Get In, Get Out, LinkedIn Recruiter Workflow Success -- -- Breakout Session at Talent Connect Sydney...
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Transcript of Get In, Get Out, LinkedIn Recruiter Workflow Success -- -- Breakout Session at Talent Connect Sydney...
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Erin Schielzeth Customer Success Consultant
LinkedIn
Getting in and getting out: LinkedIn Recruiter workflow success
Olly Garside Customer Education Consultant
LinkedIn
#intalent
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Time savers transform you from working hard to working smart
#intalent
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The road to recruiting success
1. Get Ahead Smart and efficient search
2. Get Organised Leverage smart projects
3. Get BuyIN Streamlined feedback
Todays Agenda
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Give me six hours to chop down a tree and I will spend the first
four sharpening the axe. - Abraham Lincoln
#intalent
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Get Ahead Smart and efficient search
Save
Search
#intalent
Set
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Real time search results
#intalent
Build your search string
See your results immediately
Search Filters
InMail Insights Profile Activity
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SAVE searches and SET an alert
Save your search
Activate the alert
#intalent
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Get Organised Leverage smart projects
Set Up
#intalent
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Smart projects get organised
#intalent
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Smart projects get organised Auto
pipeline candidates
#intalent
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See all actions in your project
#intalent
Profile Activity
Hiring Manager Reviews
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Get BuyIN streamlined feedback
Profile Review
#intalent
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Share profiles for hiring manager review
#intalent
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One step review process
#intalent
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Your road to recruiting success
1. Get Ahead - Lay the foundation with targeted searches and then automate by setting up search alerts
2. Get Organised - Set up projects and leverage smart project filters
3. Get Buy In - Streamline the feedback process using hiring manager review
Source: 5 Tips to Improve Your Concentration, Sam Horn. http://altmedicine.about.com/od/optimumhealthessentials/a/Concentration.htm
#intalent
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Transforming
Talent Acquisition
Christine Connor Head of Talent Acquisition
#intalent
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The Way We Were
Store Support
Store Operations
Contractor Management Graduate
Store Support
Talent Acquisition
#intalent
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Hiring Pain
What was the opportunity?
Speed Quality
Consistent volume over past 5 years
4 FTE Days open higher than
wed like Some process
inefficiencies Candidate engagement Limited proactive
sourcing
Active job seekers only - post & pray
Limited screening and assessment
Internal hires could be greater
Inconsistent market message about Coles
Year 1 attrition high
$ #intalent
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DATA
#intalent
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#intalent
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#intalent
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#intalent
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The voice of Coles ...
Our values
Our ways of working
#intalent
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Not everyone is
looking
Everyone is a potential
candidate or brand
ambassador, even your consumers
Building relationships and communities is key
Recruitment is boring
The New Recruitment Talent Acquisition
#intalent
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Recruitment 1.0: post and pray candidate attraction, focus on active job seekers, reliance on agency databases, print advertising, fill the seat with someone
Recruitment 2.0: post and pray candidate attraction, focus on active job seekers, online job-board adverts, ATS, hire the right-ish person.
Recruitment 3.0: focus on non-active / passive individuals, hire the best talent, build talent pipelines and communities, competitor mapping , EVP, Branding and PR
Recruitment 4.0: is all about leveraging the value of communities created by Recruitment 3.0, external referrals
The Roadmap to Talent Acquisition
#intalent
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Where we are currently
#intalent
Developing
Foundational
Strategic
Traditional
Jobs Post-and-pray Targeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Jobs on niche boards and social platforms
Sourcing
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
silver medalists
Team-wide pipelining with engaged talent
communities
Build internal capabilities to focus on passive talent
Metrics
Established metrics and benchmarks Data driven decision making
Brand
Defined employer brand strategy
Influential talent brand engaging employees
and candidates
Understanding of employee
value proposition
2015
Partnership
Talent Acquisition siloed from HR
Strong collaboration with Marketing, PR,
Communications
Strategic business advisor to C-Suite
Engage HR counterparts and Hiring Managers
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The Plan
#intalent
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Where were headings towards
#intalent
Developing
Foundational
Strategic
Traditional
Jobs Post-and-pray Targeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Jobs on niche boards and social platforms
Sourcing
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
silver medalists
Team-wide pipelining with engaged talent
communities
Build internal capabilities to focus on passive talent
Metrics
Established metrics and benchmarks Data driven decision making
Brand
Defined employer brand strategy
Influential talent brand engaging employees
and candidates
Understanding of employee
value proposition
2015
2016 2017
Partnership
Talent Acquisition siloed from HR
Strong collaboration with Marketing, PR,
Communications
Strategic business advisor to C-Suite
Engage HR counterparts and Hiring Managers