How to interview and hire game changers webcast
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Transcript of How to interview and hire game changers webcast
How to interview and hire
game-changers
Meet your presenters
Christina SouthgateSenior Manager, Executive
Search APAC LinkedIn
Tegan OakleyCustomer Success
ManagerLinkedIn
Everyone on the line is muted
Please type questions into the chat box addressed to All Panelists
Dedicated Q&A at the end
The presentation and recording will be sent via email after the webcast
Housekeeping notes:
Toll free call in numbers
New Zealand 0800-16940 Australia 1800-049-813 Singapore 800-101-2599 Hong Kong 800-96-3828
Who is a game-changer?
How do you define game-changing talent at LinkedIn ?
How do you lead the intake meeting and align key stakeholders ?
Define your RAPID
Stage Description Key StakeholderRECOMMEND Recommend a decision or action Hiring ManagerAGREE Formally agree to a decision – views must be
reflected in final proposalsALL Interviewers
PERFORM Be accountable for performing a decision once made
Executive Search Team
INPUT Provide input to a recommendation Compensation & Benefits Human Resources
DECIDE Make the decision Hiring Manager
RAPID Process
Using the Total Addressable market model to hire leadership talent
Mastering that pitch aimed at prospective candidates
How do you use data effectively ?
Setting the stagefor changing the game
Use LinkedIn Recruiter to…
Target your hiring: total addressable market (TAM) identification and analysis
Recognise what talent & skills are available in the
marketplace
Know where companies source specific skills from
Understand which companies have the largest
critical mass of skills
Set expectations with your hiring manager
Why build talent pools using data
77%of recruiters say they are more efficient
in their recruiting efforts when they have a solid understanding of the market and
talent pool they are recruiting for
75%of recruiters don’t use talent pool
insights during intake or kickoff meetings with hiring managers
71%
Yet 71% say they would use talent pool insights if it they were easily
available, shareable, and understandable
LinkedIn Talent Solutions Survey, (Dec 2014)
Quantify the total addressable market for your hiring manager
Total Addressable MarketIndividual possess the minimum requirements
+ a few desired job requirements
Software Engineer +Java AND C++
+ Sydney, Australia+ Medical Industry+ ERP Technology
Software Engineer
Java AND C++ AJAX+ Sydney Australia
Ideal candidates
Agree on the target talent pool after removing or altering job criteria
0 1971
82126
Every “requirement”
Remove oralter one:
Remove or alter a third
Remove or alter a third
Remove oralter a fourth:
Once you do this your hiring manager, you will have realistic talent pool of prospects to go after.
Research and refine the target talent pool with data
Get an overview of your talent pool
Order taker versus ADVISOR
Guessing versus KNOWING
Data defined talent conversations
3 things we encourage you to start thinking about
How will you build a RAPID of your stakeholders while looking for game changing talent ?
What are the top 3 things that you would like to highlight in your pitch while pitching a job ?
How can you use data to communicate and add value to hiring manager conversations ?
Questions?
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more.
visit https://business.linkedin.com/talent-
solutions/contact-us