Talent acquisition leaders from DBS, Mercer, Cairn India and Rakuten share the ways that they have created a set of experiences that continually engage potential talent, even after the last person has left the office for the day. Subscribe to the LinkedIn Talent Blog: http://linkd.in/19V0QDv Learn more about LinkedIn Talent Solutions: http://linkd.in/1sDl7Fq Tweet with @HireOnLinkedIn: http://bit.ly/1e4VFBO Follow us on SlideShare: http://slidesha.re/17cCRvf Follow the LinkedIn Talent Solutions page: http://linkd.in/1aS4MXY

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#connectinsg
Building a Self-Sustaining Talent Engine
Rebecca Craig
Head of Product Consulting, SEA
LinkedIn
#connectinsg

2. #connectinsg

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#connectinsg
Talent Matters
Dawn Wong
HR Manager
Rakuten Asia Pte Ltd

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Recruiting Channels
Past Recruiting Channels
Recruitment Agencies
Company Website
Employees’ Referral
Recruitment Portals
Current Recruiting Channels
LinkedIn
Company Website
Employee’s Referral

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Incorporating LinkedIn into Direct Sourcing Activities
Ability to customize recruiting activities & gain industry insights.
Ability to form talent pipeline & reap benefits even for unsuitable candidates via profile sharing & referral
Ability to clarify misconceptions of company cultures & rumors
Better time management
Ability to foster closer ties as business partners.
Ability to connect with worldwide talents & form powerful networks

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Best Practice – Holistic Approach of Recruiting
Be personalized
Win Win strategy
Mid to long term approach
Branding
Truly understand recruitment needs
There is no closure to a connection

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Results in 6 weeks
Results
50% of response rate
Closed 9 positions for both local & global positions
Managed to get overseas talent to be onboard & work with us
Followers of over 1000 in our Linkedin Homepage
Have screened close to 1000 profiles
Over 100s of profiles have applied for positions
Created a pipeline of ever green positions
ROI gains before acquire Recruiter Tool

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#connectinsg
Cairn India’s LinkedIn Journey
Madhu Srivastava
Talent Acquistion Head
Cairn india

11. Cairn India – Some facts
•Amongst top 20 global independent E&P companies
•Accounts for 30% of India’s Crude Oil production – 200,000 Bbl / day
•Market Cap > USD 12bn
•Revenue: USD 3.2bn
•Demographics : 1900 Employees, 10 Nationalities, 300+ with Global experience
“Fastest growing energy company in the world -2012 & 2013” - Plats

12. Some of our Talent Challenges
Globally limited technical talent pool …shortage of professionals with 15-25 years experience
Mix of skill-sets changing from easy to difficult - Tight Oil, EOR, Frac
Low awareness about Cairn in the global markets
Cairn was operating at 70% of Budgeted Headcount … won Exploration licenses but no manpower to execute

13. What we did in last 1 year
Internal
External
•Revamped Recruitment process – ATS, SLAs, Candidate experience
•Optimum Source-mix – Referrals and best-in-class global Recruitment partners
•Corporate website
•Social Media presence – LinkedIn, Facebook and Twitter.
•Market Mapping / Branding Events – Targeting Returning Indians – across major Oil & Gas hubs.
•Recruitment campaigns
•Technical conferences – Branding & Recruitment
A well-oiled Recruitment engine

14. What we have achieved
•Most business critical positions filled up …operating at 96% of Budgeted HC.
•Technical Leadership team & Second line in place.
•LinkedIn – a great story … 600% increase in Follower base and 400% increase in Talent Brand Index (TBI).
•Able to create a buzz in the niche O&G market … good Brand recall.

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DBS’ LinkedIn Journey
Theresa Phua
Managing Director and Singapore HR Head
DBS Bank

16. Engage Potential passive candidates
Entrench Social recruitment practices in our HR Culture
Enhance Our Employer Brand through our Employee Value Proposition

17. 50,000+
>100%
followers
More than
150
posts
Increase in 7 months
1,500
InMails
sent out
30%
response rate
&

19. OUR SOCIAL JOURNEY
Thank you and don’t forget to follow DBS on LinkedIn!
Disclaimer: The information contained in this document is intended only for use during the presentation and should not be disseminated or distributed to parties outside the presentation. DBS Bank accepts no liability whatsoever with respect to the use of this document or its contents.

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#connectinsg
Overview of the Mercer Journey from reactive recruitment to proactive recruitment
Leesa Rawlings
Regional Talent Acquisition Leader- APAC, Far East and IMETA
Mercer

21. MERCER
Mercer’s Talent Acquisition transformation journey continues…
Traditional
Developing
Strategic
•Efficiency
•Business Impact
•Passive Talent targeting
•Quality of hire
•Cost per hire
•Talent Pipeline management
2012
2014

22. MERCER
Dynamic and Proactive 360 TA Program
IDENTIFY
SOURCE
ENGAGE
Business critical roles?
Review current talent gaps?
Competencies needed to support growth?
Alumni and Communities
Passive Talent Maps
LinkedIn Pipeline and Vendor Maps
Multi- channel and dynamic Touch- points
Showcasing the ‘Mercer Experience’
Fostering Trust through Ambassador Outreach and CSR