Tey Scott, LinkedIn Doris Tong, LinkedIn Are you leaving the opportunity to identify and connect with top talent to chance? In this session, we'll walk you through how LinkedIn waved goodbye to traditional campus recruiting, implemented new processes to "even the playing field" and ultimately changed the entire direction of the team and its hiring outcomes by doing so. While we will focus on University level hiring, the strategy we are outlining works for any repeating skill set. Join us to learn more and we also look forward to learning from opening up the Q&A section in an interactive manner to hear what works for you! Key highlights: Never go to campus again/wave bye-bye to traditional campus recruiting: The mechanics on how to leverage our platform to do this. Even the playing field: What processes and tools we use to help create equal opportunity. Change direction and change hiring outcomes: We will be introducing our new strategy and talk about the diverse hiring outcomes derived from moving away from traditional campus recruiting. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

2. Never Go To Campus Again
Game-changing Campus Strategy that Works Across TA
Tey Scott
Director, Global Talent
Acquisition Programs
Doris Tong
Head of Global Campus
Recruitment

3. Today’s
Agenda
• The Tey & Doris Show – 20 Minutes
• Breakouts – 15 Minutes
• Wrap Up, Readouts, SWAG – 10 Minutes

4. 2011
We had 5 million students and
early in career professionals
on the LinkedIn network.
Today
We have over 52
million and growing.

5. Ever been to a Career Fair?

6. Where do you find
top talent?

7. Maybe here? Or here?

8. Problem. Your booth is here

9. Top talent may never
come your way

10. Or top talent may not
even be in the room

11. And you leave it all to
CHANCE.

12. ​ But imagine if you could…
​ Skip the career fair altogether...
​ And pin point your ideal candidates...
​ Before any other company...
​ And build a personal connection with them.

13. So instead of this:

14. You have this:

15. ​ Imagine identifying all early in career
talent by never going to another
campus again
​ Campus BHAG started in 2014

16. How did we start?

17. Multi-pronged Approach

18. 3 Year Evolution
TAM Research, Iteration,
Systems, Processes, etc.
––
100% Traditional Campus
While We Started TAM
Research
Year 1
25% Sourcing & TAM
––
70% Traditional On-Campus
––
5% Unique On-Campus
Engagements
Year 2
100% Regionalized and
Channels Strategy With
Unique On-Campus
Engagements
Year 3
100% 100%
70%
25%
5%

19. ​ Doris Tong
​ Head of Global Campus Recruitment
What is TAM 4 Campus?

23. Using The TAM Approach For Campus
AFFINITY
Which Prospects Are Most Likely to Engage?
QUALITY
Who Has Expertise in Skills We Need?
High
Low
High
1: Many 1:1 Approach
1: Many 1: Many

24. What is unique on-campus
engagement?

25. ––––––––––
• Used TAM to Target The Right Talent
• Sourced and Invited Talent From Our Network
• Scheduled a Week of “Events” On Campus
• Held 3 Tech Talks and 2 Diversity Events
• Engaged With 500 Unique Students
• Hired 25 Students (On Par With Traditional
Campus Recruiting Returns)
––––––––––
• Did Not Attend Career Fair
• Did Not Put on a Traditional Dog and Pony Info
Session
• School Was Pleased With Effort and
Engagement (So Did Not Alienate School)
Career Week

26. Strategies For Efficient Talent Engagement
Talent Direct
Allows us to reach highly
targeted passive candidates
directly with InMail.
Sponsored Updates
Let you publish relevant
content straight to the LinkedIn
feed of any member of the
site, not just your Company
Page Followers.
Career Pages
A powerful way to showcase
a company’s talent brand
and opportunities.
Recruitment Ads
Allow you to source more
effectively by brining the
company top of mind from
your target audience.

27. What is the channel strategy?

29. Campus Recruiting Channels
Intern Conversions
Referrals
Diversity
Open Houses
Hackathons
Schools
Conversions Referrals Inclusive Partners Hackathons Open Houses Schools
OPEN HOUSE

30. Recruiting | Priority Projects & Initiatives
Leveraging
LinkedIn Platform
+
Diversity Focus
Intern Conversions
• Intern Events
• Recruiter Office Hours
• Themed Speaker Series with Reid
• Hiring Manager Influence
Referrals
• Tech: Increase Referred Hires
• BLP GS: Increase Referred Hires
• MBA: Start Leveraging ERP for MBA Hires
Diversity
• Increase BLP S&A Diverse Hires
• GHC Hires
• MLT Hires
• Jopwell Hires
Regional Strategies • 20% of Open House & Accelerate U Attendees Proceed to TPS1
Hackathons • Hackathon Follow Up Plan
Schools • Reduce Total School Visits by 75%

31. ​ Tey Scott
​ Director, Global Talent Acquisition Programs
Regionalized Strategy

32. Our BHAG Enables Diversity
• 1 Campus Trip:
• $$$ (5 Engineers, 1 Recruiter, Catering, etc.)
• Limited Targeted Applicant Pool
• New Model:
• We Can Save $$$ and Be More Efficient By
Reducing Campus Visits
• AND We Can Widen Our Opportunities to
Wide Swaths of Diverse Talent, Schools,
Skills, Org.
WHERE WE WANT
TO GO…
RPS
TPS
ONSITE
HIRE
RPS
TPS
ONSITE
HIRE
DIVERSITY
ROBUST & DIVERSE
TOP-OF-FUNNEL
Campus Outcomes
TYPICAL CAMPUS
SOURCING
• Job Postings
• Referrals
• Campus Resumes

33. Moving Forward: Our New Strategy

34. Introducing...

35. What is Accelerate U?
Accelerate U is LinkedIn’s strategy to unlock talent across the globe.
LinkedIn targets areas populated with students/schools and hosts an
event focused on building skills needed to land a job.
Our strategy is simple, expand the recruiting efforts and broaden our
reach by bringing multiple Universities together in one location and
provide students an experience to learn, connect and engage with
LinkedIn.

36. “Change is a Process, Not an Event”
Our Results
2014
• 70% of Hires Come From
Targeted Schools
• 30% Are Pre-Sourced
From Non-Target Schools
• Talent Pipeline Actively
Used to Source
Candidates
• Hiring Target Driven
2015
• Identify 1-2 Pilot Programs
• Do Not Replace Campus
Recruiting à Augment.
• Access ROI Concurrently
to Evaluate Success
• Make Recommendations
to Adjust/Fine Tune
• Hires From 500 Institutions
• 73% Reduction in Campus
Visits
• 70% of Hires Come From
Outreach vs. Campus Trips
Present
• Channels and a TAM
Created for Every
Business Function/Role
• All On-Campus Activity is
For Branding or Hyper-
Personalized Events
• New Regionalized Strategy
in Place
• Diversity Outcomes are
incredible. 23% URM
Hiring Results from
Diversity Channel in Non-
Tech/Sales.

37. Applying These Concepts to
Repeating Skill Sets

38. The Process to Apply This to Repeating Skill Sets
End Up With New/Different/Better Outcomes
Start With a Set of Repeating Requisitions
Develop Your “TAM” by Segmenting Your Target into Categories
Limit Posting So You Can Reduce Noise
Develop Your Channel Strategy
Go After Your Targets in Your TAM by Engaging Them Through The Platform, Advertising, Other Engagements
Leverage: Events, Partners, Referrals, Diversity, etc. to Build Out Your TAM

40. Breakout Session
15 Minutes