In this free webinar, Meritage Talent Solution's founder, Kara Yarnot, and LinkedIn’s Pam Hoadley introduce LinkedIn’s Strategic Talent Acquisition Roadmap. This framework can help you transform your talent acquisition organization from traditional to strategic, making your team instrumental to the success of the business. Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

1. Pam Hoadley
Talent Brand Consultant, LinkedIn
LinkedIn
Your Roadmap to Become a Strategic Talent
Acquisition Organization
Kara Yarnot
Founder & President
Meritage Talent Solutions

2. Nothing we do is more important than
hiring and developing people.
- Lawrence Bossidy, Former COO of GE

3. Strategic
Strategic Talent Acquisition Organization
Traditional
Proactive
Quality focus
Sourcing excellence
Targeted talent brand
Seat at the table

4. Strategic
Getting to strategic requires a journey
Reactive
Quantity focus
High cost
Active candidates
Transactional
Proactive
Quality focus
Sourcing excellence
Targeted talent brand
Seat at the table
Traditional

5. Strategic Talent Acquisition Roadmap
Developing
Proficient
Strategic
Traditional
BrandJobsMetricsSourcing
Reactive, limited ability to
source independently
In-house sourcing
capabilities with proactive
pipelining
Team-wide pipelining
with engaged talent
communities
Post-and-pray
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Tailored messaging for
priority talent segments
Established metrics
and benchmarks
Proactive community
building and targeted
content at scale
Build internal capabilities
to focus on passive talent
Jobs on niche boards and
social platforms
Authentic and consistent
talent brand story
Data driven decision
making

6. Talent Flows
#InTalent

7. Talent Flows
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
Company

8. Sourcing
Developing
Proficient
Strategic
Traditional
Sourcing
Reactive, not
sourcing
In-house sourcing
Team-wide
pipelining
Building internal
sourcing
Identify Talent Pools
Pilot
Measure

9. Jobs
Developing
Proficient
Strategic
Traditional
Jobs
Post-and-pray
Fully targeted
posting
Full segmentation
and prioritization
Jobs on targeted
platforms
Identify Sources Engage Pipelines

10. Brand
Developing
Proficient
Strategic
Traditional
Tailored messaging
Communities and
targeted content at
scale
Defined brand
Brand

11. Talent Brand Index
#InTalent

12. Talent Brand Index
264,362
Engaged
1,873,354
Reached
18%
17%
15%
14%
11%
9%
Employer of choice Weaker employer brand
4/6
19%
15%
13%
12%
11% 11%
US Canada Arg India France UK
Easiest More difficult
23%
18% 18%
15%
13%
12%
Eng Ops Mktg Media
Comm
Sales HR
Easiest More difficult

13. Brand
Developing
Proficient
Strategic
Traditional
Tailored messaging
Communities and
targeted content at
scale
Defined brand
Brand
Build Partnerships
Identify Goals
Define Brand

14. Metrics
Developing
Proficient
Strategic
Traditional
Metrics
Established
metrics
Data driven
decisions

15. Getting Started
Identify Where You Are on the Roadmap
Find Sponsors / Supporters
Determine 2 Specific Steps You Can Take

16. Questions?
www.meritagetalent.com
www.talentchatter.com
www.linkedin.com/in/karayarnot
@klyarnot
Kara Yarnot
Founder & President