Toronto | ConnectIn 2013

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Transcript of Toronto | ConnectIn 2013

  1. 1. #inTalent#inTalentWifi: Guest, no password needed
  2. 2. #inTalentWelcome Brian Church Country Manager, Canada LinkedIn
  3. 3. #inTalentTalent Acquisi=on 2015 Wade Burgess Head of Talent Solu=ons, North America LinkedIn
  4. 4. InsightsIdentity Everywhere
  5. 5. Iden=ty: Endorsements 6 Billion Endorsements1+
  6. 6. Iden=ty: LinkedIn Alumni 7 20+ MillionStudents and recent graduates
  7. 7. Insights: Inuencers 143,878followers
  8. 8. 9 Unique visitorsQ4 2012116MPage viewsQ4 20129.8BSearches20125.7BCompany Pages2.7M
  9. 9. 10Members worldwide
  10. 10. 11 93%of recruiters use or plan to useLinkedIn for recruitingSource: Jobvite 2012 Social Recruiting Survey.
  11. 11. Your biggest concern today? 12 Source: ConnectIn survey.Recruiting is extremely competitive.The talent pool is small and I fear itwill only get worse this year.
  12. 12. Your biggest concern today? 13 Source: LinkedIn Talent Blog.Taking a more proactive stance takesa cultural change, a reorientation ofhow we work and what we deliver.Not everyone is comfortable with it.
  13. 13. Your biggest concern today? 14 In a highly competitive marketplace, itscritical to have a valid and engagingemployer brand that differentiates.Source: ConnectIn survey.
  14. 14. Your biggest concern today? 15 Source: ConnectIn survey.Finding ways to increase internaltalent pools and market internalopenings.
  15. 15. 16
  16. 16. Think about jobs the wayNike thinks aboutproducts.17
  17. 17. 18 Six Principles for RecruitingLike Its 2015Today
  18. 18. Rethink how youre spending your =me 19 Screening/interviewingapplicantsPosting jobs PipeliningtalentEmployerbrandingSocialrecruiting24% 22% 19% 16% 10% 6% 4% 6% 10% 3% 5% 6% 2% 7% 12%Recruiting team time allocation, by activity1Source: LinkedIn survey of 272 recruiting leaders in North America, February 2013Two years ago Currently Two years from now
  19. 19. Turn your team members into talent scouts 20 Ed NathansonDirector of Talent Acquisition at Rapid7Previous Kronos, Veracode, Emptoris, Inc.Education Ithaca College2
  20. 20. ates InMail responsesNew job applicantsSaved search resultsProfile updates and many more
  21. 21. Invest in your pipeline 24 Troy GrabelTalent Acquisition Manager at LeanLogisticsPrevious Kelly Services, Atwell LLC, Kensington Community ChurchEducation Central Michigan University3
  22. 22. Op=mize for mobile 4
  23. 23. Hire from within 26 Falling Rising3%YoY YoYBest sources for key quality hires Source: LinkedIn survey of 755 recruiting professionals in the US, May-July 20126%Internet jobboardsATS/internalcandidatedatabase4%Internalhires2%Socialprofessionalnetworks5
  24. 24. Hire from within 5
  25. 25. Embrace the power of data 28 Average or poor atusing data72%Utilizes data well28%How well does your organization use data to make hiring decisions?6Source: LinkedIn survey of 299 recruiting professionals in Canada, May-July 2012.
  26. 26. #inTalent New YorkEmbrace the power of data 29only one out of threeregularly measure employer brand in a quantifiable way6Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012.
  27. 27. The People We Hire TodayForm the DNA of OurCompanies Tomorrow.
  28. 28. #inTalentMoneyball for Talent Acquisi=on Will Hamlin Insights, LinkedIn @Will_Hamlin Using LinkedIn Data to Inform Your Strategy
  29. 29. Lets get to know the attendeesMost Endorsed Most PreparedMost Connected Most PopularTonyGiacobbeJohnFleischauerJosephCatricalaPaulHamilton
  30. 30. In Moneyball data transformed baseball 33
  31. 31. 34
  32. 32. If you cant measure it, you cant manage it 35
  33. 33. #inTalent New YorkLinkedIn data can measure much be[er than before 36Star=ng with the prole Broader200M+ MembersDeeper Real-TimeBreakdown by geo,function, etc.Constantly updating
  34. 34. Put in practicePlanPrioritizeToday lets discuss using LinkedIn data for 3 Ps 37
  35. 35. How to: PlanPrioritizePut in practice38
  36. 36. Lets use BDO as an example 39
  37. 37. Start by sizing up the talent pool to set expecta=ons with hiring managers 40
  38. 38. Recruiter can measure the talent pool 41 3 talent poolCanadaKPMG3 to 5 yearsCalgary, Canada AreaMasters DegreeSenior Accountant
  39. 39. Recruiter can measure the talent pool 42 3 talent poolSenior AccountantCanadaKPMG3 to 5 yearsCalgary, Canada AreaMasters Degree
  40. 40. You can also use Recruiter to iden=fy markets for talent 43 34,0539,0085,50110,933
  41. 41. How can you use data to plan? 44 Set expectations withhiring managers1Identify markets fortargeting talent2
  42. 42. How to PlanPrioritizePut in practice45
  43. 43. Once youve iden=ed the right people, are they interested in you? 46
  44. 44. Lets look at Husky Injec=on Molding as an example 47
  45. 45. Your employees are engaging talent every day; mobilize them as brand ambassadors 48 36,527Potential candidatesview Huskys employeeprofiles monthly
  46. 46. Your company page draws in talent 49 4,760Engaged Talentfollowing Husky
  47. 47. We rst assess two important elements of your employer brand: Reach and Engagement LinkedIn Conden=al 2012 50 Talent Brand ReachTalentTalent thats familiar with you as an employerTalent Brand EngagementTalent that is interested in you as an employerResearching company and career pagesFollowing your companyViewing jobs and applyingViewing employee profilesConnecting with your employees106,713membersmembers28,949
  48. 48. TalentTalent Brand Index can measure your employer brand What percent of people who know about you show an interest? LinkedIn Conden=al 2012 51 Talent Brand Index=Talent Brand EngagementTalent Brand ReachHusky27%Talent Brand ReachTalent Brand Engagement106,713membersmembers28,949
  49. 49. We can compare your Talent Brand Index against your peers 52 PEERSABCDEF27% 21% 16% 16% 14% 8% 7% HuskyWeakeremployer brandEmployer ofchoice
  50. 50. Talent moredifficult to engageTalent easiest toengageWe can measure your Talent Brand Index varies across the func=ons youre hiring 53 43% 37% 37% 25% 24% 23% Support Eng. IT Opera=ons Sales HR
  51. 51. We can track how your Talent Brand Index progresses over =me 54 10%13%16%19%22%25%28%Jul-12 Aug-12Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13
  52. 52. How can you use data to priori=ze? 55 Identify engagedcandidates1Benchmark against peers2Diagnose strengths /weaknesses3
  53. 53. How to: PlanPrioritizePut in practice56
  54. 54. Start using data & keep it simple 57 What is the size of your talent pool?How well are you engaging that talent?
  55. 55. Should you create a new workow? 58 NO!
  56. 56. Integrate and enhance your exis=ng workow 59 Look at the data to:1) Plan based on thesize of the talent pool2) Prioritize engagedtalentAsk for the data:1) How big is the talentpool?2) How many candidatesare we engaging?Recruiter TA Leader
  57. 57. Talent Tips from LinkedIn 60 Team TASourcing Ops &AnalyticsCoordinationWe embedded ops & analytics into TAMeasure, manage, iterate Repeat
  58. 58. How can you best opera=onalize talent analy=cs? 61 Start using data &keep it simple1Integrate and enhanceyour workflow2Create the rightteam structure3Team TASourcingOps &AnalyticsCoordination
  59. 59. Put in practicePlanPrioritizeYou should now know how to use data to: 62
  60. 60. You can now verify skills with endorsements 63
  61. 61. We can help companies to understand where they are skill leaders or skill trailers 64 Is that good? How does it compareto our peers? How does it vary bygeo, function, etc.?
  62. 62. LinkedIn can help you measure & manage it 65
  63. 63. #inTalentRecruitment Leader Panel Sarah Bettencourt, Director, Human Resources at PointClickCareMarc Viola, Senior Director, Talent at Loblaw Companies LimitedJay Zaidi, Senior Manager, Recruitment at TMX GroupSarah Lawless, Enterprise Relationship Manager at LinkedIn
  64. 64. #inTalent#inTalentWifi: Guest, no password neededCoffee & Networking Break
  65. 65. #inTalentPeter Gima Sales Manager LinkedIn Welcome Back
  66. 66. #inTalentCustomer Spotlight Shahid Wazed Recruitment Sourcing Specialist City of Edmonton
  67. 67. #inTalentAnn Barre[ Director, eRecruitment & Social Media Strategy Sun Life Financial Customer Spotlight
  68. 68. Maximizing Your Social Recrui=ng Eorts By:
  69. 69. Agenda 88 Branding Training Metrics
  70. 70. Social Recruitment Landscape Today Digital Media Mobile usage Sites that share peoples opinions (Trip Advisor, Yelp, Glassdoor, etc.) Sign into other applica=ons via Social media Recruiter Building candidates pipeline More on line searching Emphasis on brand (professional & company) Job Seeker Served up jobs while on social sites Easier to apply to jobs via social networking site (Sign in w/ LinkedIn) 89
  71. 71. Professional & Company Branding Recruiters are the number one front line brand ambassadors for your company. Candidates look up Recruiters via LinkedIn to nd about them. How do you want their proles to represent them and the company? Take aways: Introduce a LinkedIn brand standard for Recruiters Add branding elements within current work experience 90
  72. 72. Training Take aways: Assess the skill level of your team. Develop a training plan. Iden=fy your system champions and ask them to present success stories/ new things they are doing. Iden=fy skill gaps and use training to bridge the gaps. This may be 1:1 with certain individuals. Do Recruiters have the appropriate skill set to execute your strategy? Dont rely on a self-service approach. Engage vendors to work with your Recruiters to build their skill set. e.g. Boolean search training. The more condent Recruiters are, the more comfortable they will be to execute. 91
  73. 73. Metrics How do we know if we are successful? Social recrui=ng means thinking about how and what you measure in dierent ways. Metrics should be part of your strategy to: Anchor accountabili=es Educate users/ communicate success Rene strategy 92
  74. 74. Use Metrics to Anchor Accountability Guidelines around what will be measured. This sets expecta=ons around ROI Anchor accountabili=es by crea=ng benchmarks and frequently measuring against them Build transparency by communica=ng results. Iden=fy those who need more help and who your super stars are Focus on quality vs. quan=ty 93
  75. 75. Use Metrics to Communicate & Educate Take aways: Engagement: Followers, In Mail acceptance, views Branding: Reach, Number of employees, shares ROI: #Hires, CPH, #applica=ons, #searches, #InMails Rethink about what you are measuring. Hires are not the only measure of success. 94 Dispel assump=ons through metrics: Candidate Pool Who are we hiring?
  76. 76. Use Metrics to Rene Your Strategy What is the data telling us? Take data from repor=ng and use to rene your strategy. 95
  77. 77. Thank You 96 Ques=ons
  78. 78. #inTalentPeter Gima Sales Manager LinkedIn Wrap-Up and Roundtables
  79. 79. #inTalentAnd the winner is
  80. 80. #inTalentPURPLE - Eec=vely Pipelining Talent ORANGE - Upgrading Your Talent Branding GREEN - When Geography is a Challenge: Small Towns & Mul=ple Loca=ons YELLOW - Recrui=ng in a Small Organiza=on