#inTalent

#inTalent

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#inTalent

Welcome  

Brian  Church  Country  Manager,  Canada  LinkedIn  

#inTalent

Talent  Acquisi=on  2015  

Wade  Burgess  Head  of  Talent  Solu=ons,  North  America  LinkedIn  

Insights Identity Everywhere

Iden=ty:  Endorsements  

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Billion Endorsements 1+

Iden=ty:  LinkedIn  Alumni  

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20+ Million Students and recent graduates

Insights:  Influencers  

143,878 followers

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Unique visitors Q4 2012

116M

Page views Q4 2012

9.8B

Searches 2012

5.7B

Company Pages

2.7M

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Members worldwide

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93% of recruiters use or plan to use

LinkedIn for recruiting

Source: Jobvite 2012 Social Recruiting Survey.

Your  biggest  concern  today?  

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Source: ConnectIn survey.

“Recruiting is extremely competitive. The talent pool is small and I fear it will only get worse this year.”

Your  biggest  concern  today?  

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Source: LinkedIn Talent Blog.

“Taking a more proactive stance takes a cultural change, a reorientation of how we work and what we deliver. Not everyone is comfortable with it.”

Your  biggest  concern  today?  

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“In a highly competitive marketplace, it’s critical to have a valid and engaging employer brand that differentiates.”

Source: ConnectIn survey.

Your  biggest  concern  today?  

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Source: ConnectIn survey.

“Finding ways to increase internal talent pools and market internal openings.”

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Think about jobs the way Nike thinks about

products.

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Six Principles for Recruiting Like It’s 2015

Today

Rethink  how  you’re  spending  your  =me  

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Screening/ interviewing applicants

Posting jobs Pipelining talent

Employer branding

Social recruiting

24% 22% 19% 16% 10% 6% 4% 6% 10% 3% 5% 6% 2% 7% 12%

Recruiting team time allocation, by activity

1

Source: LinkedIn survey of 272 recruiting leaders in North America, February 2013

Two years ago Currently Two years from now

Turn  your  team  members  into  talent  scouts  

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Ed Nathanson Director of Talent Acquisition at Rapid7 Previous Kronos, Veracode, Emptoris, Inc.

Education Ithaca College

2

Updates ▼ InMail responses

New job applicants

Saved search results

Profile updates

… and many more

Invest  in  your  pipeline  

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Troy Grabel Talent Acquisition Manager at LeanLogistics Previous Kelly Services, Atwell LLC, Kensington Community Church

Education Central Michigan University

3

Op=mize  for  mobile  4

Hire  from  within  

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Falling Rising

3% YoY YoY

Best sources for key quality hires  

Source: LinkedIn survey of 755 recruiting professionals in the US, May-July 2012

6%

Internet job boards

ATS/internal candidate database

4%

Internal hires

2%

Social professional

networks

5

Hire  from  within  5

Embrace  the  power  of  data  

28  

Average or poor at using data

72%

Utilizes data well

28%

How well does your organization use data to make hiring decisions?

6

Source: LinkedIn survey of 299 recruiting professionals in Canada, May-July 2012.

#inTalent New York

Embrace  the  power  of  data  

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only one out of three regularly measure employer brand in a quantifiable way

6

Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012.

The People We Hire Today Form the DNA of Our

Companies Tomorrow.

#inTalent

Moneyball  for  Talent  Acquisi=on  

Will  Hamlin  Insights,  LinkedIn  @Will_Hamlin  

Using LinkedIn Data to Inform Your Strategy

Let’s get to know the attendees

Most Endorsed

Most Prepared

Most Connected

Most Popular

Tony Giacobbe

John Fleischauer

Joseph Catricala

Paul Hamilton

In  Moneyball  data  transformed  baseball  

33  

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

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#inTalent New York

LinkedIn  data  can  measure  much  be[er  than  before  

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Star=ng  with  the  profile  

Broader

200M+ Members

Deeper Real-Time

Breakdown by geo, function, etc. Constantly updating

Put in practice

Plan

Prioritize

Today  let’s  discuss  using  LinkedIn  data  for  3  Ps  

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How  to:  

Plan

Prioritize

Put in practice

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Let’s  use  BDO  as  an  example  

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Start  by  sizing  up  the  talent  pool  to  set  expecta=ons  with  hiring  managers  

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Recruiter  can  measure  the  talent  pool  

41  3 talent pool

Canada

KPMG

3 to 5 years

Calgary, Canada Area

Master’s Degree

Senior Accountant

Recruiter  can  measure  the  talent  pool  

42  3 talent pool

Senior Accountant

Canada

KPMG

3 to 5 years

Calgary, Canada Area

Master’s Degree

You  can  also  use  Recruiter  to  iden=fy  markets  for  talent  

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34,053

9,008

5,501

10,933

How  can  you  use  data  to  plan?  

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Set expectations with hiring managers 1

Identify markets for targeting talent 2

How  to  

Plan

Prioritize

Put in practice

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Once  you’ve  iden=fied  the  right  people,    are  they  interested  in  you?  

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Let’s  look  at  Husky  Injec=on  Molding  as  an  example  

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Your  employees  are  engaging  talent  every  day;  mobilize  them  as  brand  ambassadors  

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36,527 Potential candidates view Husky’s employee profiles monthly

Your  company  page  draws  in  talent    

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4,760 Engaged Talent following Husky

We  first  assess  two  important  elements  of  your  employer  brand:  

Reach  and  Engagement  

LinkedIn  Confiden=al  ©2012  All  Rights  Reserved  

50  

Talent Brand Reach

Talent

Talent that’s familiar with you as an employer

Talent Brand Engagement Talent that is interested in you as an employer

Researching company and career pages Following your company Viewing jobs and applying

Viewing employee profiles Connecting with your employees

106,713 members

members 28,949

Talent

Talent  Brand  Index  can  measure  your  employer  brand    What  percent  of  people  who  know  about  you  show  an  interest?  

LinkedIn  Confiden=al  ©2012  All  Rights  Reserved  

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Talent Brand Index =

Talent Brand Engagement Talent Brand Reach

Husky 27%

Talent Brand Reach

Talent Brand Engagement

106,713 members

members 28,949

We  can  compare  your  Talent  Brand  Index  against  your  peers  

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PEERS

A

B

C

D

E

F

27%  

21%  

16%   16%  14%  

8%   7%  

Husky

Weaker employer brand

Employer of choice

Talent more difficult to engage

Talent easiest to engage

We  can  measure  your  Talent  Brand  Index  varies  across  the  func=ons  

you’re  hiring…  

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43%  

37%   37%  

25%   24%   23%  

Support   Eng.   IT   Opera=ons   Sales   HR  

We  can  track  how  your  Talent  Brand  Index    

progresses  over  =me  

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10%

13%

16%

19%

22%

25%

28%

Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13

How  can  you  use  data  to  priori=ze?  

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Identify engaged candidates 1

Benchmark against peers 2

Diagnose strengths / weaknesses 3

How  to:  

Plan

Prioritize

Put in practice

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Start  using  data  &  keep  it  simple  

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What is the size of your talent pool?

How well are you engaging that talent?

Should  you  create  a  new  workflow?  

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NO!

Integrate  and  enhance  your  exis=ng  workflow  

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Look at the data to:

1)  Plan based on the size of the talent pool

2)  Prioritize engaged talent

Ask for the data:

1)  How big is the talent pool?

2)  How many candidates are we engaging?

Recruiter

TA Leader

Talent  Tips  from  LinkedIn  

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Team TA Sourcing Ops &

Analytics Coordination

We embedded ops & analytics into TA

Measure, manage, iterate… Repeat

How  can  you  best  opera=onalize  talent  analy=cs?  

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Start using data & keep it simple 1

Integrate and enhance your workflow 2

Create the right team structure 3

Team TA

SourcingOps &

Analytics

Coordination

Put in practice

Plan

Prioritize

You  should  now  know  how  to  use  data  to:  

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You  can  now  verify  skills  with  endorsements  

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We  can  help  companies  to  understand  where  they  are  skill  leaders  or  skill  trailers  

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Is that good?

• How does it compare to our peers?

• How does it vary by geo, function, etc.?

LinkedIn  can  help  you    measure  &  manage  it  

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#inTalent

Recruitment  Leader  Panel  

Sarah Bettencourt, Director, Human Resources at PointClickCare

Marc Viola, Senior Director, Talent at Loblaw Companies Limited

Jay Zaidi, Senior Manager, Recruitment at TMX Group

Sarah Lawless, Enterprise Relationship Manager at LinkedIn

#inTalent

#inTalent

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Coffee & Networking Break

#inTalent

Peter  Gima  Sales  Manager  LinkedIn  

Welcome  Back  

#inTalent

Customer  Spotlight  

Shahid  Wazed  Recruitment  Sourcing  Specialist  City  of  Edmonton  

#inTalent

Ann  Barre[  Director,  eRecruitment  &  Social  Media  Strategy  Sun  Life  Financial  

Customer  Spotlight  

Maximizing  Your  Social    Recrui=ng  Efforts  

By:    

Agenda  

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Branding  

Training  

Metrics  

Social  Recruitment  Landscape  Today  

Digital  Media  •  Mobile  usage  •  Sites  that  share  

people’s  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)  

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Professional  &  Company  Branding  

•  Recruiters  are  the  number  one  front  line  brand  ambassadors  for  your  company.    

•  Candidates  look  up  Recruiters  via  LinkedIn  to  find  about  them.  How  do  you  want  their  profiles  to  represent  them  and  the  company?  

•  Take  aways:    –  Introduce  a  LinkedIn  brand  standard  for  Recruiters  –  Add  branding  elements  within  current  work  experience  

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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?    •  Don’t  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  confident  Recruiters  are,  the  more  comfortable  they  will  be  to  

execute.  

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Metrics  

How  do  we  know  if  we  are  successful?    •  Social  recrui=ng  means  thinking  about  how  and  what  you  measure  in  different  ways.  

•  Metrics  should  be  part  of  your  strategy  to:  – Anchor  accountabili=es  – Educate  users/  communicate  success  – Refine  strategy  

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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  

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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.  

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Dispel  assump=ons  through  metrics:  •  Candidate  Pool  •  Who  are  we  hiring?  

Use  Metrics  to  Refine  Your  Strategy  

What  is  the  data  telling  us?    Take  data  from  repor=ng  and  use  to  refine  your  strategy.    

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Thank  You  

96  Ques=ons  

#inTalent

Peter  Gima  Sales  Manager  LinkedIn  

Wrap-­‐Up  and  Roundtables  

#inTalent

And the winner is…

#inTalent

PURPLE  -­‐  Effec=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