Recruiting experts of small and medium business uncover which LinkedIn Talent Solutions will provide the biggest bang for your buck. Learn more: http://linkd.in/1tapua1
2. #hiretowin
INTRODUCTIONS
Moderator Guest Speaker
Luan Lam
VP of Talent Acquisition
AppDynamics
Andrew Golden
Head of Talent Acquisition
RetailNext
3. #hiretowin
The goal of this webcast is to help you
Accelerate Growth with SMB Hiring Solutions
in 2015
① Effective Hiring Tools
• Job Posts
• Recruiter Solution
• Branding Solutions
② Case Study
③ Key Tips
④ Q&A
4. TOP TRENDS FROM ‘2014 RECRUITING TRENDS’
Percent of recruiters ranking these ‘long lasting’ trends in top 3
Trend Global
Utilizing social and professional networks 37%
Upgrading employer branding 33%
Finding better ways to source passive candidates 26%
Being a strategic talent advisor to the business 19%
Boosting referral programs 17%
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5. #hiretowin
45%
40%
ONLINE MEDIA ARE CORE SOURCES
Quantity of hires Quality hires in key positions
Internet job boards
Social professional
RPOs, contingency or networks
staffing agencies
Company career website
Internal hires
Employee referral
programs
Student and youth
recruiting programs
Internet resume
databases ATS/ internal candidate
database
Print/trade
journals
General social media
General
career fairs
Other CRM system
35%
30%
25%
20%
15%
10%
5%
Diversity
recruiting
programs 0%
0% 20% 40% 60% 80%
6. #hiretowin
45%
40%
ONLINE MEDIA ARE CORE SOURCES
Quantity of hires Quality hires in key positions
Internet job boards
Social professional
RPOs, contingency or networks
staffing agencies
Company career website
Internal hires
Employee referral
programs
Student and youth
recruiting programs
Internet resume
databases ATS/ internal candidate
database
Print/trade
journals
General social media
General
career fairs
Other CRM system
35%
30%
25%
20%
15%
10%
5%
Diversity
recruiting
programs 0%
0% 20% 40% 60% 80%
7. 8
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LINKEDIN CORE SOLUTIONS
Metrics
and Analytics
1 Personalized
Job Targeting
Candidates who have engaged with
your jobs and brand are
2x as likely
to respond to your recruiters
2
Strategic Sourcing
and Pipelining
3
Talent Brand
Development
Promoting a full range of jobs and
leveraging employee profiles can
more than double
Career Page visitors
8. 9
JOBS: WHY POST JOBS ON LINKEDIN?
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FACTS BENEFITS
There are over 332 million professionals
over 200 countries.
One central location of international talent
population.
Professionals are signing up to join LinkedIn
at a rate of more than two new members per
second.
The population is constantly growing and
refreshing for us to recruit from.
There are over 39 million students and recent
college graduates on LinkedIn. They are
LinkedIn's fastest-growing demographic.
For SMBs, college grads are a big part of our
workforce.
Jobs can get a viral boost with forwards and
shares on other social networks (Facebook,
Twitter).
Get more eyeballs on your job without much
work.
10. 11
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JOBS: GETTING REAL ROI
Top Tips:
① Use SEO search terms
throughout the job description.
Try Google’s Keyword Planner:
• https://adwords.google.com/
KeywordPlanner
② Don’t be too creative with titles
for search purposes
③ Write “personal” job
descriptions
④ Use the company description
section to really capture
attention
ROI:
① 78% increase in Company
Page followers Æ increase to
people interested in company
for future jobs
② Average of 350 views per job
posting; 25% more applicants
③ 50% increase in “quality
applicants” from job postings
on LinkedIn
④ LinkedIn accounts for over
50% + of our applicants on any
given job opening
11. 12
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LINKEDIN CORE SOLUTIONS
Metrics
and Analytics
1 Personalized
Job Targeting
2
Strategic Sourcing
and Pipelining
3
Talent Brand
Development
14. 15
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① Sourcing
RECRUITER: GETTING REAL VALUE
• Ability to see anyone at anytime
• Have 100s of “perfect” candidates through very specific searches
• Ability to better timeline hiring
① Custom Workflow
• With the Projects feature, you can store all potential candidates and
organize your candidate workflow (contacted, future prospects, etc.)
• Open up communication and visibility with hiring managers
• Have a place to store future candidates
① InMails
• Direct contact saving hours of time hunting for information
• Response rate of 22% from 1300+ in-mails sent
• Connected with 245 passive candidates in last 10 months
• Personalized messages for the right candidates
15. 16
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LINKEDIN CORE SOLUTIONS
Metrics
and Analytics
1 Personalized
Job Targeting
2
Strategic Sourcing
and Pipelining
3
Talent Brand
Development
16. TALENT BRAND: MORE INVESTMENT
Percent of recruiters in 2014 saying that ‘employer brand’ …
#hiretowin
100
75
50
25
0
has significant
impact on hiring
is a top priority has enough
resources
is measured
35%
30%
70%
48%
18. ① Ad server identifies a specific audience, pinpointing members that are in that bucket
19
TALENT BRAND: PICTURE YOURSELF
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② A “target” member visits LinkedIn.com
③ Ad server serves them the given ad, wherever they go on Linkedin.com
19. 20
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TALENT BRAND: GETTING REAL ROI
Further growth in rate anticipated in career page views &
follower growth due to creative switch to picture yourself
Career Page Traffic:
Doubled after media
launches in early
October, 2013
Clicks on Jobs:
Post-media, job CTR is
38% during month of
October
Company Reach:
Highest ad engagement
from employees of key
enterprise corporations
Follower Growth:
201 additional members
elected to follow
company during the
month of October.
20. #hiretowin
Jobs:
• Don’t be too creative with titles for search purposes
• Write “personal” job descriptions
• Use the company description section to really capture a potential candidates attention
• Ability to see and find perfect candidates at any point in time
• Can organize all of your passive recruiting
• Personalized messaging will set you apart
• Significant increase in awareness from executive sponsorship in brand campaign
• Implement campaigns for hyper targeted role and develop clear target criteria
• Work closely with marketing for a cohesive company branding and talent brand
experience
TAKE AWAYS
JOBS
RECRUITER
BRANDING