Recruiting SolutionsRecruiting SolutionsRecruiting Solutions

How The RA Program Changed My LifeBrendan Browne, Director of Global Talent Acquisition

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The Biz Problem

Recruiting Associate Program

Sales Dev hires enter RA 4 month rotation

Week 1 = week long LI Recruiting Boot Camp

Learn by doing…be a recruiter and deliver exceptional activity

metricsDrive activity to ‘top of the funnel’ & continue

to train with THE RUBRIC

Must graduate with passing grade and

certification

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Start With RA Sprints

Contact 400 targeted ‘interested’ candidates

(Referrals, Qualified Applicants)

Pass 160 qualified candidates to Hiring Mgrs for screen or preso

80 interviews through Batch Days

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Accepts

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Recruiting Associate + Recruiter Magic

Recruiter Fills Shared Project Folders With

100 Target Profiles and Continually Refreshes

1 Day to reach 100 then ongoing

Hiring Manager Rates Candidate Profiles 1-5 in excel or Recruiter

1 .5 DAYS for first 100 then ongoing

Recruiting Associate Inmails 4s & 5s on behalf of Recruiter

.5 DAY for first group then ongoing

Recruiting Associate does intake with

positive respondents, applicants, referrals,

TD Enters cand. into ATS

3 DAYS then ongoing

Recruiting Associate schedules longer call

between Recruiter and ‘qualified’ candidates.

Progress Workflow

Recruiter pitches and screens qualified

candidates

2 DAYS then ongoing

Recruiter passes strong candidates to RC to schedule candidate preso or batch day.

Progress Workflow2 DAYS

RC schedules and coordinates batch dayProgress Workflow

2 DAYS

Batch Day of 12 candidates yielding 3

offersRC progress and close workflow.

1 DAY

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Reporting Progress – Owner: Recruiting Associate

• Weekly Progress report: • Have RAs reached 100 target profile goal?• Scoring Results: How many 4s and 5s over the past week• Weekly report on number of

• Inmails sent• Positive responses• Recruiting Associate intake calls• Recruiter in-depth screens• Qualified candidates passed through to HM for screen, preso or

directly to batch day• Candidates interviewed

• Source of candidates• Hires QTD

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Rubric = "a standard of performance for a defined population” (source: wikipedia)

The Rubric

What is it?

LinkedIn delivery expectations for Recruiters

Platform to Best on Planet…Make the Choice Learn & Lead Demand Excellence Think Transformation

  

A Career Development tool

Know your strengths, expand your capabilities Test the standard & calibrate expectations Grow Everyday

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Influencing & Advising

The Master Story Teller

Sourcing & Pipeline

Development

The Art & Science of Closing

Operational Problem Solving & Innovation

Operational Excellence

Business Acumen

Training…making it real

What I hear, I forget. What I see, I remember. What I do, I understand.- Confucius

Training Format

• 120 hours

• 20% Theory

• 80% Hands on role play & doing it…no really doing it

• Test at the end of the week• Written module• Role Play w/video tape module

• Intake• Storytelling

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FEEL IT & WALK THE TALK

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I’m concerned…

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TAM…

Worldwide Workforce3,300M+

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TAM for members

1 LinkedIn members as of March 31, 2011 | 2 Source: International Planning & Research

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Worldwide Professionals640M+

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LinkedIn Members100M+

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TAM for monetization

Worldwide talent acquisition and staffing services

$85B

Worldwide Internet advertising spend

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$69BTotal

B2B$25B

AddressableToday

$27B1

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1 LinkedIn estimates 2 Source: IDC

Total

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TAM for TALENT

Data Center Operations

Manager

Using data to set expectations…

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

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LANGUAGE MATTERS

Can’t measure it then you can’t manage it!

Change Management

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RUBRIC = THE PATH TO INFLUENCE

The MasterStory Teller

Persuade &

Close

AdviseInfluenc

e &

Consult

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Order Takers

•Recruiters on their heels

•Some Reqs filled

•Low Biz Acumen

•Reaction Driven

Talent Advisor

•Drive hiring strategy

•Challenge and Persuade HMs

•High Biz Acumen

•SLA Driven

Low Value High Value

WHERE ARE THEY NOW

Sales Developmen

tTeam Lead

Drew WillsRA Class 1

Relationship Manager

Sales Developmen

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Ariana Younai

RA Class 1Senior Sales Developmen

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Enterprise Account Analyst

LIFG Board Member

Sales Developmen

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Relationship Manager

Ben Rixford

RA Class 4

Engineering Recruiter

Trevor MertensRA Class 1

Sales Developmen

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Staffing Account

Executive

Amanda Ulmer

RA Class 5UED Sourcer

Audra Bloom

RA Class 3

Sales Developmen

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Sales Developmen

tTeam Lead

IT’S A CHOICE…

QUESTIONS????