Presentation by myself and Tim Potten at the LinkedIn Talent Connect conference in 2013 about how Emerson HR and Talent Recruiting partnered to build brand awareness and attract top talent.

1. Building a True Partnership Between
Recruiting and Marketing
Sarah Beadle, Corporate Marketing Director
Tim Potten, Global Talent Acquisition Leader
@Emerson_News
Linkedin.com/company/emerson
Facebook.com/EmersonCorporate

2. Founded In 1890
NYSE: EMR
No. 12 on 2012 FORTUNE 500
list of America’s largest
corporations
Diversified global manufacturer
and technology provider
Headquartered in
St. Louis, MO USA
Presence
• 150 countries
• 235 manufacturing locations
• ~ 135,000 employees
• ~ 10K annual salaried hires
Other International
Sales
Emerging Markets
US
$7.9B $5.2B$6.4B $3.8B $1.9B
EMERSON AT-A-GLANCE
2012 Emerson
Total Sales
$24.4B

3. EASTERN EUROPE
Sales $1.0 billion
Employees 9,000
Locations 10
WESTERN EUROPE
Sales $3.9 billion
Employees 16,000
Locations 55
US & CANADA
Sales $11.0 billion
Employees 33,000
Locations 80
LATIN AMERICA
Sales $1.4 billion
Employees 16,000
Locations 30
EMERSON
GLOBAL
PRESENCE
2012
MIDDLE EAST & AFRICA
Sales $1.3 billion
Employees 1,000
Locations 5
ASIA-PACIFIC
Sales $5.8 billion
Employees 60,000
Locations 55

4. PAIN POINTS
HIRING FRENZY COMING OUT
OF ECONOMIC DOWNTURN
LOSING ENGINEERING TALENT
HARD TO FILL TECH POSITIONS
SPEND ON EXTERNAL
HEAD HUNTERS
LinkedIn PILOT
SOURCING ACCELERATOR
• All jobs openings posted
• Branded company page
• “Work With Us” ad campaign
• Recruiting seat licenses

5. We exceeded every goal we set out to achieve. In just five months,
we saved $200,000 in recruiting costs, increased number of hires
by 200 percent, and reduced time-to-hire by nearly 20 percent.
We reversed a key trend too: we were no longer losing talent to
our competitors. EMERSON PROCESS MANAGEMENT
SUCCESS
STORY
Lesson Learned
Branding is critical and Marketing must be involved

6. B2P
Humanizing
Emerson
HR +
MARKETING
Destroy Silos
OUR GLOBAL
SOCIAL
RECRUITING
STRATEGY
UNIFIED
BRANDING
Complexity
Reduction

7. DESTROY SILOS

8. HR+MARKETING TEAM STRUCTURE
OWN SOCIAL RECRUITING
TOGETHER!
• BRANDING
– Videos, voice, tone and
images
• RECRUITING
– Careers page, job
postings and testimonials
• ENGAGEMENT
– Content and Conversations
Global HR+Marketing Teams
per Business Platform (5) per World Area (5)

9. COMPLEXITY REDUCTION

10. KEEPING IT SIMPLE
Emerson initially had 62 separate
company pages on LinkedIn
Streamlined and organized into
six Business Platform Pages

11. LEADING APPLICANTS TO OUR NEW
EMERSON CAREERS WEBSITE
2012 2013* ∆
Visitors 845k 1080k 28%
Total
Applicants
105k 270k 157%
Total Jobs
Posted
5.1k 6.9k 35%
Applicants per
Job Posting
21 40 90%
AND DRIVING
A LOT OF TRAFFIC
*annualized

12. BUY-IN
AND BUDGET
Support and
accountability
from HR and
Marketing teams
Judge
results
Showcase irrefutable
data and a sound
strategic plan
Define
success
Bring in leaders to
champion results
High-level
discussions. Inspire
buy-in from
stakeholders

13. Job Slots
45% of applicants globally coming
from LinkedIn - our #1 source
Recruiter Seat Licenses
Businesses are hiring passive
candidates and saving money
Branded Emerson Pages
on LinkedIn
Follower base more than doubled
in nine months. Now 160k+
“Work With Us” Ads
Click rates of 1.25%
OUR LINKEDIN SOLUTIONS ARE WORKING
And many hires!

14. Emerson Network Power Example:
$680,000 savings YTD on external head hunter fees
by leveraging LinkedIn
Average headhunter
fee $21K
Average executive
placement fee $45K
Internal recruiters now have the
tools to replace headhunters – even for
Director and VP Level Positions
Structure your recruiting resources
properly
– Think Recruiting Centers with high-
level recruiters
IMPACT OF AVOIDING HEAD HUNTERS

15. New Recruiting Video

16. FOUR LESSONS FROM EMERSON
REDUCE
COMPLEXITY
DESTROY SILOS –
HR+MARKETING
BRANDING
IS CRITICAL
BUY-IN COMES WITH
IREFUTABLE DATA