Coreworkers LTS Partner Workshop - Stockholm April

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS

Coreworkers partner workshopLinkedIn Stockholm, 24th April 2014

LinkedIn: A global pool of talent

2M+INDONESIA

2M+PHILIPPINES

1M+MALAYSIA

1M+SINGAPORE

1M+SAUDI ARABIA

16M+BRAZIL

93M+UNITED STATES OF AMERICA

9M+CANADA

24M+INDIA

5M+AUSTRALIA

1M+NEW ZEALAND

3M+SOUTH AFRICA

1M+UNITED ARAB EMIRATES

13M+UNITED KINGDOM

7M+FRANCE

6M+ITALY

1M+BELGIUM

1M+DENMARK

2M+TURKEY

4M+NETHERLANDS

1M+SWEDEN

5M+SPAIN

300M+Membersworldwide

+2 New members per second

187M Monthly unique visitors

Vision is to bring economic opportunity to every member of the global workforce

http://press.linkedin.com/about

5000+ employees Offices in 27 cities globally Available in 22 different languages 300m+ members in 200+ countries 39m students and recent grads – fastest growing demographic

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 7

Why LinkedIn Talent Solutions?Engaging the BEST talent, not just active job seekers

20%Semi-active

& active

80%Passive

& Super-Passive

“Hiring the best person available for a

position, rather than the best person who

applies to a

job posting, requires a different type of

recruiter

and a different type of recruiting process.” Lou Adler CEO Adler Group

1

2

3

4

5

6

1

Career Opportunities

NOTJob Descriptions

Careers are a lot like shoesPreferences differ, and fit is extremely important


A different target…

Active Candidates

Regularly visit job boards & career sites

Have a current resume

Eager to read job descriptions

Likely to apply for a variety of positions

Don’t visit job boards or career sites

Don’t have current resumes

Unlikely to read a standard job description

Likely will listen to the right opportunity

Passive Candidates


…Requires a whole different approach

Focus on what they will do and become, not what

qualifications they have.

Start a career conversation, don’t lead with job

descriptions.

Initial evaluations based on their LinkedIn profile,

not their resume.

Willingness to ‘play the long game.’ Build

relationships. Build a pipeline of talent for the future.

3

4

5

6

2

Recruiting

ISMarketing

1

Career OpportunitiesNOT Job Descriptions


Great recruiters think about jobs the way marketers think about products

Strong brands move people toward purchase long before they enter the store

Do you think people treat

CAREER DECISIONSany less seriously?

What is YOUR talent brand?


Large company or small, every recruiter should think like a marketer

Bold, memorable visualswith lively colors

Focus on employeesthrough videos andquotes that emphasizeculture

Arresting copythat grabs the reader

Multiple page versionshighly targeted to

visiting talent

Custom Adswith a branded look

17

18


Talent leaders know that brand matters

83%Say employer brand has significant impact

on ability to hire great talent

19


Employer brand investment is rising

51

419

Spent Same

Spent Less

Spent More

“Did you spend more, less or the same on

Employer brand in 2012 compared to 2011?”


A Strong Talent Brand Is…

Relevant– To the target audience

Consistent– Must build trust

Credible– Must deliver on its promises

Inspirational– Will connect on an

emotional level

Unique– Set itself apart from its competitors

CultureAuthenticity

Dialogue Consistency

EngagementAwareness

Employer of choice

“Recruiters’ 10 years from now will be

preoccupied with marketing, PR, community

building, and employment branding. The ‘War

for Talent’ will

be a ‘War of Relationship Marketing’.”

Matthew Jeffery Global Head of Talent Strategy & Innovation HR Talent Acquisition, SAP UK Ltd.

Recruiting

ISSales

4

5

6

3

1


2Recruiting IS Marketing

great

RECRUITERSare always recruiting

great SALES PEOPLEare always selling


Actively seek great prospects

Pick up the phone; reach out; engage

Build relationships

Challenge people to think differently

Great recruiters do too

Sales people…


The sales funnel

SOLD!

Qualified Prospects

Proposals

Solution Overviews


The recruiting funnel is no different

Hires

Qualified Profiles

Interviews

Interested Responses


Regardless of organization size

Hires

Qualified Profiles

Interviews

Interested Responses

5

6

4

1



Every Employee

ISAn Ambassador

Recruiting IS Sales3


Me

Every employee a hub

Every profile view AN OPPORTUNITY


Engaging, friendly picture Who wouldn‘t want to work with Stacy?

Linksto branded destinations

Killer summaryWritten in the first person, oozing with passion.

Descriptive headlineThat goes beyond the title

OTHER FEATURES WE LIKE

• Core skills, endorsed by her network

• Volunteer experiences• Just enough on prior

positions to build credibility

Lead by exampleThe anatomy of a well-branded recruiting profile

Roll it Out

6

5

1



Harness the

POWERof Data

Recruiting IS Sales3

4

Every employee ISan ambassador


Do your hiring managers want you to find this?

Do you use data insights to measure the talent market?

6

1



Be

STRATEGICRecruiting IS Sales3

4


5Harness the

POWER of data


Elevating the recruiting function

Strategic

Continuous pipelining

Continuous multi-channel engagement

Powerful talent brandEmployer of choice

Talent data guides business strategy

True strategic leadership

Developing

Early shift toward passive talent

Some social recruitingBuilding awareness

Defined employer value proposition

Traditional

Post and prayAgency reliance

ReactiveStart from zero

Foundational

Strong sourcing capabilities

Targeted engagement

Employees as talent brand ambassadors

Success metrics


Elevating the recruiting function

Strategic

Continuous pipelining

Continuous multi-channel engagement

Powerful talent brandEmployer of choice



Developing

Early shift toward passive talent

Some social recruitingBuilding awareness


Traditional

Post and prayAgency reliance

ReactiveStart from zero

Foundational

Strong sourcing capabilities

Targeted engagement


Success metrics

Sourcing

Engaging

Branding

Data


Strategic

Internal and external talent engagement

Engage everywhere, including mobile

World class marketing of talent brand



Developing

Early emphasis on passive talent

Job board and social recruiting


Traditional

Agency reliance, reactive

Post-and-pray

Foundational

Sourcing excellence, team-wide pipelining

Targeted engagement


Success metrics

Sourcing

JobsB

randM

etrics

Where is your organization today?

Where do you want

to be?

1


2

3

4

5

Recruiting IS Marketing

Recruiting IS Sales


Harness thePOWER of data

6Be

STRATEGIC

6 Steps to PassiveTalent RecruitingExcellence


LinkedIn Core Solution

Personalized Job Targeting

The right job, in front of the right people, even when

they aren’t looking.

Talent Brand Development

Leverage your authentic brand to improve applicant

quality and quantity.

Strategic Sourcing

Find your ideal candidates and engage them, quickly

and easily.

41


Target candidates with the most relevant jobs

50%Of all applications for jobs

on LinkedIn come from JYMBII


Showcase your talent brand on LinkedIn


Showcase your talent brand on LinkedIn

Jim YoungAccount Executive, xyzCoSan Francisco Bay Area | Software

Addison AugustoSr. Account ExecutivexyzCo– San Francisco, CA

Current xyzCo, Account Excecutive

Previous Acme System, Associate Account Executive

Education San Jose University

Eric RobertsonProduct Manager at xyzCo

Picture Yourself at xyzCo


Talent Brand ROI

45

50%Savings in cost per hire is associated with a strong employer brand

Companies with stronger employer brand have 28% lower turn-over rates than companies

with weaker employer brands

$

Source: LinkedIn Survey, 2010, 2250 Responses


Find and engage your ideal candidates


Find and engage your ideal candidates


A virtuous cycle of recruitment excellence

Strategic Sourcing

PersonalizedJob Targeting

Talent BrandDevelopment

49

©2014 LinkedIn Corporation. All Rights Reserved.

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Coreworkers LTS Partner Workshop - Stockholm April

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linkedin talent solutions

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