Page on LinkedIn to engage this target audience and position its cars as competitors to German brands. Nearly a year later, the page has over 12,500 followers providing insights into customers. It allows Jaguar to showcase its reinvented brand and vehicles to potential buyers on the leading professional network.
Nurturing the IT Committee Lead - UK INFOGRAPHICLinkedIn Europe
The document discusses three keys to nurturing the IT committee:
1. Earn their trust with engaging, relevant content on social media, as 86% of IT committee members use social media for IT news.
2. Leverage internal expertise as 70% consider expertise based on coworker references, not just senior titles.
3. Don't disrupt the IT committee with too much gated content, as most need an average of 7 pieces of content before speaking with sales.
Get Proactive, Driving Change in Your Talent Organisation -- Customer Session...LinkedIn Talent Solutions
Customer session: Get proactive, driving change in your talent organisation. Christine Connor, Head of Talent Acquistion, Coles. Sharon Tan, SingTel Group, Head of Talent Acquisition, SingTel.
In this session you will learn how leaders from two large companies have effected change within their organisation. At Coles, Head of Talent Acquisition Christine Connor is in the midst of a three year journey of transformation, with the end goal of shifting recruitment from a reactive to more proactive model. Recently, this has included building out new internal hiring capabilities, partnering with a RPO, and now re-focusing on talent brand. For SingTel, acting Head of Talent Acquisition Sharon Tan is leading the building of a centralised operating structure, including a more efficient and reliant in-house recruitment team and a renewed focused on talent brand. If you’re looking to effect similar change within your company, this presentation is for you.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
In this presentation Lindsay Browning and Harry Dhebar, Talent Pipelining specialists at LinkedIn, present a six step guide to Talent Pipelining essentials, plus an insider view of the LinkedIn Recruiting team’s approach to this strategic challenge.
Capgemini's Journey: Transforming Global Social Sourcing through Accelerating...LinkedIn Talent Solutions
Craig Ringland, Senior Customer Education Consultant, LinkedIn
Isabela Cardoso, Global Customer Education Consultant, LinkedIn
Sarang Brahme, Global Lead - Social Recruiting, Capgemini
Learning doesn't happen in isolation but drives a wider change process. Capgemini has transformed their recruitment team globally by implementing a stronger social sourcing strategy to hire best talent which was powered by learning and education. This transformation story was accelerated by the LinkedIn Certified Professional - Recruiter. In this session you will hear about what processes were changed, how the strategy was implemented and the results of this transformation. They call it “Changing the hats”…
Webcast Series South Africa - "Amplify your 2016 Strategy: Key South Africa T...LinkedIn Europe
"Amplify your 2016 Strategy: Key South Africa Trends you need to know!"
Our upcoming webcast "Amplify your 2016 Strategy: Key South Africa Trends you need to know!", will be led by led by LinkedIn's African market specialists Julien Manguette and Matthew Gray.
In this free webcast we will discuss recruiting trends around the world, but also what’s specifically trending in South Africa. Influence business decisions at your organization with the latest research from LinkedIn, which uncovers the talent industry’s top priorities, challenges and opportunities ahead. These trends and the strategy tips will give you the edge in 2016!
Once you've build your employer brand and EVP, find out how to leverage your LinkedIn Career Page with targeted messaging to different audiences across different regions.
Have you thought about using LinkedIn for recruiting or raising awareness for your nonprofit? Do you wish someone would walk through it? (Or are you a great user, and know someone else on your team that could use an intro?)
We've been growing our offerings for nonprofits. In this presentation, you'll get a full overview of our free and discounted products and learn what works best for you.
- How to establish your nonprofit's presence & brand
- Fresh ideas on how to attract candidates to your nonprofit
- Recruiting volunteers, employees, and donors
To learn more about our offerings, visit us here: http://bit.ly/2b6OdKb
Talent Voices Webinar: Employer Brand, where to from here?LinkedIn Europe
The document discusses how companies can communicate with employees and external audiences during the COVID-19 pandemic. It provides suggestions for managing employees through change by highlighting stories that illustrate strong values. It also recommends adapting initiatives to promote employee well-being and having leadership communicate the evolving response. Finally, it suggests leading with trust by leveraging differentiating principles and creating content showing them in action with employee testimonials. The overall message is for companies to thoughtfully engage audiences and lead through the crisis by communicating care for people.
LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success wit...LinkedIn Europe
79% of today’s working professional’s are not actively looking for a job but they may be the perfect candidate for your open position, so how do you find, engage with and secure them into your organisation? At Talent Connect Europe 2012 we heard from Rachel Riddington of Betfair & James Dowling of Centrica (who achieved some of the highest InMail response rates last year) on how they successfully worked with their internal stakeholders to put passive candidates at the hear of their recruiting strategy, truly partnered with hiring managers, adapted their communication style and much more to secure the best talent out there.
Advertising Week Europe 2016: Robert Jan d'Hond, Senior Partner and Head of Europe, Millward Brown Vermeer & Christina Jenkins, Global Director, LinkedIn present Insights 2020 research at the LinkedIn B2B Forum 2016.
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
A Manifesto for Re-Thinking Student Recruitment | Talent Connect San Francisc...LinkedIn Talent Solutions
Learn how to build purposeful relationships with the next great creative generation. Connect the dots between LinkedIn’s data treasure trove and how students search for jobs, discovering potential career futures on LinkedIn.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Download the full student recruiting guide: http://linkd.in/1Cxi2x1
Best practices on LinkedIn for Small and Medium Size Businesses in MENA -- Co...LinkedIn Talent Solutions
Action Impact and DMG events share their top tips on LinkedIn from branding to sourcing.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Yes, you can sell talent brand to your execs. Kasey Hurlbutt from CH2M will show you how in this Talent Brand webinar.
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
Zoe Diamadi, Senior Director, Business Operations, LinkedIn
Dave Hazlehurst, Director & Partner, Ph.Creative
Employee Storynomics': How the business of storytelling through your employee advocates can make you digitally famous. "Google Dave" shares his vision on making employees your best ambassadors in a lively conversation with LinkedIn's Zoe Diamadi who leads LinkedIn's Elevate platform.
The document discusses the author's experience with video interviews for job applications. In 49 applications, 22 went unacknowledged and impersonal responses were received up to 6 months later. The author believes they are well-suited for video interviews since they have a vibrant personality that cannot be conveyed through resumes or cover letters. The document questions how employers can truly know candidates without video.
Candidates are spending more time looking for jobs on their mobile devices, but most employers aren’t capitalizing on this trend. In this presentation, LinkedIn's Vaibhav Goel and Sachit Kamat show you how the mobile environment impacts job postings and what you need to be successful with mobile job seekers.
Subscribe to our blog: http://linkd.in/18yp4Cg
Follow our LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
There are 30,000,000+ students and new grads on LinkedIn. Click through to learn what this fast growing talent pool is doing on LinkedIn, how you can boost student recruiting efforts, and how Rosetta has successfully streamlined university recruiting with LinkedIn CheckIn.
Learn more about CheckIn: http://linkd.in/GO2YCm
Read more on the LinkedIn Talent Blog: http://linkd.in/1bHIl6A
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
EF is a global education company that provides language learning solutions, educational travel programs, and schools in over 50 countries. It has over 43,000 staff and serves over 2,500 corporate clients. EF focuses on entrepreneurial spirit and strong corporate culture. It emphasizes core values and personality over resumes in hiring. With over 8,000 hiring managers worldwide, EF provides intuitive online tools to empower decentralized recruitment.
The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
This document discusses how companies can use survey data from LinkedIn's Talent Drivers survey to build a strong talent brand. The Talent Drivers survey asks professionals what attributes are important in a job and how companies perform on those attributes. Companies can see how professionals rate them compared to peers. Stryker uses its Talent Drivers data to target social media campaigns, improving its talent brand index and engagement over time. The document provides examples of how Stryker has increased reach, engagement, and response rates through leveraging LinkedIn tools and Talent Drivers data.
From bicycle to Harley: Turbocharging the power of employee networks | Talent...LinkedIn Talent Solutions
Shannon Marquardson, LinkedIn
Harpaul Sambhi, LinkedIn
The value of employee networks is clear: employee referrals are the #1 source of hire for many companies. But how can you unlock your employees’ networks in an even more efficient and effective way? In this session, we’ll show you how LinkedIn Referrals can help you reach your strategic talent acquisition goals such as diversity hiring and executive recruiting, while at the same time addressing some of the most significant pain points often associated with managing a referral program.
Key highlights:
-Leverage employee networks to drive diversity hiring.
-Unlock your executives’ networks for your recruiters to reach warm leads within hard to find talent pools.
-Learn how to eliminate manual processes in managing a referrals program.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
The recently re-imagined LinkedIn Career Pages are a powerful tool to strengthen your employer brand. Whether you’re struggling to hire top talent for specific functions, new geographies, or new roles, the Next Generation of LinkedIn Career Pages enables you to attract, engage, and hire the right talent by helping you tell a tailored story to every candidate. The improved interface also makes it easier to build and implement personalized pages with minimal resources, empowering you to tell the right story to the right talent.
Expect to Learn:
- Discover new features, get content tips, and learn best practices
- Dive into the intuitive interface to learn how to build and implement targeted audience views with minimal resources
- Explore examples and hear about other customers’ return on investment (ROI) from their new Career Pages
Learn more about LinkedIn Career Pages here: http://bit.ly/2e6BhVE
The document discusses ways to attract overseas talent to Australia and challenges in recruiting. It notes a 41% decline in Australia's tech grads and that companies need to leverage insights about what candidates want, such as impact, ethics, and work-life balance. The presentation provides tips for expanding an employer value proposition through brand ambassadors, selling a bigger dream, and going the extra mile. Charts show headcount growth at the company from 2012-2015 and breakdowns of employees by role.
Three key insights from the document about attracting and recruiting talent in India are:
1) Talent in India is more active than the global average, with 45% of professionals actively seeking new opportunities compared to 30% globally.
2) The top three most important factors for talent in India when considering a job offer are compensation, professional development opportunities, and better work-life balance.
3) Getting the interview experience right is critical, as 77% of talent says it is extremely or very important in their decision to join a company. Ensuring a positive experience with the prospective manager and follow up are important.
The document provides insights into what talent wants at different stages of the job search journey based on a survey of over 20,000 professionals in 29 countries.
Some key findings include:
1) 70% of the global workforce is considered "passive talent" who are open to new opportunities but not actively searching. Compensation matters most to talent when considering a final job offer.
2) Talent relies on social professional networks, online job boards, and word-of-mouth to discover opportunities. During initial contact, talent wants to understand the job responsibilities and why they are a fit.
3) The interview experience has a major impact on talent's decision to join - they want to meet their prospective
This document discusses insights for recruiters on attracting and hiring talent globally based on a survey of over 20,000 professionals in 29 countries. Some key findings include:
- 70% of the global workforce is "passive talent" who are open to opportunities but not actively searching. Compensation matters most for final decisions.
- Professionals are increasingly exploring opportunities online via social networks and job boards rather than just word of mouth.
- The interview experience makes a strong impression on candidates and can influence their decision to accept or decline a role. Candidates want to meet their prospective manager and learn about company culture.
- Staying connected with candidates after interviews through follow up or feedback increases the chances of
Do you have any open positions? Have your methods changed in acquiring talent? If not, #linkedIn has great tools to help you strategically find your missing link.
Hiring has changed dramatically over the years and will continue to do so in #2016 will bring more changes in #talentacquisition for clients and passive candidates alike #brandthejobwithculture #retentiongoals #todayshiretomorrowsfuture #linkedIn
This document provides insights into what talent wants from recruiters around the world based on a survey of over 20,000 professionals in 29 countries.
Three key insights from the report are:
1) 70% of the global workforce is considered "passive talent" who are satisfied in their current roles but open to opportunities, while 30% are actively searching.
2) Talent relies most on social professional networks, online job boards, and word-of-mouth to discover opportunities rather than company websites or search engines.
3) Compensation matters most to talent when making a final job decision, followed by work-life balance and professional development opportunities.
Three key insights about talent in South Africa from the document:
1. Talent in South Africa is more active than the global average, with 76% classifying themselves as passive versus the global average of 70%.
2. The top three most important factors for talent when accepting a new job are better compensation, more opportunities for advancement, and better work/life balance.
3. During the interview process, talent places most importance on meeting their prospective manager, having their business questions answered, and receiving post-interview follow-up.
This document discusses strategies for effective recruiting in a competitive market. It begins with an introduction highlighting that recruiting top talent is now a priority challenge for many organizations. It then covers trends in the changing labor market, including candidates having more options and counteroffers. The top five things organizations can do are outlined, beginning with focusing the recruitment strategy, targeting talent sourcing methods, developing hiring managers, leveraging social media and candidate engagement, and ensuring recruiters are set up for success. Throughout, it emphasizes the need for recruitment strategies to evolve in order to source, engage and hire top talent in today's competitive environment.
Three key insights about attracting and recruiting talent globally:
1. 70% of the global workforce is passive talent, satisfied in their current roles but open to opportunities.
2. Talent relies on social networks and online job boards more than any other channels to discover opportunities.
3. Compensation matters most to talent when making a final job decision.
This document provides insights from a study of over 10,000 job changers on LinkedIn about why and how people change jobs. Some key findings include:
1) The top reason people change jobs is for career opportunity/advancement. Appeal to career growth when recruiting.
2) 1 in 3 job changers changed careers entirely, so don't dismiss career changers and look for transferable skills.
3) Referrals are the top channel people use to discover new jobs, so invest in employee referrals for recruiting.
4) Candidates' top obstacle is not knowing what a company is like to work for, so showcase your talent brand to attract candidates.
Mortgage Sales Recruiting - Top TrendsPat Sherlock
Today, recruiting is the most important activity of a mortgage manager if they want to grow their business. This presentation reviews the latest trends in mortgage sales recruiting.
LinkedIn's 2017 talent insights report has all the data you could need on the state of the candidate experience, but recruiting superstar Stacy Zapar goes beyond the data to tell you what it means for your everyday recruiting strategies.
So, for example, if you knew 63% of candidates feel flattered when a recruiter reaches out, how can you use this to improve your response rates? What's the best way to reach out? What information should be included in your first email?
Stacy gives you the answers to these questions and more to help you optimize the candidate experience from start to hire.
Get the full report now: https://lnkd.in/eyvZfwH
Recruitment firms face an increasingly competitive landscape as the US hiring market heats up. Social professional networks have become the top source of quality hires and are seen as an essential long-term trend. However, most firms have a "passive talent capabilities gap" and do not effectively source or engage passive candidates. As budgets remain flat, context and high-quality content are growing in importance for recruitment marketing.
Lead Generation Campaigns:The Good, The Bad and The Ugly ClearEdge Marketing
In this deck we cover:
- Why Are Lead Generation Campaigns Important?
- What is a Lead Exactly?
The Good, The Bad and The Ugly for:
- Candidate Recruitment Campaigns
- Sales Lead Gen Campaigns
- Internal Hiring Campaigns
The document discusses 4 key trends in the recruitment industry according to a LinkedIn survey:
1) The US recruitment market is heating up as hiring growth outpaces global growth.
2) Social professional networks like LinkedIn are increasingly driving quality hires and seen as the most important long-lasting trend.
3) Most firms focus on recruiting passive talent but over half report difficulties in doing so effectively due to a lack of tools and skills.
4) Context and quality content are becoming more important in recruitment marketing as firms invest more in online advertising.
Are you looking for new ways to grow your institutional relationships? Learn ow nonprofits are using LinkedIn for fundraising.
Learn more at https://nonprofit.linkedin.com
Email us: nonprofitsolutions@linkedin.com
Advanced Social Fundraising - Put your network to work. Black Marketing
LinkedIn Sales Navigator can help nonprofits with fundraising in three ways: 1) Find the right donors and decision-makers through advanced search and filtering capabilities, 2) Get up-to-date information on prospects directly from their LinkedIn profiles, and 3) Send tailored messages to prospects through warm introductions from shared connections to increase response rates. Autism Speaks and the Muscular Dystrophy Association have found success using Sales Navigator to identify champions, leverage employee and board connections, and generate new meetings, sponsorships, and engagement opportunities.
This document summarizes a webinar presented by Manpower on using social media for recruiting. It discusses Intuit's journey in developing a social media recruiting strategy, where they started by using LinkedIn and Facebook, what they learned about engaging candidates on different platforms, and where their strategy has evolved to. It also covers some of the legal issues around using social media for recruiting and screening candidates, emphasizing the need to ensure practices are non-discriminatory, job-related, and consistently applied and documented. The webinar provided best practices for developing a formal social media policy and guidelines for searchers to comply with employment laws.
This document discusses optimizing LinkedIn for nonprofit organizations. It provides tips on creating an effective personal profile, including making sure profiles are accurate, locatable, impactful, value-based and engaging. Additional sections cover using LinkedIn to expand networks, conduct searches for potential donors and members, and strategies for connecting with new contacts.
Similar to Win Over Rock Star Talent On a Nonprofit Budget (20)
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.
Explore the latest talent insights from 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.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
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.
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.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, 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
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
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
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
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.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
Recruitment marketing involves promoting job opportunities and workplace culture, including employee feedback, along with products or services, in the form of articles, ads, images, videos, etc.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
3. Today we hope you walk away with...
Fresh ideas for finding talent where you may not have been
looking
Insights into the candidates you are trying to reach
Strategies to land your dream candidate when
compensation can’t compete
4. 4
Driven by data
Talent Trends Report - a survey into what talent wants
Over 20,000 professionals, 29 countries
2,000 nonprofit professionals
7,000 who are interested in working at a nonprofit
Job switching behavior based on LinkedIn member profiles
Sector switchers are defined as members who:
Initially held a position in one sector
Left their position in that sector during the 2 years analyzed, and
Began working in a different sector sometime thereafter
1
2
11. Movement into the nonprofit sector
Source: LinkedIn site data for positions dated from March 2013 – March 2015
65,087 671,162 for profitnonprofitgovernment
12. Industries with professionals switching to nonprofits
Source: LinkedIn site data for positions dated from March 2013 – March 2015
13. Source: LinkedIn site data for positions dated from March 2013 – March 2015
Top industries contributing to the nonprofit sector
Retail
Marketing and advertising
Information technology and services
Government administration
Financial services
Hospital & health care
Education management
Public relations and communications
Mental health care
14. 14
Nonprofits are hiring in 2015
Source: http://www.nonprofithr.com/wp-content/uploads/2015/02/2015-Nonprofit-Employment-Practices-Survey-Results-1.pdf
15. 15
Find nonprofit talent outside of the
nonprofit sector
Source: LinkedIn site data for positions dated from March 2013 – March 2015
Hiring for this? Look for people doing this:
Direct services • Research / graduate assistant
• Primary / secondary teacher
• Food service professional
• Retail sales person
Education / community outreach • Community outreach coordinator
• University professor / lecturer
• Student / intern
Program management / support • Project manager
• Consultant
Fundraising / development • Sales person
• Nonprofit board member / advisor
Marketing / communications / public
relations
• Marketing specialist
• Public relations specialist
• Journalist
16. 16
Source: LinkedIn site data for positions dated from March 2013 – March 2015
Hiring for this? Look for people doing this:
Finance / administration / operations • Administrative employee
• Assistant
• Human resources specialist
Technology • Software developer
Member / constituent services • Customer service specialist
Government relations / affairs /
advocacy
• Lawyer / judge
Find nonprofit talent outside of the
nonprofit sector
19. 2015 Talent Trends 19
Lucy has been a marketing
manager at an ad agency for
the past 3 years. She is
based in the pacific
northwest.
You see that her skillset and
experience is perfect for the
marketing role you’re hiring
for.
21. 2015 Talent Trends 21
From candidates themselves:
Recruiting is like getting married with only meeting your future spouse a
few times. I'd like to see multi-day hands-on working interviews to really
see whether there's a good fit.
It's frustrating to not feel heard. I'd like recruiters to understand my unique
skills and what I'm looking for in my new role before pitching me a job.
The process takes so long! Speeding up the application process
would make me a lot happier.
23. 23
Candidate journey
• Is there meaning in my work?
• What other companies are out there?
• Where would I be a good match?
• Where are my friends working?
Discovery Search
Questions/feelingsActions
• Open to receiving messages
• Ponder future opportunities
• Look on LinkedIn
• Browse online
• Talk with network
• Is this organization good to work for?
• What other companies are out there?
• Excited and inquisitive
• Respond to recruiters
• Investigate companies
• Identify job descriptions that are
interesting
• Purposefully engage network
Lucy Peruit
Marketing Manager
How can you start the relationship on the right foot?
24. When in doubt, reach out
2015 Talent Trends 24
How interested are you in talking to an in-house corporate recruiter or a headhunter for a search and staffing firm about a new job opportunity?
50% 32% 18%
Extremely and very interested Somewhat interested Not very or not at
all interested
82%
Discovery Search
Source: LinkedIn 2015 Talent Trends Report
25. 2015 Talent Trends 25
Top 3 ways candidates want to be contacted
Discovery Search
Source: LinkedIn 2015 Talent Trends Report
26. 2015 Talent Trends 26
Regardless of your level of interest, what are the most important pieces of information that a recruiter
should include in their initial message to you?
What should you talk about when you
first reach out?
2 Why you’re reaching out to them specifically
1 The role’s responsibilities
3 Projected salary range
4 The company’s culture
5 The company’s mission
Source: LinkedIn 2015 Talent Trends Report
Discovery Search
Make it personal, and cover what candidates care about
27. 2015 Talent Trends 27What channels do you use to look for new job opportunities?
Make sure candidates can find your opportunities
1 Online job boards
2 Social professional networks
3 Word of mouth
4 Company websites
5 Professional groups
6 Search engines
7 Online advertising
Source: LinkedIn 2015 Talent Trends Report
Discovery Search
Top channels where they look for jobs
29. 29
Candidate journey
Application Interview
Questions/feelingsActions
• Is the process easy or hard?
• Is this organization really interested in me?
• Why haven’t I heard back??
• Update resume / LinkedIn profile
• Apply to job
• Wait for response
• Reach out to employees at organization
• Apply to other jobs
• Whoo hoo!
• This is getting more serious… do I
really like this organization enough to
switch?
• Set aside time, prep, and attend
the interview
• Research organization reviews
• Talk to employees or others who
have interviewed there
Lucy Peruit
Marketing Manager
How can you make the interview great?
30. 30
The interview process influences perception
Interview
say a negative interview
experience can change their
mind about a role or
company they once liked
83%
say a positive interview
experience can change their
mind about a role or
company they doubted
87%
Source: LinkedIn 2015 Talent Trends Report
31. Interview experience also impacts the final decision
2015 Talent Trends 31
tip
How important is the overall interview experience in your decision to join a company?
77% 20% 3%
Extremely and very important Somewhat
important
Not
important
Interview Final decision
Make the interview great to win over your candidates
Source: LinkedIn 2015 Talent Trends Report
32. 32
What can you do to make that interview top notch?
The prospective manager
A team member
An executive
Don’t know
A recruiter
Prospective Manager
An Executive
Don’t Know
A Prospective Team Member
58%
19%
13%
3%
3%
A Recruiter
Introduce them to the right people
Interview
Which one person is most important in determining whether you have a positive interview experience?
Source: LinkedIn 2015 Talent Trends Report
33. 2015 Talent Trends 33
Outside of your interview with your prospective manager and/or team, which of the following are most important to you having a positive experience?
Bring your best assets forward in the interview
Interview
2 Having a conversation with leadership
1 Getting business questions answered
3 Experiencing company culture
4 Receiving interview follow up
5 Receiving clear logistics (time, location) in advance
What matters to talent on interview day
Source: LinkedIn 2015 Talent Trends Report
34. 2015 Talent Trends 34
When talent want to hear from you: want to hear
good news
by phone
77%
Interview Final decision
Stay connected after the interview day
After the interview, when do you want to hear from the recruiter about the role?
Whenever you have an update – 63%
Periodically, even without news – 49%
Only to extend an offer – 47%
Only to deny an offer – 44%
65%
want to hear
bad news
by email
Source: LinkedIn 2015 Talent Trends Report
35. Exceed candidate expectations
2015 Talent Trends 35
A majority of talent wants to receive interview feedback,
but less than half have received it before.
more likely to consider your company for a
future opportunity when you offer them
constructive feedback
4x
Interview
Candidates are:
Source: LinkedIn 2015 Talent Trends Report
36. 36
Interview
Interview process takeaways
1) The interview is critical to your organization’s talent reputation / recruiting success
2) Nail the basics, like logistics, locations and communications
3) Establish a consistent process with your hiring managers – ensure a positive
experience throughout all interactions
4) Hiring manager and a teammate are interview must-haves
5) Show off your great nonprofit culture!
6) Gather feedback and share as much as you can with the candidate
7) Don’t go dark – keep in touch with the candidates through the final decision
8) Play your cards right, and keep them warm for another opportunity!
38. 38
Candidate journey
Final decision
Questions/feelingsActions
• Will I enjoy working here and find it meaningful?
• Will I get along with my manager?
• Will this give me the means to support my family?
• Do I fit in with this culture?
• Talk to employees, friends, family
• Look for answers to questions from recruiters & hiring manager
• Weigh out all the factors to see if the decision is overall best for me
Lucy Peruit
Marketing Manager
Back to that final conversation. What influences her?
39. 2015 Talent Trends 39
Which of the following are the three most important factors that would entice you to accept a new job opportunity?
Better compensation
Better work / life balance
Better place to work (culture)
Better fit for my skill set
Opportunities for advancement
Better location
More challenging work
Better professional development
13%
27%
19%
26%
25%
27%
32%
42%
13%
23%
23%
24%
25%
31%
34%
48%
Interested in working at a nonprofit
Full time nonprofit experience
Final decision
Top factors for potential nonprofit talent (US / Canada)
when considering a job offer
Source: LinkedIn 2015 Talent Trends Report
40. 2015 Talent Trends 40
Besides compensation, what can you control?
Final decision
Better professional development – what educational / training programs do
you offer for your employees?
Better work / life balance – what is your culture like? Do you offer flexible
work hours or arrangements?
Opportunities for advancement – do you support internal mobility?
More challenging work– what is more challenging than saving the world??
Better place to work (culture) – how do you celebrate the ordinary, foster
relationships, make things fun?
41. 2015 Talent Trends 41
How do you benchmark and determine what is a fair salary?
Depends on perceived value of role
Set percentage change from last role
Talking with colleagues
Government statistics
Online research
60%
49%
40%
12%
30%
How professionals benchmark salary
Final decision
Benchmark in a similar way so that you can level-set expectations
Source: LinkedIn 2015 Talent Trends Report
42. 2015 Talent Trends 42
Key takeaways
1. Your potential talent pools go well beyond the nonprofit industry.
• Take advantage of your purpose-driven work - 3 out of 4 are open to a job with you, and
many are actively switching!
2. When in doubt – reach out.
• Personalization and detail about the role is key in the first communication. Use InMails,
emails, or cell.
3. The interview process is VERY important.
• Perfect details like the logistics, and training for your hiring managers.
• Show off your culture, and the impact your employees make.
• Provide feedback to the candidate throughout or after.
4. Keep in touch
• Giving updates, reaching out, and making an effort goes a long way.
5. Adjust offer details you can control
• Candidates care about a lot more than compensation – win over your rock star talent by
understanding what else they want.
44. 44
Other LinkedIn resources for nonprofits
Find employees
- 50% off a full time job posting
Find board members / volunteers
- 90% off a job posting for a volunteer or
board member
General resources
- Case studies, tip sheets
LinkedIn for Nonprofits – watch the webinar
overview of all our nonprofit offerings
Advanced search – great free tool
nonprofit.linkedin.com
Email us – nonprofitsolutions@linkedin.com
Editor's Notes
A: Name, role @ LinkedIn, background. I’m looking forward to sharing this info with you all as I know how valuable great hires are at a nonprofit. Something not on my LI profile
L: Name, role @ LinkedIn, background.
I’m lauren vesty – nonprofit marketing, work with our data analytics teams & observe trends
Here at LinkedIn profile, as a way to get to know each other better, we like to share facts that are not on our LinkedIn profiles. Something you wouldn’t know about me is that I am East Coast born and raised, but recently moved to the Bay Area.
A – We prepared today’s presentation with this in mind; if the NP sector is growing, what can we learn from our research to help nonprofits keep up with this growth and hire Rockstar talent?
From what we will share today, we hope you will walk away with strategies to help your nonprofit reach undiscovered talent pools, and a better understanding of factors outside of compensation that can influence a candidates decision to join your noprofit organization
L – For the purposes of today’s call, I’m going to be your data nerd.
Before we jump into the learnings, I want to share the background / context – how we got that data, and the overall landscape of what we see happening in the NP sector. can use this data to back up the strategies that you’ll want to implement
This webinar combines two massive reports / studies:
Is the nonprofit talent trends report, which you will get a link to after this call
Huge survey of over 20K professionals to find out what they really want
Combined that with sector- switching data that we’ve seen with profile updates on linkedin
When people update their titles, profiles, companies – we can track that and correlate to larger movements and trends
Analyzed over 100 MM profiles in a 2 year period to see where movement was happening between sectors
You can download full report after this webinar
L – why did we focus this webinar / analytics on nonprofit talent? 1) because nonprofits are changing the world for better and deserve the best people in the world and 2) the sector is growing! Nonprofit HR found that nonprofit growth is set to outpace private sector growth this year
Additionally, significantly fewer nonprofits expect to eliminate positions (7%) or gradually reduce staff (4%).
L – so where is all this great talent going to come from?
L –The great news is, almost 3 out of 4 people are interested in working at the nonprofit sector!
What does this mean? That your talent pool is a lot broader than you might think it is.
If you walked into a coffee shop and talked to 10 people there, generally 7 of them would be interested in working for your organization, or a nonprofit in general.
L– Recruiting just from the nonprofit sector is like going fishing, but only focusing all your efforts on one fish that you think will have a higher likelihood to bite.
In reality, there are a lot of fish out there that are interested in what you have to offer!
L– Recruiting just from the nonprofit sector is like going fishing, but only focusing all your efforts on one fish that you think will have a higher likelihood to bite.
In reality, there are a lot of fish out there that are interested in what you have to offer!
A— I haven’t done a lot of fishing, but I’ve done a lot of hiring for nonprofits, and I know that when someone already works at a nonprofit, its much easier to recruit them as you know what kind of ‘bait’ they are interested in.
Its good to know that people are out there, but opening up your search to the entire sea can be overwhelming! What information can you share with us to help our nonprofit audience reach outside traditional sources of hiring but also be targeted?
L – I hear you Audra, there is definitely a difference in expressing interest vs actually doing something. However, there are actually hundreds of thousands professionals moving into the nonprofit sector.
Beyond people just telling us this is what they want, we’ve seen real movement between sectors. Tracking member data throughout the past 2 years, there was quite a bit of transition between the nonprofit, government, and for-profit sectors.
And a lot were moving into the nonprofit sector, which means that many organizations are hiring outside of just the nonprofit sector
L - There is a wide range of industries that have professionals migrating to the nonprofit sector – government, medical, high tech, finance..
L - And to show actual numbers, Professionals moving into the nonprofit sector are most likely to come from retail, marketing/advertising companies, IT, or govt administration. A lot of skillsets nonprofits need are honed in these sectors, so don’t count someone out if they’re coming from a different sector.
L – the same group and survey found that these were the nonprofit functions growing the most this year - hope you can relate as you might be seeing hiring happen around these same areas
The direct services can be expected, while the emphasis on marketing, communications, finance, operations, etc show more investments in infrastructure.
From the Nonprofit HR Nonprofit Employment Practice 2015 Survey Results
A – Ok, I saw the list that you sent me of common job titles for people switching to the nonprofit sector and there are actually a lot of people out there with skills and background that can easily translate into some common nonprofit roles
I took the roles that they are moving from and tried to line them up with some of the roles they might be good at a nonprofit.
So for example, if you’re looking for a fundraising/dev person, you don’t have to just look within the already competitive fundraising talent pool; you could look at for profit talent with sales/ or nonprofit board experience.
A: Here are a few other examples; a person with customer service experience, might have the same skillset as a position in your organization that works with your members or constituents.
If you’re searching LinkedIn to proactively find some of these candidates, these are all good titles to search off of, as they’ve historically had high migration rates to the NP sector!
A- You can actually do this search within LinkedIn’s Advanced Search Tool; highlighted by the red circle here. Here I’ve searched for my previous example; by putting sales and board in the Title and selected the SF Bay Area, finding over 3,000 members that potentially have a background that could suite my open development position.
Those on the line with more advanced solutions will have access to more sophisticated search tools and the ability to directly reach out to candidates outside of their network.
A—
So Lauren and I have shared what we know about potential talent pools for your nonprofit and how you might find them; but I’m sure your thinking to yourself –would a person working in the corporate sector even respond if I reached out to them about a nonprofit opportunity? Particularly if they know nonprofits often can’t compete with for profit compensation?
You’re right to think that! Whether for profit or non profit candidate—there are many opportunities for you as a HR professional to impact a candidates decision to consider joining your organization during their candidate journey.
A –
Let’s use Lucy as an example to think about how we can engage and attract rock star talent to your nonprofit.
Let’s say for example your nonprofit has an open marketing role.
You decided to look outside employee referrals and posting to nonprofit sites; and used advanced search to find other marketing professionals in your area.
Found Lucy, She looks like a great match.
Lucy has been at her job for 3 years, isn’t actively looking for a new job but feels a sense of purpose is missing and might be open to new opps.
What can you do to engage a candidate like Lucy so she ultimately accepts that final offer?
A:
As we mentioned, there are so many opportunities to influence a candidate well before you get to that final decision.
This isn’t news to you all on the line, but what will be interesting is the data and research Lauren has to share that can show just how important each stage of the candidate journey is and specifically what you can do to improve that experience to ultimately land your dream candidate.
We will walk through these stages to share what we’ve learned from LinkedIn members in terms of what they are looking for at these important points during their candidate journey
L – as a hiring manager or recruiter, how often do you think through / evaluate candidate’s experiences with you? We’ve pulled out a few quotes to keep the candidate’s experience front of mind for the journey. – call out that you could potentially have someone shadow
A – So lets dive in and figure out how we can provide a positive experience early on in the candidate journey while they are still in their D& S stage
A – First we have to understand where the candidate is coming from? What are the things that she is thinking about, and what frame of mind is she in when you first approach her?
Lauren – I’m curious what were you thinking before you got your most recent job?
I was open to opportunities, thinking through what might be more challenging roles that might be better for my skillset
A – Lauren was definitely similar to Lucy. She’s starting to question other places she could work, and feeling excited at the possibilities. She is just starting to talk to friends and network, but really is open to hearing about new opportunities and investigate working for companies she may not have considered before.
Now as a nonprofit recruiter what would be the best way for me to get Lucy’s attention?
How do I even know if she is interested and how do I even reach out to her?
L - Data from people who indicated that they were interested in working at a nonprofit – 82% are open to hearing from recruiters, and a large majority of that is VERY interested in hearing from you!
L - How can you reach out? Simple – email, InMails, and phone calls are the top three preferred methods
A- ok, this is still not so simple, what can I say in that initial message that’ll get their attention?
L – that is a good point! While it might seem like a stretch, getting a job is a really personal matter, so make sure that you’re thinking about what candidates would want to know. These are the top 5 items a candidate wants to hear when you first reach out.
Culture / mission – beyond your mission statement, really what it is like to work there
- This is what the data shows us - Use your discretion on when you want to reveal salary range, it can work in a couple ways – on one hand, you can quickly weed out people who will always be out of reach, or you could get them interested when they might not be
L - beyond direct outreach, I also want to show you what channels will be helpful to you
LAUREN—I think this transition is awkward so maybe you just talk through it?
A – this is super helpful Lauren, because using a variety of channels will help you reach the widest population of candidates interested in working for you.
53% of professionals rely on friends and colleagues to discover new opportunities. Do you know what people are saying about your organization as a place to work?
A
Ok, so now we’ve identified Lucy, we reached out to her and engaged her in a meaningful way –next we move on to the Interview Experience. Oftentimes we think of this as a time for the candidate to sell us on their fit for the organization, but it’s also a time where a candidate where learn a lot about us.
A -- So again, lets go back and put ourselves in the candidates shoes – What do we think Lucy is think about right now? How is she preparing for the Interview?
Lauren, lets go back to you – how did you feel after LinkedIn set up an interview with you?
Lauren---says things on the slide
A –Exactly, Lauren, just like Lucy is thinking a lot about the process and is starting to gather even more information should she have to make a decision at the final offer.
A –
No matter how well you pitch a job, nearly all professionals are still unsure about the job and company when they show up for the interview.
Getting the interview right will win you top talent, while getting it wrong can hurt your recruiting efforts.
You have a lot of opportunity here to provide an experience that showcases why your nonprofit is such an amazing place to work, and provide the candidate with information and experiences that could influence their perception of your organization.
This isn’t just important in landing your dream candidate– people who go on the candidate journey with your nonprofit can be future brand ambassadors for you; you want everyone to walk away, whether with a job offer or not, having great things to say about your organization.
L – talk about the data
MOVING THIS TO SLIDE 35; Makes more sense after we’ve shared tips? A – So for those of you that stated earlier you’ve lost candidates at the final offer think about pulling together your recruitment team, hiring managers, and other HR partners to brainstorm how you can create a positive and memorable experience for every candidate you interview
L –
58 % of respondents said that the most important interview was with their prospective manager – not surprising as we recently did another study as to why people switch jobs – and one of the top reasons was their manager! They want to make sure that they’ll vibe well with and work well with the new person
L – When asked about factors outside of your interview with a prospective manager or team, these factors were most important to having a positive experience
From a for-profit company to a nonprofit, I might want to know what the leadership is like, where the funding is from, what it is like to operate in that environment
Be prepared to be totally transparent, give development example
A – So for those of you that stated earlier you’ve lost candidates at the final offer think about pulling together your recruitment team, hiring managers, and other HR partners to brainstorm how you can create a positive and memorable experience for every candidate you interview.
personally, when I was switching jobs, I was pretty unsure about it – I was brought into a lounge vs. a conference room, and had a coffee with my prospective manager, I was able to soak in the culture
- That could mean bringing them into a busy part of the office, or bring them by to see any celebrations or activities that might be going on – supplement in-person experience with your online presence
A – The experience doesn’t end at the interview either; make sure you put thought into how you stay connected afterwards.
As you can see on the left, candidates want to hear from you and perceive the candidate journey and your nonprofit more favorably when you keep them updated.
If you have good news, make the extra effort and call them on the phone, if you have bad news it might be ok to comm by email
Remember, this is important as potential candidates can become positive or negative brand ambassadors for your organization even if they don’t end up working for your org
A – And going a step further on that point, a majority of candidates want to hear feedback; but less than half actually do.
Offering interview feedback to talent is a simple way to leave a positive impression and show you care about their success, whether or not they become your next hire.
While this may seem like an extra step that is too time consuming it is also another opportunity to provide a candidate a positive experience. The people you do not hire have just as much influence on your company’s reputation and talent brand as those who do join your team.
L - Team driven image – you can see how important the interview process is – create training and consistency across all your hiring managers
A –
Alright, so Lucy has made it through the interview, you see that she is a true talent rock star, a great fit for the organization, but you’re still not sure your nonprofits compensation package and the great interview experience she had will be enough. What other information can you bring to the table to help with that final decision?
A - Again we go back to what Lucy is considering at this stage. An offer has been extended, and you’ve sold her on a lot of aspects of your organization at this point.
What is she weighing out as she goes through the final decision making process? She’s probably trying to picture herself working at the organization; and if she doesn’t have enough accurate information or experiences to paint that picture, she might only base her decision on comp.
L:
As a lot of you may have guessed—comp is high on the list
But there are other areas that weigh heavily that can help us think about how we frame that final decision.
Break into a list with examples or actionable items
When a candidate who works at a nonprofit, or is interested in one, is considering a job offer, there are a few factors that matter a lot and others that hardly matter at all. Increase your candidate acceptance rate by knowing the difference.
L:
Ask people to chat in some examples; will read out at the end
A – I know we don’t always have control over comp, but its also important to try and recognize how your candidates are determining their salary benchmarks. Most professionals rely on their own judgment to determine a fair salary, so be open and honest about why you’re offering a certain compensation package.
The majority set their expectations based on the perceived value of the role so make sure you’re clear and accurately portraying the job’s responsibilities and workload.
Provide an opportunity for open and honest communication about how they came to their compensation expectations; oftentimes this can help the candidate feel valued even if at the end of the day your hands are tied on the salary range.
A + L
A: Hopefully at this point, you’ve learned more about how to hire rock star talent for your nonprofit in ways that you hadn’t thought about before. You’ve gotten an inside-look at what talent wants to know, so use that knowledge to your power to provide the best experience for those candidates that your nonprofit can’t live without.
A – 1) we know that so many people are interested in working at your nonprofit, so take advantage of your meaningful mission and look beyond the nonprofit sector
L – 2)
A- 3) the interview process is critical, make sure you’re thinking of all the opportunities to positively influence a candidate’s perception of your organization – remember, over 80% say that an interview can make or break their view of an organization
L – 4) 94% say being contacted by a prospective manager can make them accept a job faster, 89% say being contacted by a recruiter
A – 5) your candidates care a lot more about comp, make sure they have all the information they need for that final decision
L - Just so everyone’s aware,
Don’t forget Talent Connect is coming up in October. This is the world’s largest talent acquisition conference, and this year will feature speakers and sessions exclusively for our nonprofit audience.
**David made point to state that this is an opportunity to step outside of nonprofit bubble and talk to HR professionals from all different sectors
L - LinkedIn has some great resources exclusively for nonprofits. Take advantage!