The document provides tips for companies to turn their entire teams into recruiting machines by using LinkedIn effectively. It discusses how companies can use inside-out branding by empowering employees to share their experiences and become brand ambassadors. It also discusses using inside-out sourcing by tapping into employees' professional networks to find quality candidates. The document emphasizes that by transparently involving employees and encouraging information sharing, companies can create viral recruiting efforts.

1. Turning Your Entire Team
Into A Recruiting Machine
August 2012
#hiretowin

2. Leela Srinivasan
Marketing Lead, Content & Thought Leadership
LinkedIn Recruiting Solutions

3. Agenda
ACT I INSIDE-OUT BRANDING
ACT II INSIDE-OUT SOURCING
ACT III TYING IT ALL TOGETHER
Tweet your questions to #hiretowin

4. Steve Cadigan
Vice President of Talent
LinkedIn

5. The LinkedIn network: by the numbers
2
New members per second
175M
1
Members Worldwide
100%
Of the Fortune 500 companies represented
82%
Fortune 100 Companies use our Recruiting Solutions
1 As of May 3, 2012

6. Our employee base quadrupled in the last three years
2800 +
2110
990
480
340
2008 2009 2010 2011 2012

7. Hiring with scale

8. How does LinkedIn engage
employees as brand
storytellers?

9. TRANSFORMATION
TRANSPARENCY
VIRALITY

10. TRANSFORMATION

11. Global transformation
World
Company
Self

12. Company transformation

13. Morgan Stanley: LinkedIn Has Done A
Brilliant Job Hiring New Employees

14. Career Transformations
Michael P. Nguyen
Finance/Accounting
Michael P.
LinkedIn Nguyen
The Food Guy
LinkedIn
Catherine Porter
Business Development
Catherine Porter
LinkedIn
Acting Country Manager, Japan
LinkedIn Japan

15. TRANSPARENCY

16. Our employees know our executives –
and what’s on their minds

17. We solicit feedback, we listen, we act
We act with high integrity in all
business affairs. 6.1
Opportunities exist at LinkedIn
to pursue my career goals. 5.7
Employees collaborate well
across departments/teams. 5.2
1 2 3 4 5 6 7

18. VIRALITY

19. Goodbye, control. Hello, influence

20. Use your voice or someone else will

21. We create employee experiences worth talking about

22. Our employees inspire one another
Why a Neurosurgeon Became a LinkedIn and Bay to Breakers: A
LinkedIn Data Scientist Passion For Winning
“I came here because I want to be a better “The company has supported me in
analyst. Working at LinkedIn sharpens my pursuing my Olympic dreams while giving
skill set a little more each day, and I’m me the opportunity to create an employee
thankful for the challenge and the opportunity program around my passions – this speaks
to learn.” volumes about how important employees
are to the company.”
-- Simon Zhang, Director, Business Analytics -- Armen Vartanian, Real Estate & Facilities

23. We showcase our employees in dynamic ways

24. Embrace your role as lead storyteller

26. Lou Adler’s
Thinking Upside-down, Inside-Out & Backwards
Strategy Over Tactics
Inside-Out Networking
Hiring Manager Driven
Based on Lou Adler’s
Hire With Your Head
(John Wiley & Sons, 2007)(
©2012. All Rights Reserved. The Adler Group, Inc.
www.adlerconcepts.com
Rev 812

27. Thinking Backwards
Advertise &
Phone Screen
Moment 1
Interview,
Assess, Offer
?
Before Day 1 Day 1 Year 1 Beyond Year 1
Skills,
Experience, Title, Company, DOING, Work, Opportunity,
HAVING, Location, $$, Impact, Long-term
Academics, Responsibilities Learning, Team, Impact, Long-
Competencies Total $$ term $$ %
Candidate Acceptance
Opt-in Screen Criteria

28. Talent Acquisition Strategy
Scarcity Attract Assess Hire
Passive
Maximize Quality of Hire
Shorter Time to Fill Using the Golden Rule of PCR
83%
Lower Cost per Hire
Balanced SEO and Branding
Emphasis on new active sourcing channels
17% Customer care focus
Fill Seats with Best Who Apply
Quality of Hire is Problematic
Surplus Time to Fill is Hiring Manager Dependent
Active

29. Talent Acquisition Strategy
Scarcity Attract Assess Hire
Passive
The Recruiting Performance Trifecta
Maximize Quality of Hire – Minimize Time-to-Fill
83%
Reduce Cost/Hire
Balanced SEO and Branding
Emphasis on new active sourcing channels
17% Customer care focus
Fill Seats with Best Who Apply
Quality of Hire is Problematic
Surplus Time to Fill is Hiring Manager Dependent
Active

30. 20/20/60 Sourcing Plan
 20% Posting
– Reverse engineering
– Compelling stories
 20% Targeted Emails
– Clever Boolean
– eGrabber mail merge
 60% Networking
– Cloning
– VTC & PERPing
– Cherry-picking
LinkedIn 2011 Survey – 4,500 fully-employed members

31. Thinking Inside-Out
1st – Connectedness
Targeted
Compelling Everyone Else
Narrow Casting
Highest ROE
2nd Degree
2nd – Networking 1st Degree
Referrals – Warm Calls ERP/HM
VTC – PERP
High ROE You
Groups
3rd Degree – REACH
Nodes
High Volume
Pushed Postings Connections
Broad Casting
Low ROE 3rd Degree+
Think In-Out vs. Out-In
ROE: Return on Effort

32. Hiring Manager Driven Metrics
Personal
Improvement C B
Goal
D
A
Quality of Hire
B+ or better
3-4 Prospects Quality of Hire
72 hours
Interviews/Hire
3
72 3-4  STOP 4
2
Hours
1
Time-to-Fill INTERVIEW
S
3 Weeks HIRE
4-5 Prospects

33. Hiring Manager Driven Metrics
Personal
Think
Improvement
Goal
C B
Inside-Out D
A
Quality of Hire
Upside-Down
B+ or better
Backwards
3-4 Prospects Quality of Hire
72 hours
Interviews/Hire
3
72 3-4  STOP 4
2
Hours
1
Time-to-Fill INTERVIEW
S
3 Weeks HIRE
4-5 Prospects

34. Questions?
#hiretowin
Recruiting Solutions 34

35. Tying It All Together:
Branding and Sourcing
for Success on LinkedIn
Recruiting Solutions
v
Recruiting Solutions 35

36. Gabe Teperow
Account Executive
LinkedIn Recruiting Solutions
Bob O’Keefe
Account Executive
LinkedIn Recruiting Solutions

37. Today’s objective: help you brand and
source seamlessly on LinkedIn
Recruiting Solutions 37

38. To bridge the gap between sourcing and
branding on LinkedIn, turn to…
The humble Job Slot.
Yes, really.

39. 1,830 recommendations
(see http://lnkd.in/jobs_recos)
Recruiting Solutions 39

40. 1,830 recommendations
(see http://lnkd.in/jobs_recos)
“Much better than everything else we've tried. Better candidates,
better matches, AND more response. We're done with the big online
job boards; LinkedIn beats them by a mile”
NYC 6/12
“LinkedIn Jobs has expanded our candidate pipeline and creates
greater awareness of our growing company”
Chicago 6/12
“… I have found LinkedIn to be a tremendous asset. My postings
being available to not only job seekers but people in my network gave
me the added benefit of word of mouth recommendations that I
wouldn't have gotten through posting on a traditional jobs site.”
San Francisco 5/11
Recruiting Solutions 40

41. LinkedIn Jobs-
Members see personalized jobs every time they log in
Waterfall Mobile posted a job you may be interested in: Sr Software
Engineer
Share ● Careers ● See more jobs ● 6 minutes ago
Jobs You May Be Interested In
Erica Robertson
Sr Software Engineer Sr Software Engineer
x
Waterfall Mobile
ACME systems
Sr. Sr Software Engineer x
Amazon
Jobs You May Be Interested In beta
Sr Software x
Product Marekting
Account Executive Engineer x
Manager
xyzCo – Sunnyvale, CA
NetApp
NetApp– Sunnyvale, CA
Product Marketing Manager
Sr. Account Executive x
Amazon.com – Seattle, WA
Amazon.com – Seattle, WA
See more »
Sales Manager
Senior Product x
NetApp – San Jose, CA
Manager
NetApp – Santa Clara, CA
See more »
Recruiting Solutions 41

42. Target every candidate with relevant jobs automatically
Jobs you may be interested in Jobs you may be interested in Jobs you may be interested in
HR Director Sr Software Engineer Finance Manager
Waterfall Mobile Waterfall Mobile Waterfall Mobile
Sr. HR Director Sr. Sr Software Engineer Financial Analyst
Gap Inc. Amazon Bank of America
Steve Erica Bryan
Director of HR Sr Software Engineer Finance Analyst
>50% job applications from recommended jobs [Not searched]
Recruiting Solutions 42

43. LinkedIn members forward your jobs to
the right candidates
Fact: Each job is forwarded 11 times on average
Recruiting Solutions 43 43

44. They also see who they know at the
company
Recruiting Solutions 44

45. Jump-start your search with profile
matches
 Start sourcing in seconds  LinkedIn suggests up to
with a list of high potential 50 relevant candidates
profile matches each time you post
Recruiting Solutions 45 45

46. Reach the best candidates, not just the
active ones
<20%Active
• Identity
+175M
members • Networking
• Insights
You hired over
>80% 25
Passive LinkedIn members last year
Recruiting Solutions 46

47. You need a better strategy to reach them
vs.
Recruiting Solutions 47

48. For comprehensive sourcing, try LinkedIn Recruiter-
Engage the world’s best passive talent
 Expand your reach and access the entire LinkedIn network
 Contact candidates directly with InMail
 Manage your pipeline with your team
 Increase your team’s sourcing productivity
Recruiting Solutions 48

49. Anchor your presence with a LinkedIn Career Page-
Show relevant opportunities with rich employer branding
Recruiting Solutions 49

50. Example: LinkedIn Targeted Pages-
Function
Sales Engineering
Recruiting Solutions 50

51. Example: LinkedIn Targeted Pages -
Country
India Middle East & Africa
Recruiting Solutions 51

52. Example: LinkedIn Targeted Pages -
Languages
German Japanese
Recruiting Solutions 52

53. What’s the #1 activity on LinkedIn?
Looking at your
connections’ profiles!
Recruiting Solutions 53

54. This is what they see….*
Erica Robertson
Senior Java Developer
ACME systems
Recruiting Solutions 54

55. This is what they could see…
Erica Robertson
Senior Java Developer
ACME systems
Recruiting Solutions 55

56. Career Pages
We’re hiring
LinkedIn
Jobs
Work With Us LinkedIn
Ads Recruiter
Recruiting Solutions 56

57. 5 smart branding
and sourcing tips
Recruiting Solutions
v
Recruiting Solutions 57

58. 1. Embrace your profile as a branding vehicle
“Steve is one of the most skilful and effective
Human Resources executives I have ever
had the opportunity to work with. His keen
sense of individual and group dynamics
provides him with a strong foundation to bring
out the best in others.”
Laurence Akiyoshi, Consultant, LinkedIn
Recruiting Solutions 58

59. 2. Make sure your team does the same
Summary
I would love to help you be a part of our team in making LinkedIn THE social networking site for
professionals.
LinkedIn is a company that is changing people’s lives around the world. We are at a point in our
growth where your input will help shape our future.
Please contact me if you’re interested in working for a great pre-IPO, hyper-growth company
(xuan@linkedin.com).
Recruiting Solutions 59

60. 3. Make your company page all it can be
Recruiting Solutions 60

61. 4. Get serious about your LinkedIn
followers
Recruiting Solutions 61

62. 5. Keep in touch!
 Follow @hireonlinkedin
 http://talent.linkedin.com
– Recruiting blog (http://talent.linkedin.com/blog)
– Free events
– Research
– Case studies and more
 http://blog.linkedin.com
– LinkedIn platform updates
– Examples of branding through employees
Recruiting Solutions 62