Evolution of Recrutiment - Change - Home | AHEIAProactive Sourcing & Branding Efficient & Effective...
Transcript of Evolution of Recrutiment - Change - Home | AHEIAProactive Sourcing & Branding Efficient & Effective...
Talent Solutions
©2012 LinkedIn Corporation. All Rights Reserved.
Tim GroganHead of Solutions APAC, LinkedIn
Evolution of Recruitment – Embracing Change
Our MissionConnect the world’s professionals to make them more productive and successful
LinkedIn 2013 Global Recruiting Trends 3
EverywhereWork wherever our
members work
InsightsBe great at what
you do
IdentityConnect, find, and
be found
Professionals come to LinkedIn to develop their careers, not just to find jobs
3
LinkedIn 2013 Global Recruiting Trends 4
LinkedIn deliversaudience at scale
globally
259M+
LinkedIn Internal Metrics Q2 2013
Australia
5M+
LinkedIn 2013 Global Recruiting Trends 5
“The only thing that is constant is change itself”
LinkedIn 2013 Global Recruiting Trends 6
Strategic
Talent Solutions is Enabling Organizations
People Talent
ReactiveTransactional RecruitmentHigh Cost
Quantity = Active
ProactiveSourcing & BrandingEfficient & EffectiveQuality = Passive
Emerging
Foundational
Traditional
LinkedIn 2013 Global Recruiting Trends 7
“It’s a digital world”
LinkedIn 2013 Global Recruiting Trends 8
“Social Proof”
LinkedIn 2013 Global Recruiting Trends 9
Nearly 63% of consumers indicate they are more likely to purchase from
a site if it has product ratings and reviews.
Source: Kissmetrics
LinkedIn 2013 Global Recruiting Trends 10
“Digital Customer Experience”
LinkedIn 2013 Global Recruiting Trends 11
LinkedIn 2013 Global Recruiting Trends 12
“47% of workers say that a company's online reputation matters as much as the job offer.”-Harris Interactive UK
225 human resource managers and 2,035 employed adults
LinkedIn 2013 Global Recruiting Trends 13
How are you engaging Talent today?
LinkedIn 2013 Global Recruiting Trends 14
Developing
Foundational
Strategic
Traditional
Brand
JobsM
etricsSourcing
Partnership
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent
communities
Post-and-prayTargeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Defined employer brand strategy
Established metrics and benchmarks
Influential talent brand engaging employees and
candidates
Build internal capabilities to focus on passive talent
Jobs on niche boards and social platforms
Understanding of employee
value proposition
Data driven decision making
Talent Acquisition siloed from HR
Strong collaboration with Marketing, PR,
Communications
Strategic business advisor to C-Suite
Engage HR counterparts and Hiring Managers
Talent Acquisition Maturity Model
Managing the phases of change
LinkedIn 2013 Global Recruiting Trends 15
Key themes amongst our most strategic clients
Influence perception in the market
Engage with hard-to-find talent
Target quality candidates
Attract candidates
Measure influence
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22
33
44
55
LinkedIn 2013 Global Recruiting Trends 16
2.9 Million academics around the world on LinkedIn
% hired in last 12 months
Define the market you want to influence
LinkedIn 2013 Global Recruiting Trends 17
Know what differentiates you in the “war for talent,” and amplify that message
11 Influence
LinkedIn 2013 Global Recruiting Trends 18
Choose your areas of focus and proactively go after your hard-to-fill roles
22 Engage
The talent that matters to your business
The talent that matters to your business
The talent that’shard to attract
today (vs peers)
The talent that’shard to attract
today (vs peers)
Where it’s important to “go big” (~80%)with your proactive branding efforts
Implement the 80/20 rule
LinkedIn 2013 Global Recruiting Trends 19
Use data to help you define your sourcing strategy
19
22 Engage
LinkedIn 2013 Global Recruiting Trends 20
Best-in-class only targets qualified talent pools to cut down the noise of applicants
LinkedIn: In depth targeting to screen talent pools
Digital media helps you only engage with the talent you want
33 Target
LinkedIn 2013 Global Recruiting Trends 21
What do academics want in a job?
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25%
27%
28%
31%
34%
36%
37%
37%
38%
39%
44%
47%
47%
A company with a long-term strategic vision
Strong career path
Having a good relationship with your superiors
Flexible Work Arrangements
Values Employee Contributions
Job security
Culture that fits my personality
A place I would be proud to work
Ability to make an impact
Having a good relationship with your colleagues
Excellent compensation & benefits
Good work/life balance
Challenging Work
Be authentic in your message
44 Attract
Understand the Influence of your Talent Brand
Talent Brand Reach
Talent
Talent that’s familiar with you as an employer
Talent Brand EngagementTalent that is interested in you as an employer
Researching company and career pagesFollowing your companyViewing jobs and applying
Viewing employee profilesConnecting with your employees
745,909members
members116,299
22
= 16%
55 Measure
16%14%
12%10% 10%
8%
Peers
University A
University B
University C
University D
University E
University F
2of7
Weaker employer brand
Employer of choice
24%
Talent Brand Index Benchmark55 Measure
LinkedIn 2013 Global Recruiting Trends 24
ROI on recruitment efforts55 Measure
LinkedIn 2013 Global Recruiting Trends 25
To learn more….2013 Global Recruiting Trends ReportGlobal and Additional Countries: lnkd.in/GlobalRecruitingTrends
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2013 Talent Brand PlaybookLinkedIn's Employer Brand Playbook shares the 5 steps you need to build a highly social talent brand. You'll get vital info that you can use today:: http://talent.linkedin.com/employerbrandbook/