Connecting talent to opportunity at a massive scale 10 tips

Recruiting Solutions


“Connecting Talent to Opportunity at a Massive Scale”

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Travis BurgeTravis BurgeStrategic Recruitment Product Consultant+61 (3) 9674 [email protected]

LinkedIn | Internet |MelbourneConnections: 500+| Recommendations: 4


Talent


What We’ll Cover Today:10 Tips to Drive Your Social Recruitment Strategy

1. Relationships Matter: Power of Understanding Networks

2. It starts with YOU

3. Pimp Your Employees/Hiring Manager’s Profiles

4. Passive Candidates

5. Listen to the Data

6. War on Talent has Shifted

7. Share Content: It’s Not just about Jobs

8. Pay it Forward: Engage in Groups & Answers

9. Get on Demand learning

10. Leverage APIs/Plugins Via LinkedIn Developer Network


#1. Power of Understanding Networks


http://inmaps.linkedinlabs.com/

#1. Power of the LinkedIn Network

http://inmaps.linkedinlabs.com/


#1. Unleash the Power: Build Your Network

“The best way to strengthen your network is to keep a robust mix of collaborative partners, alliances, likeminded individuals, but also just as important, loose acquaintances”.

“People you know well tend to think similar thoughts, have access to the same content as you and generally don’t provide much new opportunity. Weaker ties add a fresh element to your network "feed" and expose you to content you’d otherwise never see”.


#2. Start with YOU: So, how to build a great recruiting profile on LinkedIn?

1. What is your goal? Who is your audience?

2. Be authentic: Let the real you shine

3. Invest time

4. Display pride and excitement

5. Get recommended by people you have placed

6. Connect with your customers

7. Don’t be afraid to put off some candidates

8. Make your public profile interesting


#2. Start with YOU: Personal Brand

Photo &Headline

Website LinksCompany, Careers, Blog

Engage via status updates

SummarySpecialties


#3.Pimp Your Employees/Hiring Manager’s Profiles

Your employees and (Hiring Managers) are engaging talent every day; mobilize them as brand ambassadors

114,183Potential candidates view employee profiles per year


#4. Reach the Best Candidates, Not Just Active Ones

Passive>80%

+200M

Active<20%

members

You Hired 3,418LinkedIn Members Last Year

You hired overPassive Candidates- Work on doing their jobs better- Develop networks- Only listen to the right

opportunities

Active Candidates- Work on their job search- Search job boards- Seek out many

opportunities


#5. Listen to the Data


Data Insight – Oil and GasHouston Vs Dallas

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Fast FactsOil and Gas professions in Houston twice as likely o be contacted by a recruiter than Dallas professionals.

Lower-demand markets like Dallas and Oklahoma Cityare likely to offer untapped sources of talent

Talent is heavily concentrated in the Houstonarea–home to over 50% of the talent pool


LinkedIn: Data Center

Operations Manager

Using data to set expectations…(Don’t fly blind, balance the ledger)

Keywords: "Data Center" OR "Datacenter"

Location Within 50 Miles

Industry: Internet

Seniority: Manager

Interested In: Potential Employees

Company Size: 501-1,000 OR 1,001-5,000 OR

5,001-10,000, OR 10,000+

Years of Experience: 6 to 10 years OR More than 10 years

Years in Position: 3-5 years OR 6-10 years

Company Type: Public Company

Language: English

Recommendations: 3-4 OR 5-10 OR 11-20 OR >20


Search Results

Initial Search = 7

Remove Recommendation = 19

Remove Years in Position = 71

Remove Company Type = 82

Remove Company Size = 126


If you can’t measure it, you can’t manage it

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#6. War on Talent has Shifted


Be in Constant Beta: Forecasted Futures


Iterative Social Recruitment


#7: Share Content: LinkedIn Today


#8: Find Groups Based on Skills


#9: Get on Demand Learning


#10: Leverage Technology: LinkedIn Developer Network

www.developer.linkedin.com/

http://www.developer.linkedin.com/






Summary: 10 Tips to Drive Your Social Recruitment Strategy

1. Relationships Matter: Power of Understanding Networks

2. It starts with YOU

3. Pimp Your Employees/Hiring Manager’s Profiles

4. Passive Candidates

5. Listen to the Data

6. War on Talent has Shifted

7. Share Content: It’s Not just about Jobs

8. Pay it Forward: Engage in Groups & Answers

9. Get On-Demand Learning

10. Leverage APIs/Plugins Via LinkedIn Developer Network

Recruiting Solutions 24

Questions?

Connecting talent to opportunity at a massive scale 10 tips

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