1. Case Study Library
Updated Feb 2012
Recruiting Solutions 1

2. Case Study: L’Oréal
Challenge: Reduce costs and improve quality of
candidates
Solution: Create a Career Page to showcase career
opportunities and the company’s work environment
•L'Oréal Australia saved an estimated 20,000 Australian
Dollars in recruitment fees on a single hire
•L’Oréal’s Career page show business and personal
credibility through LinkedIn
•L’Oreal sourced 90 top profile candidates in less than
five months using LinkedIn
“I have sourced around 90 top profile candidates in less than five months
using LinkedIn. It lets us really select and focus on quality candidates. It has
given us stronger employer credibility, accelerated our recruitment and
reduced head-hunter expenses.
– Oskar Isenberg Lima, HQ Paris
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3. Case Study: Dixons Retail
Challenge: As the company grew and evolved their
recruiting needs changed
Solution: Leverage the power of LinkedIn to build an
in-house recruiting machine
•Dixons Retail shifts to internal agency model
•Cuts agency use from 95% to 4% in three years
•Saves “millions of pounds” in recruitment fees
•Recruited 300+ people using LinkedIn for call centre,
HQ and senior retail positions
“LinkedIn is a huge success factor for us. It enables us to be really proactive.
When someone in the business is looking to recruit, we can get them a
candidate profile in less than an hour.”
-- Bridget Hutchinson, Head of Recruitment, Dixons Retail
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4. Case Study: Sony Electronics
Challenge: Revamping Sony’s employment brand and
driving better recruiting results by doing more with less
Solution: Transform the company’s employment
brand using a LinkedIn Career Page and InMail
messaging
•Found 25% of its hires in 5 months
•Faster time to hire: Sourced 2 positions quicker than
their agency
•Turned to LinkedIn Jobs Network and Work with Us
ads to tap employee networks and scale recruiting
efforts
“With LinkedIn’s help we’ve become a strategic partner versus just an order
taker.”
-- Peter Moore, Senior Manager, Talent Acquisitions Group North America,
Sony Electronics
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5. Case Study: ON24
Challenge: Onboard talent quickly from a limited talent
pool, without sacrificing quality
Solution: Proactively target and connect with impact
players
• Massively expanded a difficult-to-access talent pool
to keep pace with accelerated growth.
• Reduced time-to-hire by 30 percent.
• Cut overall recruiting costs by more than 50 percent.
• Finds 85 percent of new hires through LinkedIn and
referrals.
“Anybody who’s anybody in technology has a LinkedIn profile. They aren’t
anywhere else. This recruiting tool was our game changer.”
– Lynn Butler, Staffing Consultant , ON24
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6. Case Study: Polycom
Challenge: Reduce reliance on staffing agencies to
source quality candidates
Solution: Leverage the power of LinkedIn to build an
in-house recruiting machine
• Found 60 percent of its hires on LinkedIn and saved
more than £2 million year over year.
• Filled 240 requisitions within the past 12 months
using LinkedIn Recruiter.
• Recruited its vice president of marketing using
LinkedIn and saved £53,000 in one fee alone.
• Reduced agency reliance to 2.5 percent.
“LinkedIn is very specifically geared at long-distance networking. It is
beautifully constructed to enable us to find the people we want.”
– Nick Turner, EMEA Recruitment Manager, Polycom
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7. Case Study: Vitalize Consulting Solutions, an
SAIC Company
Challenge: Solving the human part of the recruiting
equation
Solution: Build a strong employment brand to help staff
a people-centric business
• Showcased the company’s investment in employees,
its virtual nature and its culture with a LinkedIn Career
Page.
• Added videos to its Career Page to provide snapshots
of the daily life of a consultant.
• With 16 Recruiter licenses and 11 Job Slots, gained
access to an almost unlimited pool of qualified active
and passive candidates.
“LinkedIn Recruiter became a big hit with everyone. It’s easy to use and
has plenty of tools to help find those tough-to-reach candidates.”
– Michael Baker, Recruiter, Vitalize Consulting Solutions
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8. Case Study: Bluebeam Software
Challenge: Attract a higher caliber of candidate that
fits from a technical and personality standpoint
Solution: Yielding great ROI, LinkedIn has become the
go-to solution and primary source for new hires
• Cut time-to-hire from months to weeks for two
mission-critical positions
• Recouped initial investment by filling just one
position with Job Slots, and saved an additional
$15,000.
• Freed up time and money so management could
focus on upcoming priorities.
“LinkedIn is second to none. It has been the best investment for our recruitment
strategy. We build a pipeline of high-quality candidates, and it has been a
fantastic experience.”
– Tracy Heverly, Human Resources and Program Manager,
Bluebeam Software, Inc.
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9. Case Study: Skyline Recruiting
Challenge: Provide differentiated value to clients who
can already find candidates on job boards
Solution: Leverage Recruiter Professional Services to
dig deep into the LinkedIn network and hire with
pinpoint accuracy
• Increased the number of hires by 50 percent from
2010 to 2011 and trimmed time-to-hire by more
than 30 percent using LinkedIn.
• Gained greater access to international talent thanks
to referrals generated through LinkedIn.
• Connected with and landed passive candidates via
LinkedIn before they even began job hunting.
“You’re crazy if you’re not using LinkedIn. It has truly become a point of
difference between Skyline and the other recruiting agencies out there.”
– Elise Clark, Co-founder, Skyline Recruiting
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10. Case Study: Beachbody
Challenge: Establish a formalized recruitment process
and gain brand recognition
Solution: Build a robust pipeline of passive talent to
keep pace with company expansion
• Reduced third-party recruiting and job board spend
by finding 25 percent of hires via LinkedIn.
• Enhanced messaging and built interest among the
qualified passive talent pool.
• Synchronized recruiting team activities to build a
transparent talent identification cycle.
• Career Page built brand awareness on a grand scale,
reflecting its core values
“We now post any hard-to-fill, niche positions on LinkedIn’s Jobs Network
because of the success we’ve had finding candidates. It’s really simple.”
– Maureen Frontino, Sr. Manager Talent Acquisition at Beachbody, LLC
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11. Case Study: Insight Product Development
Challenge: “Post and pray” strategy generated too
many unqualified resumes
Solution: Leverage the explosive growth of the
LinkedIn network to find highly qualified professionals
and build recruitment brand
• Used LinkedIn as a one-stop shop to source
proactively and created inbound candidate traffic
• Highlighted employee testimonials and videos on
LinkedIn Career Page.
• Update job descriptions based on real-time feedback
from candidates
“When you think about the fact that we hire cultural anthropologists and they're
all on there...we were able to see the explosion of membership and that's the
value.”
– Craig Scherer, Senior Partner, Insight PD
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12. Case Study: ING Vysya Bank
Challenge: Battling for top talent in a highly
competitive banking, financial services and insurance
sector.
Solution: Leverage LinkedIn as a powerful social
media tool to target an unexplored pool of passive
candidates
• Achieved 400 percent ROI using LinkedIn Recruiter.
• Actively engaged passive candidates for niche and
mid-level positions, profoundly impacting its
recruiting strategy.
• Built an active presence on LinkedIn to create
branding and awareness about career opportunities.
“LinkedIn became an option when we wanted to get off the beaten path of
typical sourcing venues. It has helped us target the passive job seeker – which is
a large, unexplored pool of talent.”
– Ranga Subramanian, Head of Recruiting and Talent Acquisition, ING Vysya Bank
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13. Case Study: TRW Automotive Holdings
Challenge: Reactive approach to recruiting on job
boards and with agencies was slow and didn’t produce
the quality TRW needed
Solution: Shift focus to passive candidates and
become a strategic partner with hiring managers
• Saved significant time and money connecting
directly with high-quality passive candidates with
Recruiter and Job Slots.
• Provided better access to more engineers, who
make up 90 percent of openings.
• Improve perception by hiring managers, who believe
that LinkedIn brings in the best candidates.
“LinkedIn is better than any other solution on the market.”
– Pam Hoye, Lead Technical Recruiter, TRW Automotive Holdings Corp.
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14. Case Study: ThromboGenics
Challenge: Connect with a greater volume of
candidates who meet challenging hiring criteria
Solution: Leverage LinkedIn as a platform and a
strategic partner to connect with great passive
candidates
• Saved hundreds of thousands of dollars in agency
fees by finding 81 percent of U.S. hires on LinkedIn.
• Saw InMails as marketing rather than recruiting tools
and crafted targeted messages to passive
candidates.
• Leveraged the power of the network by encouraging
the viral nature of LinkedIn Job Slots.
“My LinkedIn account team is absolutely the best on the face of the planet.
They’ve gone above and beyond expectations in terms of what they’ve been
able to deliver to me and helped us gain maximum exposure for our company.”
– David Gluck, Senior Human Resources Consultant, ThromboGenics
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15. Case Study: Astreya Partners
Challenge: Source quality international
talent to match corporate culture and meet rigorous
screening criteria
Solution: Connect with great candidates who are also
great people
• Used recommendations and personal statements on
profiles to draw a clearer picture of each candidate.
• Decreased international time-to-hire by as much as
50%.
• Cut overall recruiting costs by more than 30 percent
by reducing reliance on country-specific job boards.
• Finds 23 percent of new hires through LinkedIn and
referrals, with little turnover.
“LinkedIn is the most powerful recruiting tool I’ve used for international
recruiting.”
– Sara Fox, International Recruiter, Astreya Partners, Inc.
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16. Case Study: Design & Build
Challenge: Need to quickly identify talented candidates
and initiate dialogue directly
Solution: Using LinkedIn Recruiter Professional
Services
 Opens up access to a broad array of talent
 Increases dialogue between the business  Recruitment agency focused on
and candidates, both current and future construction, engineering,
 Provides transparency, allowing them to be ‘totally architecture
connected’ as a business  Headquartered in Melbourne
 Offices in Sydney and Brisbane
 Staff of 30+ and growing
“We are seeing a change in our Consultants in their effectiveness to actively go
out and source, speak, meet and screen relevant candidates to the
assignments we manage.”
– Matt King, Associate Director , Design & Build
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17. Case Study: Softchoice
Challenge: Source top talent and minimize
costs through a remote, distributed recruiting
team
Solution: Strategically plans, proactively
targets and connects with passive candidates
- Proactively reaches passive candidates with LinkedIn
Recruiter and Job Slots
- Uses Career Page, Recruitment Insights, Recruitment
Ads and Talent Direct to engage in more targeted
recruiting and raise awareness of the Softchoice brand
- Lowers recruitment costs and shortens recruitment
cycles for technical roles
- Leverages LinkedIn as strong partner via quarterly
business reviews and evaluations
“LinkedIn has a connection to the recruiting market that other traditional
competitors can’t match. It’s just in a different league altogether.”
- Cindy Harvey, HR Manager, Softchoice
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18. Case Study: U.S. Cellular
Challenge: Pinpoint hard-to-find professional &
technical candidates in telecom for highly
specialized roles
Solution: LinkedIn Recruiter as a replacement for
“big boards”
 Finding higher-quality candidates faster
 Over $1M USD in annual savings
“No more post-and-pray. We find better depth and breadth of candidates, plus
we’re saving over $1 million this year.”
– Elisa Bannon, Director of Talent Acquisition, U.S. Cellular
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19. Case Study: Logitech
Challenge: Reach the best talent for vital director
and executive roles, which tend to be passive job
seekers
Solution: LinkedIn Jobs Network drives posts
virally to the right candidates
 Reaching higher-quality talent
 Fills 60% of open high-level positions
“Where it used to take 70 days to fill a director or vice president position,
today, it takes around 40 days. This makes it much easier for our hiring
managers.”
– John Zwieg, WW Director of Staffing, Logitech
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20. Case Study: SAB Miller
Challenge: Find global mid-senior level candidates
for top level leadership teams and talent pipelines
Solution: LinkedIn Recruiter enhances sourcing
activities and builds pipeline
 Referrals help fill key roles quickly
 Relationships with future global talent
“In the last year, SAB Miller has saved approximately £1.2 million through direct
sourcing; the majority of these through relationships on LinkedIn.”
– Jennifer Candee, Head of Talent Acquisition, SAB Miller plc
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21. Case Study: ArcSight (acquired by HP)
Challenge: Quickly identify, contact and hire highly-
specialized talent in today’s expanding enterprise
security market
Solution: LinkedIn Recruiter makes team more
productive, cuts costs
 Saved Searches and Search Alerts
 Contacting multiple candidates at once
 Avoiding duplication of effort
“LinkedIn Recruiter has saved us approximately two hundred thousand dollars
— maybe more. Plus the savings of time for me and my team is invaluable.”
– Matt Driscoll, Director of Global Recruiting, ArcSight
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