Toronto | ConnectIn 2013
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The document discusses various aspects of talent acquisition and recruitment strategies for 2015, highlighting the importance of employer branding, leveraging data, and changing recruitment methodologies. It emphasizes proactive recruitment approaches, the use of social media, and the necessity for recruiters to develop appropriate skills and training. Additionally, it addresses the need for organizations to measure their employer brand and engagement effectively to enhance their recruitment strategies.
Toronto | ConnectIn 2013
- 1. #inTalent #inTalent Wifi: Guest, no password needed
- 2. #inTalent Welcome Brian Church Country Manager, Canada LinkedIn
- 3. #inTalent Talent Acquisi=on 2015 Wade Burgess Head of Talent Solu=ons, North America LinkedIn
- 6. Iden=ty: Endorsements 6 Billion Endorsements1+
- 7. Iden=ty: LinkedIn Alumni 7 20+ MillionStudents and recent graduates
- 9. 9 Unique visitors Q4 2012 116M Page views Q4 2012 9.8B Searches 2012 5.7B Company Pages 2.7M
- 11. 11 93%of recruiters use or plan to use LinkedIn for recruiting Source: Jobvite 2012 Social Recruiting Survey.
- 12. Your biggest concern today? 12 Source: ConnectIn survey. “Recruiting is extremely competitive. The talent pool is small and I fear it will only get worse this year.”
- 13. Your biggest concern today? 13 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.”
- 14. Your biggest concern today? 14 “In a highly competitive marketplace, it’s critical to have a valid and engaging employer brand that differentiates.” Source: ConnectIn survey.
- 15. Your biggest concern today? 15 Source: ConnectIn survey. “Finding ways to increase internal talent pools and market internal openings.”
- 16. 16
- 17. Think about jobs the way Nike thinks about products. 17
- 18. 18 Six Principles for Recruiting Like It’s 2015 Today
- 19. Rethink how you’re spending your =me 19 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
- 20. Turn your team members into talent scouts 20 Ed Nathanson Director of Talent Acquisition at Rapid7 Previous Kronos, Veracode, Emptoris, Inc. Education Ithaca College 2
- 21. ates ▼ InMail responses New job applicants Saved search results Profile updates … and many more
- 24. Invest in your pipeline 24 Troy Grabel Talent Acquisition Manager at LeanLogistics Previous Kelly Services, Atwell LLC, Kensington Community Church Education Central Michigan University 3
- 25. Op=mize for mobile 4
- 26. Hire from within 26 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
- 27. Hire from within 5
- 28. 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.
- 29. #inTalent New York Embrace the power of data 29 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.
- 30. The People We Hire Today Form the DNA of Our Companies Tomorrow.
- 31. #inTalent Moneyball for Talent Acquisi=on Will Hamlin Insights, LinkedIn @Will_Hamlin Using LinkedIn Data to Inform Your Strategy
- 32. Let’s get to know the attendees Most Endorsed Most Prepared Most Connected Most Popular Tony Giacobbe John Fleischauer Joseph Catricala Paul Hamilton
- 33. In Moneyball data transformed baseball 33
- 34. 34
- 35. If you can’t measure it, you can’t manage it 35
- 36. #inTalent New York LinkedIn data can measure much be[er than before 36 Star=ng with the profile Broader 200M+ Members Deeper Real-Time Breakdown by geo, function, etc. Constantly updating
- 37. Put in practice Plan Prioritize Today let’s discuss using LinkedIn data for 3 Ps 37
- 38. How to: Plan Prioritize Put in practice 38
- 39. Let’s use BDO as an example 39
- 40. Start by sizing up the talent pool to set expecta=ons with hiring managers 40
- 41. Recruiter can measure the talent pool 41 3 talent pool Canada KPMG 3 to 5 years Calgary, Canada Area Master’s Degree Senior Accountant
- 42. Recruiter can measure the talent pool 42 3 talent pool Senior Accountant Canada KPMG 3 to 5 years Calgary, Canada Area Master’s Degree
- 43. You can also use Recruiter to iden=fy markets for talent 43 34,053 9,008 5,501 10,933
- 44. How can you use data to plan? 44 Set expectations with hiring managers 1 Identify markets for targeting talent 2
- 45. How to Plan Prioritize Put in practice 45
- 46. Once you’ve iden=fied the right people, are they interested in you? 46
- 47. Let’s look at Husky Injec=on Molding as an example 47
- 48. Your employees are engaging talent every day; mobilize them as brand ambassadors 48 36,527 Potential candidates view Husky’s employee profiles monthly
- 49. Your company page draws in talent 49 4,760 Engaged Talent following Husky
- 50. We first assess two important elements of your employer brand: Reach and Engagement LinkedIn Confiden=al ©2012 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
- 51. Talent Talent Brand Index can measure your employer brand What percent of people who know about you show an interest? LinkedIn Confiden=al ©2012 51 Talent Brand Index = Talent Brand Engagement Talent Brand Reach Husky 27% Talent Brand Reach Talent Brand Engagement 106,713 members members 28,949
- 52. We can compare your Talent Brand Index against your peers 52 PEERS A B C D E F 27% 21% 16% 16% 14% 8% 7% Husky Weaker employer brand Employer of choice
- 53. Talent more difficult to engage Talent easiest to engage We can measure your Talent Brand Index varies across the func=ons you’re hiring… 53 43% 37% 37% 25% 24% 23% Support Eng. IT Opera=ons Sales HR
- 54. We can track how your Talent Brand Index progresses over =me 54 10% 13% 16% 19% 22% 25% 28% Jul-12 Aug-12Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13
- 55. How can you use data to priori=ze? 55 Identify engaged candidates 1 Benchmark against peers2 Diagnose strengths / weaknesses 3
- 56. How to: Plan Prioritize Put in practice 56
- 57. Start using data & keep it simple 57 What is the size of your talent pool? How well are you engaging that talent?
- 58. Should you create a new workflow? 58 NO!
- 59. Integrate and enhance your exis=ng workflow 59 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
- 60. Talent Tips from LinkedIn 60 Team TA Sourcing Ops & Analytics Coordination We embedded ops & analytics into TA Measure, manage, iterate… Repeat
- 61. How can you best opera=onalize talent analy=cs? 61 Start using data & keep it simple 1 Integrate and enhance your workflow 2 Create the right team structure 3 Team TA Sourcing Ops & Analytics Coordination
- 62. Put in practice Plan Prioritize You should now know how to use data to: 62
- 63. You can now verify skills with endorsements 63
- 64. We can help companies to understand where they are skill leaders or skill trailers 64 Is that good? • How does it compare to our peers? • How does it vary by geo, function, etc.?
- 65. LinkedIn can help you measure & manage it 65
- 66. #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
- 67. #inTalent #inTalent Wifi: Guest, no password needed Coffee & Networking Break
- 68. #inTalent Peter Gima Sales Manager LinkedIn Welcome Back
- 69. #inTalent Customer Spotlight Shahid Wazed Recruitment Sourcing Specialist City of Edmonton
- 86. #inTalent Ann Barre[ Director, eRecruitment & Social Media Strategy Sun Life Financial Customer Spotlight
- 87. Maximizing Your Social Recrui=ng Efforts By:
- 88. Agenda 88 Branding Training Metrics
- 89. 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) 89
- 90. 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 90
- 91. 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. 91
- 92. 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 92
- 93. 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 93
- 94. 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. 94 Dispel assump=ons through metrics: • Candidate Pool • Who are we hiring?
- 95. Use Metrics to Refine Your Strategy What is the data telling us? Take data from repor=ng and use to refine your strategy. 95
- 96. Thank You 96 Ques=ons
- 97. #inTalent Peter Gima Sales Manager LinkedIn Wrap-‐Up and Roundtables
- 98. #inTalent And the winner is…
- 100. #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