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This document discusses how social media, particularly LinkedIn, can be used for recruitment. It provides an overview of LinkedIn's size and growth globally. It then discusses how to manage personal and company profiles on LinkedIn to attract talent. It also describes how recruiters and companies can use LinkedIn tools like targeted job postings and messaging to actively source and influence passive candidates during their job search. The key takeaway is that an integrated approach using LinkedIn can help companies more efficiently recruit and hire qualified candidates.
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- 1. Social Media and Recruitment
- 2. Phil Mogilev Enterprise Account Executive LinkedIn ©2012 LinkedIn Corporation. All Rights Reserved.
- 3. ©2012 LinkedIn Corporation. All Rights Reserved. Profile Overview How to Manage your Profile How to Improve your LinkedIn Presence How your company can improve its Presence Key Take Away Points How can you attract Talent with LinkedIn? Q&A Agenda
- 4. LinkedIn: A global pool of talent 4 Europe, Middle East and Africa: 50M+ North America: 80M+ Asia Pacific: 37M+Latin America and Caribbean: 20M+ 225M+ Members worldwide 140 M+ Monthly unique visitors +3 new Members per second Monthly uniques source:Comscore ©2013LinkedIn Corporation. All Rights Reserved. 4
- 5. Critical mass of data Relevant and valuable products and services Technology platform Member growth and engagement
- 7. Why members come to LinkedIn ©2013LinkedIn Corporation. All Rights Reserved. 7 Everywhere Work wherever our members work Insights Be great at what you do Identity Connect, find, and be found
- 8. 8 It All Begins with your Profile…
- 9. Managing your LinkedIn Profile: Get endorsed and recommended by candidates you have placed They will be able to speak first hand of how you supported their job search You only need a few to establish credibility It is best to get a variety and make sure they address different points
- 10. Groups Help you identify the experts and become an expert
- 11. How can your company use LinkedIn to become more productive and successful?
- 12. Managing your company’s LinkedIn Profile
- 14. Using Status Updates Broadcast your jobs
- 15. Take advantage of our mobile platforms Information and business contacts at your finger tips on the go
- 16. As a professional Manage your personal brand Build your network thoughtfully Be active in the network Allow yourself to be found Add value to your clients Take Away Points As a company Manage your company’s profile Leverage your recruiters Listen to the network and get insights Get mobile
- 17. http://blog.linkedin.com & http://talent.linkedin.com/blog Recruiting Solutions Resources
- 18. Changing the way companies work. Market. Sell. Recruit.
- 19. Passive and active candidates require different approaches Active Candidates Work on their job search - Search job boards - Seek out many opportunities Passive Candidates Work on doing their jobs better - Develop networks - Only listen to the right opportunities 1. Talent Pool ©2013LinkedIn Corporation. All Rights Reserved. 19
- 20. Source automatically Reach the right candidates for all of your roles 1. Talent Pool: The best passive and active candidates 2. Targeting:Right opportunity, right candidate, right context 3. Results: More great hires, less effort ©2013LinkedIn Corporation. All Rights Reserved. 20
- 21. Financial Analyst Bank of America Sr. HR Director Gap Inc.Amazon Sr. LinkedIn HR Director LinkedIn Finance Manager Technology Director Bryan Finance Analyst Erica Steve Director of HRTechnology Director LinkedIn Technology Director JOBS YOU MAY BE INTERESTED INJOBS YOU MAY BE INTERESTED IN JOBS YOU MAY BE INTERESTED IN Target every candidate with relevant jobs automatically Moreapplications come from LinkedIn recommended jobs than searches 2. Targeting ©2013LinkedIn Corporation. All Rights Reserved. 21
- 22. Members see personalized jobs every time they log in Erica Robertson Your ideal passive candidate Technology Director LinkedIn Technology Director Technology Director Juniper Networks LiveOps Technology Director Senior 2. Targeting ©2013LinkedIn Corporation. All Rights Reserved. 22
- 23. Engage them with personalized opportunities Erica Robertson Your ideal passive candidate Technology Director Erica Robertson Information Technology Picture yourself with a career in Information Technology at at LinkedIn LinkedIn 2. Targeting ©2013LinkedIn Corporation. All Rights Reserved. 23 Note: number of professionals visiting reflects unique members visiting your employees profiles
- 24. Join the team that is transforming the future. We are passionate about what we do. CompaniesHome | LinkedIn Jobs at Ariel Hsiao Amazon ABOUT Watch the video for a peek into the fast- paced world at our headquarters. Every day, our employees are working on exciting projects that make a real difference for our customers. Plus, we’re really excited to show off our newly remodeled office space! Check out the links below for more about us: Our Career Site ► LinkedIn 287310 followers LinkedIn LinkedIn Technology Director Todd Logan VP of Finance Emily Meinhardt Account Executive Hillary Carroll Manager of Operations Technology Director Technology Director Technology Director Director of Information Technology Director of Information Technology Senior Technology Director Senior Technology Director Careers Show relevant opportunities with rich employment branding Erica Robertson Your ideal passive candidate Technology Director 2. Targeting ©2013LinkedIn Corporation. All Rights Reserved. 24
- 25. Influence candidates at every touch point Erica Robertson Your ideal passive candidate Technology Director Hired Networking with employees Researching your company Following your company Viewing relevant jobs 2. Targeting ©2013LinkedIn Corporation. All Rights Reserved. 25
- 26. November Erica Robertson Joined New Hire LinkedIn LinkedIn We can measure LinkedIn’s influence on hiring Erica Robertson ACME systems 3. Results Jobs you maybe interested in July Viewed a job on LinkedIn LinkedIn Influenced LinkedIn Technology Director Technology Director Technology Director ©2013LinkedIn Corporation. All Rights Reserved. 26
- 27. Clients with the LinkedIn Solution influence nearly twice as many hires “LI hire” measured as employees changing their profile from another company to client company from December 2011- May 2012 These averages include companies in all regions and account sizes 3. Results 11% 17% 34% 0% 5% 10% 15% 20% 25% 30% 35% 40% Seats & Limited Jobs LinkedIn Solution LinkedIn Solution & All Jobs Average % of LinkedIn members hired impacted by LinkedIn products ©2013LinkedIn Corporation. All Rights Reserved. 27
- 28. LinkedIn Recruiter Identify and reach the very best candidates Source automatically LinkedIn Solution Source strategically LinkedIn Recruiter Expand your reach and access the entire LinkedIn network Contact candidates directly with InMail Manage your pipeline with your team ©2013LinkedIn Corporation. All Rights Reserved. 28
- 31. LinkedIn connects talent with opportunity at massive scale + Fundamentally transforming the way the world works
- 32. Am I happy with my online professional identity? Can LinkedIn help make my company better at what we do? How does my company’s LinkedIn profile compare to my competitors?
- 33. Questions?
Notas del editor
- LinkedIn is the best global talent pool, with a rapidly growing member base[RMs may remove this slide if context has already been set]
- LinkedIn is a professional network, not a job board. Members come to LinkedIn for a number of reasons:Maintaining their professional profile of recordNetworking with other professionalsFinding insights to get better at what they doActive job searching is just one of the reasons professionals come to LinkedIn, and the majority of LinkedIn’s members are passive job seekers.[RMs may remove this slide if context has already been set]
- Make sure that your information is correct and you have a professional pictureName, company, title, and contact infoUpdates – relevant to your network – LinkedIn Today
- Again, think about your audience and ask for recommendations from the right people (satisfied clients and successfully placed candidates)My advice if you are a recruiter is to ask candidates that you have placed to give you a recommendation. This is a far more powerful message than the guy who hired you 10 years ago !You may also want to include recommendations from line managers within your business if you are trying to build internal relationships again it goes back to your target audience.
- Reverse job titles and company filters. Filter time in current position Put Your Professional Network at your FingertipsWalk into any interview or client meeting with the ability to look up the details and connect with over 100 million professionals worldwide, in real-time.Works with BlackBerry Contacts, Calendar and MessagingInstant access to the professional identity of anyone you know, meet or email.Spark a ConversationGet the latest updates from your contacts, send the info they need, congratulate them on a recent promotion, and more.
- So we’ve talked about what the individual can do to ensure that the best foot is forward at all times; we’ve also now laid a foundation for your organisation to build a strong brand within the LinkedIn environment.Consider your company page on LinkedIn the hub of all activity. This is where your organisation can assert it self as an agency of choice, an employer of choice, and ensure that your corporate vision is represented effectively within the LinkedIn environment. We say this is your hub of all activity because anytime someone, whether it’s a possible client or candidate, needs to learn something about your organisation, this is where they will find it. It’s important for the LinkedIn environment to understand what your company does, why it’s great to do business with you, why it’s great to work for you, and why I can trust to my career with you. • Follow your company to stay in the loop on keydevelopments, including job openings and otherupdates.• Read through a high-level overview of your company.• See who in their network is employed by yourcompany.• Access the latest news about your company throughyour blog posts and Twitter feeds.• Visit the “Employee Statistics” section to get ananalytical perspective on your employees. Forexample, they can see what percentage of yourcompany’s employees are in engineering, sales ormarketing. Or how your company’s employee basehas grown over time, as reected by your employees’LinkedIn proles.• Get a quick summary of other key company datathat you choose to provide.Organization specific information is important to driving candidate response from passive candidatesImportant to note that anyone can change the content – many companies are appointing stewards of their LinkedIn brand and aligning content with business and marketing/communications departments/strategies Ensures a consistent and positive user experience with your brand
- There are parts of the LinkedIn profile that your entire team of recruiters should be leveraging to build your employment brand and talk about the opportunities at your company. Three things Harry does well here: First, he links to LinkedIn’s company website, career site, blog, AND Twitter feed. As a recruiter, you should link to every place a candidate can go to find out more about your company and careers there. Second, Harry uses his Summary section like an elevator pitch for any would-be-candidate. And finally, Lindsat takes advantage of the applications you can add to your LinkedIn profile. You’ll see that she’s incorporated LinkedIn’s corporate blog via our WordPress app. We’ve seen other recruiters embed presentations, polls, Twitter feeds, and sponsored events to provide more color around what it’s like to work at their companies.
- Use your LinkedIn status update as you would a targeted, business edition of Twitter. You can even selectively synchronize the two from LinkedIn.com or from Twitter.com. Your status updates are a fantastic opportunity to share information virally. You can:- Advertise open jobs at your company and ask your network to pass on leads- Share tips on job seeking to position yourself as an expertPost exciting updates about your company and highlight what it’s like to work there(as you’ll see on the slide, here’s Brendan again, sharing news and updates about LinkedIn, as well as jobs we have open right now.)
- LinkedIn is working wherever their members are. They are continuing to invest in MOBILE solutions, whether it’s for smart phones, tablets, or applications. They’ve seen a sharp increase in mobile usage: now over 23% of weekly visits to LinkedIn are through mobile devices, up from 10% one year ago.
- The blog contains updates and information on new products and services that are being launched.
- [Note: Important to get the client’s agreement up front that passive candidate recruiting is a key to success]Because LinkedIn is a professional network, it’s home to both passive and active job seekers Getting passive candidate sourcing right is critical to achieving your recruiting goalsMany of today’s best candidates are not looking for a jobHowever Recruiting passive candidates requires a very different approach from recruiting active candidates.While active candidates frequent job boards and seek out many opportunities, passive candidates spend their time networking. They’ll listen to opportunities, but only if it’s the right opportunity for them.LinkedIn is the only platform that can help you recruit both passive and active candidates[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
- I want to share with you how LinkedIn’s hiring solutions can help you recruit the very best of these professionals automatically and literally source in your sleep.Our solutions connect your opportunities with the best candidates automatically in a way that no other tool can.There are three areas I’ll talk aboutLinkedIn’s tremendously valuable pool of talentTargeting the right professionals with the right opportunities wherever they go on LinkedInGenerating results in the form of more quality hires[Note: The LinkedIn solution narrative is about sharing a holistic solution for attracting talent on LinkedIn. This story talks about how a complete solution is the best way to connect relevant candidates with clients’ jobs. This is a deliberate departure from a more discreet product-by-product conversation.]
- Engaging candidates on LinkedIn begins with posting all of your professional jobs. This way, your outreach is relevant to the candidates you want to engage across the site. LinkedIn understands the professional background of every one of our members. Using our job matching algorithms, we can target each member with the most relevant jobs automaticallyWhen you post all of your jobs on LinkedIn, you’re able to show highly relevant jobs to all of your target candidatesSteve will see marketing roles, Erica will see sales roles and Bryan will see finance roles (If you only post sales roles, for example, you miss an opportunity to engage people like Bryan and Steve)Sharing your relevant career opportunities is the #1 way to engage passive talent on the siteTransition: I’ll show you exactly how candidates experience targeted jobs on LinkedIn.
- Each time Erica logs into LinkedIn, the first thing she sees is relevant jobs in the Jobs You May Be Interested In module right on the home page, and in her Network Update StreamBy putting all or most of your professional jobs on LinkedIn, you can ensure that all types of professionals you’re trying to hire see opportunities relevant to them.
- As talent networks with your employees, help them learn about your company and the career opportunities you have for them. Engage them as they gain exposure to you as an employer.
- You can also engage talent when they research your company on LinkedIn. Over #### professionals are already visiting your company page every month. A career page on LinkedIn is your chance to impart a clear branding message about what your company is like and what sets you apart as an employer. Erica also sees jobs that are relevant for her background. Those career opportunities coupled with a strong employer branding message on your career page can leave a powerful impression on the potential candidates for your roles.
- How can you boost your employer brand on LinkedIn?Meet Erica. She’s a passive candidate who is perfect for a role you are looking to hire. Engage her across LinkedIn with your employer brand. When you engage her, you are warming her up to the career opportunities you have at your company. You can engage her as she views the relevant jobs at your company, as she networks with your employees, when she is researching your company, and ultimately when she follows your company.
- [Note: Use this slide to explain the “Merlin” methodology for calculating impact jobs have on customers’ hires:]LinkedIn can measure exactly how our jobs influence hires. For example:When a member like Erica changes her profile from ACME Systems to your company, we recognize that you’ve made a hireIf Erica viewed one of your company’s jobs prior to joining your company, we recognize that LinkedIn’s jobs influenced that hireFrom this, we can calculate exactly how many hires LinkedIn influenced.This is an extremely powerful way of measuring influence. Many passive candidates don’t apply to jobs as soon as they see them. They may network their way to a job, or return to the careers website after an opportunity first sparks their interest. These candidates are lost in most source of hire reports, but they’re often first influenced by LinkedIn.[Note: Influenced hires viewed a job less than a year before joining the company. Excludes the month immediately before a member joined.]
- [Note: These are results that clients who post all or most of their professional jobs and invest in Work With Us and an LCP saw. Buying the full solution drives incredible results!]LinkedIn’s solutions generate the most important type of results: hires at our clients’ companies. Our clients are successful because LinkedIn is better than any other platform at finding the right candidates for our clients’ jobs.Here are some examples of customers who have implemented LinkedIn’s solutions. These companies are seeing between 30 and 40% of their professional hires influenced by LinkedIn jobsThis is a tremendous result when you take into account all the different sources of hire out thereHere you can pull in information from discovery, or ask clients how many hires they get from various sources. For example, “I know you see 25% of your hires from your employee referral programs. These companies are seeing a greater contribution than that from LinkedIn alone!”[Note: This is a powerful way of demonstrating LinkedIn’s impact, but critical to ensure that the client understands the methodology][Note to RMs: RMs should review Merlin and decide whether to add their client’s results to date as comparison. This can be a very powerful up-sell tool]
- This is a transition slide to shift the conversation to LinkedIn Recruiter. The combined solution of jobs and media allows customers to scale their recruiting with minimal effort. Recruiter is the best in class tool for proactively identifying the very best talent. We talked about how LinkedIn’s solution can help deliver a stream of high quality candidates automatically.Now I want to show you how we can help you take your sourcing to the next level through LinkedIn Recruiter.
- Moving away from post and pray, here’s a case in point: Next, looking for a senior swimwear designer in the UK – we have the people. You can see how we are completely changing the game. (see the story here: http://www.youtube.com/watch?v=LP-ZqOHGZn4&feature=youtu.be) We have over 12,000 organizations using our Recruiter tools.