Never Go To Campus Again Game-changing Campus Strategy that Works Across TA

Tey Scott Director, Global Talent Acquisition Programs

Doris Tong Head of Global Campus

Recruitment

Today’s Agenda

•  The Tey & Doris Show – 20 Minutes •  Breakouts – 15 Minutes •  Wrap Up, Readouts, SWAG – 10 Minutes

2011 We had 5 million students and early in career professionals

on the LinkedIn network.

Today We have over 52

million and growing.

Ever been to a Career Fair?

Where do you find top talent?

Maybe here? Or here?

Problem. Your booth is here

Top talent may never come your way

Or top talent may not even be in the room

And you leave it all to CHANCE.

 But imagine if you could…  Skip the career fair altogether...  And pin point your ideal candidates...  Before any other company...  And build a personal connection with them.

So instead of this:

You have this:

 Imagine identifying all early in career talent by never going to another

campus again

 Campus BHAG started in 2014

How did we start?

Multi-pronged Approach

3 Year Evolution

TAM Research, Iteration, Systems, Processes, etc.

–– 100% Traditional Campus

While We Started TAM Research

Year 1

25% Sourcing & TAM ––

70% Traditional On-Campus ––

5% Unique On-Campus Engagements

Year 2

100% Regionalized and Channels Strategy With

Unique On-Campus Engagements

Year 3

100% 100%

70%

25%

5%

 Doris Tong  Head of Global Campus Recruitment

What is TAM 4 Campus?

Using The TAM Approach For Campus

AFFINITY Which Prospects Are Most Likely to Engage?

QUALITY Who Has Expertise in Skills We Need?

High

Low

High

1: Many 1:1 Approach

1: Many 1: Many

What is unique on-campus engagement?

–––––––––– •  Used TAM to Target The Right Talent

•  Sourced and Invited Talent From Our Network

•  Scheduled a Week of “Events” On Campus

•  Held 3 Tech Talks and 2 Diversity Events

•  Engaged With 500 Unique Students

•  Hired 25 Students (On Par With Traditional Campus Recruiting Returns)

–––––––––– •  Did Not Attend Career Fair

•  Did Not Put on a Traditional Dog and Pony Info Session

•  School Was Pleased With Effort and Engagement (So Did Not Alienate School)

Career Week

Strategies For Efficient Talent Engagement

Talent Direct

Allows us to reach highly targeted passive candidates

directly with InMail.

Sponsored Updates

Let you publish relevant content straight to the LinkedIn

feed of any member of the site, not just your Company

Page Followers.

Career Pages

A powerful way to showcase a company’s talent brand

and opportunities.

Recruitment Ads

Allow you to source more effectively by brining the

company top of mind from your target audience.

What is the channel strategy?

Campus Recruiting Channels

Intern Conversions

Referrals

Diversity

Open Houses

Hackathons

Schools

Conversions Referrals Inclusive Partners Hackathons Open Houses Schools

OPEN HOUSE

Recruiting | Priority Projects & Initiatives

Leveraging LinkedIn Platform

+

Diversity Focus

Intern Conversions

•  Intern Events •  Recruiter Office Hours •  Themed Speaker Series with Reid •  Hiring Manager Influence

Referrals •  Tech: Increase Referred Hires •  BLP GS: Increase Referred Hires •  MBA: Start Leveraging ERP for MBA Hires

Diversity

•  Increase BLP S&A Diverse Hires •  GHC Hires •  MLT Hires •  Jopwell Hires

Regional Strategies •  20% of Open House & Accelerate U Attendees Proceed to TPS1

Hackathons •  Hackathon Follow Up Plan

Schools •  Reduce Total School Visits by 75%

 Tey Scott  Director, Global Talent Acquisition Programs

Regionalized Strategy

Our BHAG Enables Diversity

•  1 Campus Trip: •  $$$ (5 Engineers, 1 Recruiter, Catering, etc.)

•  Limited Targeted Applicant Pool

•  New Model: •  We Can Save $$$ and Be More Efficient By

Reducing Campus Visits

•  AND We Can Widen Our Opportunities to Wide Swaths of Diverse Talent, Schools, Skills, Org.

WHERE WE WANT TO GO… RPS

TPS

ONSITE

HIRE

RPS

TPS

ONSITE

HIRE

DIVERSITYROBUST & DIVERSE

TOP-OF-FUNNEL

Campus Outcomes TYPICAL CAMPUS SOURCING •  Job Postings •  Referrals •  Campus Resumes

Moving Forward: Our New Strategy

Introducing...

What is Accelerate U?

Accelerate U is LinkedIn’s strategy to unlock talent across the globe. LinkedIn targets areas populated with students/schools and hosts an event focused on building skills needed to land a job.

Our strategy is simple, expand the recruiting efforts and broaden our reach by bringing multiple Universities together in one location and provide students an experience to learn, connect and engage with LinkedIn.

“Change is a Process, Not an Event” Our Results

2014

•  70% of Hires Come From Targeted Schools

•  30% Are Pre-Sourced From Non-Target Schools

•  Talent Pipeline Actively Used to Source Candidates

•  Hiring Target Driven

2015

•  Identify 1-2 Pilot Programs

•  Do Not Replace Campus Recruiting à Augment.

•  Access ROI Concurrently to Evaluate Success

•  Make Recommendations to Adjust/Fine Tune

•  Hires From 500 Institutions

•  73% Reduction in Campus Visits

•  70% of Hires Come From Outreach vs. Campus Trips

Present

•  Channels and a TAM Created for Every Business Function/Role

•  All On-Campus Activity is For Branding or Hyper-Personalized Events

•  New Regionalized Strategy in Place

•  Diversity Outcomes are incredible. 23% URM Hiring Results from Diversity Channel in Non-Tech/Sales.

Applying These Concepts to Repeating Skill Sets

The Process to Apply This to Repeating Skill Sets

End Up With New/Different/Better Outcomes

Start With a Set of Repeating Requisitions

Develop Your “TAM” by Segmenting Your Target into Categories

Limit Posting So You Can Reduce Noise

Develop Your Channel Strategy

Go After Your Targets in Your TAM by Engaging Them Through The Platform, Advertising, Other Engagements

Leverage: Events, Partners, Referrals, Diversity, etc. to Build Out Your TAM

Breakout Session 15 Minutes