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

11

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?

21

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/