Succesvol werven met LinkedIn

Deel 3 Werven

Jerrold Pelupessy

©2014 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS

JERROLD PELUPESSY Customer Success Consultant

Background in product related processes

Experience with recruitment

Helping organisations understand how to efficiently recruit talent on

LinkedIn. Which means i am responsible for: Change management,

Education and improving Recruitment Processes.

PREVIOUSLY WE SPOKE ABOUT

2 SIMPLE STEPS

YOUR FOLLOWERS

& YOUR BRAND

NURTURE YOUR

TARGET

AUDIENCES

DO WHAT

YOU DO BEST

BUILD ENGAGE RECRUIT

ROLE YOU ARE SOURCING FOR

Company targets

• What are the companies we should be targeting that might have relevant talent to our business

• Keep in mind that competitors that share the same market are the ones to look for, also look at companies that are already hiring from you. These might be companies that don’t have anything to do with the product/service you are offering now, but they do have an interest in people that have developed certain skills at your company.

Challenges

• In what kind of market are your recruiting?

• Which obstacles might stay in your way?

• These challenges are usually related to the requirements that a Hiring Manager sets when talent needs to be attracted. So make sure to

note them down.

Key values

Ask your managers and their team members what the candidate values within their area of expertise

Geographics:

Where are you recruiting?

From which sourcingchannel?

What is the reach?

Strengths/weaknesses

• What are they positively known for? What do they do well?

• What might be characteristics that might need some improvement?

Motivation/interests/reward

• What makes them move?

• How are competitors compensating this person?

• Do they: value growth, a better salary, working closer to the business, working in a bigger team etc.

PO

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Requirements:

• Requirements for the role

• These points are determined by the business

• Ask the business to be specific in what they are looking for RE

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LEAN IMPLEMENTATION MANAGER (JobID: SA322)

Company targets

• FMCG (J&J, Unilever, P&G), Automotive (Mercedes, Toyota, Ford), Oil&Gas (Chevron, BP, Shell)

• Manufacturing (Mattel, Samsung, Intel), Sports (Adidas, PUMA, Wolverine),

Challenges

• Very niche market where employer branding is essential (open for referrals). Lean is a relatively young profession, a lot of juniors with certification or seniors with no certification and language/soft skills.

• Combination of collaboration, team person verbal and technical. 10+ years of experience in MNC + TMC experience/manufacturing experience. Language skills and experience/exposure working with foreign management + reporting. Culture fit.

• Only implementation as most work both strategic and operational.

Key values

Close community which values each others opinion and references. Strategy more values than implementation. All about improvement, at work, but also career wise. Values ground principles and loyal to employer and sensei. Hierarchy minded. Recognition must be part of appreciation. Value experience and certification above degree.

Geographics: 40,700

• Vietnam: 1000. Hanoi, Hue and Ho Chi Minh greater area

• Indonesia: 8000. Sukabumi, Jakarta greater area. Very remote

• Thailand: 13,000. Petchaburi, Narathiwat

• Malaysia: 9700 KL, Johor

Strengths/weaknesses

• Systematic, analytical, process minded, cost conscious, accurate, dedicated, good to work remote and travel. Take tasks very serious and advocacy for job

• Less verbal, individualistic, not matrix thinking, language skills, inflexible

Motivation/interests/reward

• Next job big focus is all about impact, #factories, growth opportunities,.

• Need improvement in career and prefer working for foreign talent to learn on new technologies and language.

• Sensitive for learning new methodologies and technologies. All Toyota driven initiatives. Interested in LEAN initiatives in different industries.

• Understands market compensation and not open for downgrade+ bonus, transportation and home leave

PO

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• 10+ Years experience

• Lean Principles Black Belt or 6Sigma

• Manufacturing/Automotive/FMCG/Sports

• cross functional environment with proven ability to influence

others

• team player with a desire for continuous learning

• fluent in English with international collaboration experience

RE

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PROMOTE YOUR JOBS TO THE BEST

PASSIVE TALENT RECRUIT

RELEVANT JOB POSTS

Only the most suitable candidates will see your jobs

Job posts are a great engagement tool

Job visibility can be increased with Sponsored Jobs

of members are interested in job opportunities from

companies they are following

79%

RECRUITERS SHOULD

USE THE NETWORK RECRUIT

SHARE JOBS

Post jobs to your network:

Your top employees have networks on LinkedIn

Make sure that they are sharing relevant opportunities to these networks regularly

PROACTIVELY SOURCE CANDIDATES

RECRUIT

RECRUITER

Search on multiple fields of the profile

Talent Pooling functionality

Boolean modifiers, 23 filters

PROACTIVELY SOURCE CANDIDATES

RECRUIT

RECRUITER

Increased access to the network

Reach out using InMail

Workflow and Collaboration tools 78%

Followers are

78% more likely to respond to

an InMail

PROACTIVELY SOURCE CANDIDATES IN YOUR FOLLOWERS BASE

RECRUIT

RECRUITER

PROACTIVELY SOURCE REMIND YOURSELF OF THE RELATIONSHIP

RECRUIT

RECRUITER

Fo

llow

ers

Time

BUILD, ENGAGE AND RECRUIT FOR SUCCESS

RELEVANT JOBS

CAREER PAGES

TARGETED MEDIA

EMPLOYEE ADS

RECRUITER CONTENT UPDATES

BUILD ENGAGE RECRUIT