3. Value Proposition
The Cost to Recruit and Hire a new
employee can average to
$15,000!
• Advertising Expenses
• Recruiting Expenses
• Referral Fees
• Travel and Relocation
• Company recruiter costs
4. • Hiring the wrong employee can lead to
greater employee turnover
• Employee Turnover can cost as much as
1.5 times a new employee’s salary!
Find the
candidate
who best fits
the position:
5. Positioning
For companies looking to
find and retain the right
candidates, Interlinked is
the recruiting solution that
will enable you to leverage
the world’s largest
professional network to
find qualified applicants
for any type of position.
7. DrinktheKool-Aid!
• LinkedIn’s corporate hiring solutions are
used by 82 of the Fortune 100 companies!
• LinkedIn provides you with the WORLD’S
LARGEST pool of professional
candidates:
• Over 150 Million Members
• Over 200 Countries and Territories
All information found at http://press.linkedin.com/about
8. Pre-Employment Personality Tests
• Used to gauge culture fit within an organization
• Moods change, personality does not
• Skills are easy to identify, culture fit is not
• Culture fit is as important to employee success as skill
• Used to match new candidates to your best employees
9. when evaluating a potential employee?
Fast and successful Integration of a new Employee in a company when his
Personality matches with Company's values and philosophy
What HR Managers Are Looking for Employees: A Good Fit
• Experience
• Conceptual power
• Character
• Job-related skills
• Education
10. Problems with personality tests
• Tests are long
• Candidates try to "game" the test
• Employers can't be proactive, must wait for
candidates to come to them
11. Our Competitive Advantage
• All LinkedIn Job Seeker members can take the test for
free
• HR professionals who buy our service can match
results to postings
• Test is only taken once
• Test is tied to profile, not to job posting
12. Current Market and Trend
• Long period between posting a job announcement and
employee hired start date
• 8 different jobs between 18 - 32
• Employees expect to be hired by a new company
• Low performance
• High unemployment
13. Online Recruitng Market
•
Online recruiting is estimated to be $3 billion global
market
•
Largest growth segment is small to mid-sized
companies
Within Linkedin, the Hiring Solutions group comprises
50% of the total revenue
•
Revenue was $84.9 million for 2011 increasing 136%
compared to the prior year
•
At the end of 2011, there were over 9,200 enterprises
under contract with Hiring Solutions
15. Smart Recruiting
• Weed out the wrong candidates
before the interview.
• Select based on more than
qualifications.
• Receive only relevant applicants.
• LOWER RECRUITING COSTS.
16. SWOT
Strengths
1.Time-saving for employer
2.Applicants find ideal career
3.Realize potential employee personality
4.Reducing employee turnover
5.Reduce cost (economical)
Weaknesses
1.No motivation
2.May not be accurate
3.One-time test
4.Time-consuming for applicants
Opportunities
1.No government regulation - restrictions
2.Ease discrimination
3.Self-understanding
4.High unemployment rate
Threats
1.Applicants may refuse to take the
personality test
2.A variety of social media- Strong potential
Competition
18. Customer Relationship Management
Linkedin uses Salesforce to manage their customer
information
o Mine the data from Linkedin for trends and correlations
o Generate 50 preset leads for sales which are entered into
Salesforce
o Work in person and online with large customers to help
them continually evaluate what is important to them in
terms of their evolving talent needs
The focus on SMB's will require additional marketing and
sales staff to manage this new target market
19. Financial Plan
Pricing of our Product?
Our Direct/ Indirect Costs?
Timeline?
Currently LinkedIn offers 3 Talent Finding Subscription Plans
-Talent Basic; Annual $39.95/ a month or $49.95/a month
-Talent Finder; Annual $74.95// a month or $99.95/a month
-Talent Pro;; Annual $399.95/ a month or $499.95/a month
http://talent.linkedin.com/jobs-for-you-adshttp://talent.linkedin.com/jobs-network
Direct Costs- Development costs,
English, Czech, Dutch, French, German, Indonesian, Italian, Japanese, Korean, Malay, Polish, Portuguese, Romanian, Russian, Spanish, Swedish and Turkish Almost one third of all American internet users used a job search website in January alone according to Forbes Online job searches increased 32% over the previous year As of December 31, 2011, two professionals per second sign up for LinkedIn As of February 9, 2012, LinkedIn operates the world’s largest professional network on the Internet with more than 150 million members in over 200 countries and territories As of February 9, 2012, LinkedIn counts executives from all 2011 Fortune 500 companies as members; its corporate hiring solutions are used by 82 of the Fortune 100 companies More than 2 million companies have LinkedIn Company Pages As of December 31, 2011, hundreds of thousands of job applications have been submitted using Apply With LinkedIn
Our flagship product is an employment personality test app for LinkedIn, which allows users to save a personality profile and use it to apply for many jobs. It will also enable companies to align the criteria for an available position with the personality of a potential candidate. HR recruiters use employment personality tests to test potential candidates for culture fit within their organization. These can be more insightful than interviews because they negate the effects of things like candidate nervousness or language/culture barriers. Problems: Personality tests are long; even the short ones can hit 60 questions, more accurate ones are often more than 200. The MMPI, one of the most widely used in mental health, has 550. A candidate applying to multiple jobs may do one or two, but if your company is the third or fourth that candidate might self-screen and not apply to your job. Another issue is that candidates will try to answer questions based on what he thinks your company wants, rather than answering honestly. How we work: Our personality inventory is free to all LinkedIn members who purchase a Job Seeker account. The job seeker fills out the questionnaire one time, not tied to a specific job. On the HR side, recruiters who purchase our software can search LinkedIn for personality matches as well as skills. Also, candidates who apply with their LinkedIn account will automatically have their personality inventory matched to your needs without filling out a new questionnaire. Why we are better: Because the candidate only fills out the questionnaire one time, instead of for each job applied, thus we can use a much longer questionnaire, which in turn will be more accurate. Furthermore, since the questionnaire is not tied to a specific job, the candidate is more likely to answer honestly. And finally, our system allows a recruiter to search for people based on personality, instead of waiting for a candidate to come to them and fill out a survey.
1. Deliver WOW through service 2. Embrace and drive change 3. Create fun and a little weirdness 4. Be adventurous, creative and open-minded 5. Pursue growth and learning 6. Build open and honest relationships with communication 7. Build a positive team and family spirit 8. Do more with less 9. Be passionate and determined 10. Be humble Zappo's Ten Core Values
Long tests can discourage an otherwise good candidate from even applying. Candidates will try to change their answers based on what they think the employer wants. This will invalidate the test. Personality tests only work if a candidate goes to the employer. Employer can't search for/approach desirable candidates
All LinkedIn job seekers can take the test for free. This ensures a high number of users. Once an HR pro buys the service, they can search for candidates based on personality as well as skills. This lets employers be proactive and find people who weren't looking for them. Once a job seeker takes the test, the same results are used for all job postings. This allows us to use a longer, more accurate test without frustrating the job seeker. Since the test is tied to the profile and not a specific job posting, job seekers are more likely to be candid and deliver accurate results.
1.Average time between posting job and employee hired start date – 7.7 weeks IT Sector – 4.5 weeks Sales – 6.8 weeks Technical – 8.2 weeks 2. 85% of American workers expect to be employed by a new company within 12 months. 3. The ability to deliver well in a job interview and the ability to do well on the job is just 14 percent 4. “Employers are finding it increasingly difficult to find people with the skills” they need,
According recent jobvite survey: 89% will recruit through social media this year 55% will increase their budgets for social recruiting One-third plan to spend less on job boards, third party recruiters and search firms.
We have 2 Categories of Users : - Our customers (below) Linkedin members that need to actually take the test Our Target Market: Who is our Customer ? (= Who pays to buy our service?) HR managers Small Business owners What do they need to do? Answer our questions in order for our app to use these answers as a basic template to compare with employees' answers and translate the findings into percentages of matching
Branding Strategy and Tools *Social Media Integration: Email marketing - Newsletters, Pop-up messages in Linkedin, Blogs, YouTube videos, Facebook page, Twitter account, LinkedIn groups *Printed ads in HR periodicals (journal advertising) *Testimonials from Psychologists showing how important is to test Personality before hiring (result will get published in the Linkedin website and blogs) *HR congresses, conferences nationwide/ worldwide, educational seminars about Personality *Case studies and white papers *Webinars
- use the LinkedIn data, technology and information to drive their sales leads - look for trends and correlations in their own data about members’ data, to be able to figure out the companies that may be good prospects. - these leads represent companies which are hiring and have the type of attributes to best sell Linkedin recruiting services. According to The Small Business Economy 2010 report , SMBs produce the vast majority of new jobs and employ about half the country’s workforce – which means they do a lot of recruiting! To find and hire the best talent for those jobs, SMBs need an aggressive, nimble recruiting solution that can be customized to fit their specific needs. (jobvite)
