LinkedIn Recruiting presentation for Staffing

Editor's Notes

1. Välkomna till detta frukostseminarie där vi ska titta på resultatet av den undersökning vi på LinkedIn har genomfört för tredje året. ”Global Recruiting Trends” är en undersökning vi genomfört i 19 länder där vi undersökt över 3300 HR personer som arbetar med talanförsörjning för att fånga deras tankar kring vad som håller dem vakna på natten, trender kring rekrytering och budget, och viktigaste källorna där de hittar de bästa kandidaterna. Vi har trattat ner allt det här och mer till 5 stycken nyckeltrender som du som arbetar med strategisk talangförsörjning bör känna till för att ligga på framkant och vara effektiv för kandidaterna, ditt team och ditt företag. Respondenterna jobbar med talangförsörjning och:Sitter i central HR funktionHar möjlighet att påverka hur deras organisationer rekryterarFokuserar enbart på rekrytering, leder ett rekryteringsteam eller är HR generalister som spenderar med än 25% av deras tid på rekrytering. De som svarat på undersökningen är medlemmar av LinkedIn och har valt att deltaga i undersökningen. De valdes ut baserat på deras LinkedInprofil och kontaktades via email. Det här är ett ”snapshot” och det är viktigt att ni tar med er både resultat och frågorna med er hem till era verksamheter och ställer er själva samma frågeställningar. Och de fem trenderna är NÄSTA SLIDE!
2. Sociala professionella nätverk ökar i allt större utrsträckning kvaliteten på de som anställsEmployer branding (arbetet att bygga upp sin attraktionskraft som arbetsgivare) är både ett hot och en möjlighetData används för att göra bättre anställnings och varumärkesbyggande beslutFöretag investerar i att anställa internt för att stoppa talanger att lämna företagetFöretag håller på att lista ut hur de ska rekrytera via mobila enheter i takt med att allt fler använder olika mobila enheter (smartphone/läsplattor etc.) ökar
3. Den syntes jeg personligt at meget interessant og jeg vil faktisk gerne have lidt reaktioner fra publikum om muligt. Og så, man har sagt at brand er vigtigt, men men forsøger ikke at forstå ens position. Og dette er jo i konteksten af de som har svaret. Og de er i hvert fald repræsentative for sig selv. Om ikke de er det for alle. Survey new hires regularly to get a qualitative review of your talent brand. Use numerical metrics to measure your brand quantitatively over time and against competitors.
4. SOURCING VS PIPELININGFrågan lyder – vad anser ni världens främsta talangorganisationer gör för att lyckas attrahera talanger?Proaktivt bygga en talangpoolInvestera i employer branding strategiStrukturerade interna processer Planering av arbetsbelastning och talanförsörjningProactive
5. But it isn’t just LinkedIn, or even just the web. Smartphones have effected our lives in profound ways, and I wanted to give a brief illustration.2005 -Here’s the scene in the Vatican on the day Pope Benedict was elected. Phones, camcorders (remember those?!), happy smiling people.2013 - Same scene, but Pope Francis is being elected. Wow.
6. The Recruitment ProcessIt is becoming less transactionalIt will continue to become more relationship basedRecruiters will have to work harder to differentiate their offeringRecruitment Marketing Active vs. PassiveBrand focused – how many big recruitment brands have gone through some form of rebranding in recent years? How many niche players have come out to shake up a market?Targeted – both REC and APSCo have said that generalists will die outMeasuring ROILinking systems
7. The best recruiters in today’s market act like marketers. Why is this?Because individuals have never had so much choice in the history of employment. 20, 40, 50 years ago the idea of flexi-time, working from home, work-life balance were alien. A job was for life. Today with the amount of choice we have in every walk of life we can be more selective about the business we interact with - that goes from a candidate and hiring manager perspective.We can’t just expect to go for the hard sell and still place the right people in the right jobs. We have to spread ourselves thinner. Cover more ground. I see sales as being more of a one to one interaction.Marketing is a one to many.
8. We’ve always had “passive candidates” – but we probably called them something else. I guess we called them our wider network or referrals.Social media as a communication and marketing tool feels like it was built purely to educate and engage people about products, services and opportunities before they know that they need them.80% of the market are not actively seeking new opportunities. Social recruiting should be about marketing your brand and engaging with people – making them aware of your services, and opportunities before they want to move.With the overwhelming majority of people not looking to move jobs social recruiting is not a quick win. It is the long game.Not all recruitment firms are set up for social recruiting and it isn’t something I’d recommend to all businesses – purely because some companies live too hand-to-mouth or they don’t have the infrastructure in place. For those that have the appetite to think about social recruiting hopefully this presentation will give you the foundations.
9. You need to understand where you audience is. Research each potential audience and understand what platforms, what magazine, what websites, which groups these people are onWithout research and insight you can potentially waste your most valuable asset – your time
10. Once you know your audience you need to give them something. Content.Content can be anything from articles about the industry, salary surveys, blogs, news, videos or opinions.Content doesn’t have to be hard work. You can ask a question and listen to responses.Why should someone work with you? Why should they care?Give your audience relevant information that demonstrates your expertise, your authority, your unique selling proposition.
11. Once you have this audience of engaged people what do you do with them?Think about how you can convert these profiles from unknowns to candidates, to applications and to job roles.Anything you do online needs to have a call to action to make your audience complete an action with you. Think about things like the apply with LinkedIn button or something else that can change them from something you can’t use to something that can potentially make you some money.
12. In order to meet your key TA objectives [reference their specific objectives, which you should have already uncovered during discovery], we should first take a look at the evolution of recruiting and where your organization is today. Companies are evolving away from the traditional recruiting model and putting a few foundational elements in place to become more efficient and strategic. In doing so, they’re developing sourcing expertise in-house,using automation to personalize their job opportunities, ensuring the right talent brand is in front of the right individuals and arming their recruiters with access to the right talent pools. (Note: From bottom to top, each row in the framework represents a recruiting capability):SOURCING: From agency reliance  to developing in-house sourcing and pipelining expertiseJOBS: From post-and-pray  to targeted & personalized job matchingBRAND:From no consideration of talent brand  to developing an employer branding strategyMETRICS: From no metrics established  to using talent data to improve recruiting effectiveness and ultimately shape business strategyWhere do you think you are in this evolution? [Have a conversation with the client and calibrate where they think they are in this process vs. what you think and come to a mutual agreement. Anchor them so that you can create a vision of where they can go next.]:Many clients will start at the “Developing” stageThe LinkedIn Core Solution helps get them to “Foundational.” This is a necessary first step.Clients already using the LinkedIn Core products can then think about more advanced strategies to get to the “Strategic” stage in the longer term (e.g., through Student recruiting, Campaign media, Branding Accelerator, Followers, etc).
13. By becoming more strategic and less reactive, companies are able to increase the efficiency of their teams and increase quality of hire. [Link this statement back to the client’s explicit goals & challenges].Remaining status quo won’t help solve the issues we discussed.
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19. Same opportunity for small agencies as for big one.
20. How do Staffing Agencies find quality placements on LinkedIn? Proactively: By empowering their employeeswith LinkedIn Recruiter, which allows users to find the best talent with laser precision & efficiency Automatically: By leveraging the scale and sophistication of the LinkedIn network through highly targeted jobs and media that automatically connect relevant candidates with their opportunities
21. The most common misperception is that a strong personal network on LinkedIn will bring you enough access to our members.Consider this. If a well connected recruiter on your team has 500 connections, she has, on average, access to full profiles and names of only 8% of the network. i.e. only 8% of the network is in her3-degree network. With 500 connections, she can only contact 0.001% of professionals on LinkedIn directly and needs at least one person to forward her message if she wants to reach 8% of the network. Can she depend on others' goodwill to do her job effectively?And 500 is quit a lot of connections. Probably much more than the avg recruiter on your team.30 connections get you access to only names and full profiles of 0.5% of the network.50 connections, 1%100 connections, 2%Our corporate recruiting solutions not only will put all your recruiters on the same level, it will above all, unlimit their access to the world's largest pool of passive candidates.
22. With our Recruiting Solutions all limits are removed: recruiters on your team have access to all members.It means the ability to access all names and full profiles from search.And much more of course.By the way, do you remember Jane, our super start sales person?Well, she was not in your network, so you may very well have missed her. [IDENTIFY JANE IN THE BACK UPPER RIGHT OF CROWD]With our tools, not only will she be within your reach, we will also ensure that you can identify her really easily.What is the cost to you and your company of missing that incredibly qualified candidate only because they’re just outside of your personal network?
23. Each time Erica logs into LinkedIn, the first thing she sees is relevant jobs in the Jobs You May Be Interested In module right on the home page, and in her Network Update StreamBy putting all or most of your professional jobs on LinkedIn, you can ensure that all types of professionals you’re trying to hire see opportunities relevant to them.