iAdvisory Workshop: "Hiring for the Digital Age at IE Singapore" with LinkedIn (16th August 2017)

1. LinkedIn Sharing
IE Singapore
16th August, 2017

2. Trends in HR/Talent Acquisition
• Recruitment vs Talent Acquisition & Employer Branding
• Understanding the Candidate Journey
• Changes in the workplace/workforce that affects your HR strategy & required
capabilities
How does digital/LinkedIn enable your recruitment?
• Understand your Candidate + Employee Journey and where digital solutions like
LinkedIn can help each step
• Hypothetical case study + examples
Agenda

3. What is changing in Talent
Acquisition

4. The way we make decisions has changed

5. People are increasingly influenced by their peers, reviews, and
research as they make employment decisions
Follows a company and
browses updates
Finds and speaks with
connections at company
Speaks with
a recruiter
Sees
company news
Researches employee
reviews
Sees a
job opportunity
Potential
Candidate
Employee

6. Candidates are passive and expect ease & relevance
• 60% of talent are open but aren’t searching
• People explore at least 5 months before they apply
• Mobile has changed the game – people expect
ease & relevance
• 80% of active candidates browse on mobile, and 3
out of 4 don’t complete an application
25%
15%
45%
15%
Actively looking for opportunities
Completely satisfied with their jobs and don't
want to move
Not looking, but are open to talking to
recruiters
Not looking, but chatting with close network
about new opportunities

7. Bringing talent into organizations is no longer about posting jobs only!
Recruitment
Talent Acquisition & Employer
The modern recruiter manages the entire Candidate Journey and beyond

8. Business Leaders want Strategic HR Partners, how is HR responding?

9. Best in Class Talent Acquisition teams have adapted
“Talent acquisition maturity” is the level of an organization’s readiness and experience in relation to capabilities to
develop sound strategies that support effective attraction and selection of talent while aligning to the business

11. What is changing in the
workplace/workforce?

12. Changes in talent behavior pose organizational challenges
66%
of people who recently
changed jobs knew about
the company before they
first heard about the job2
1 PwC, Millennials at work Reshaping the workplace, 2011
2 LinkedIn, Talent Trends, 2016
50%
of the global workforce will
be millennials by 2020.1
For Millennials, they are attracted to employer
brands that they admire as consumers.
Brand identity has evolved to be beyond product
brand and corporate social responsibility , but a
story of what it means to be an employee and the
purpose of its products/services
Internal mobility, personal learning & development,
and working in an environment that embrace
technology and social media are considerations.
Employer branding is more important than ever.
71%
of the surveyed millennials
expect and want to do an
overseas assignment
during their career. 1

13. Changes in talent behavior pose organizational challenges
PwC, Millennials at work Reshaping the workplace, 2011 (Preparing for the Future Workplace of 2022)

14. How does digital/LinkedIn enable
your recruitment?

15. 15

16. LinkedIn is a global network of professionals

17. HIRED
These relationships shape each candidate’s
unique journey.
Engage them at every step.
Company
ABC
Company
ABC
Company
ABC

18. Hire
Direct Candidate Sourcing + Jobs
Talent Intelligence
Employer Brand + Recruitment Marketing
Work/Learn
Talent Insights (Skills Flow/Demand-Supply)
Online/Digital Learning via Lynda.com
Market/Sell
Content Marketing
Lead Generation campaigns
Social Selling via Sales Navigator

19. 19
Let’s imagine you are the HR Director of a
internationalizing business…
Your company has plans to further expand into the SEA region, scaling operations after setting up
new offices across 6 countries. There are plans to rapidly expand by hiring 50-100 professionals
across sales, data analysts, engineers and management by June 2018.
Challenges
 Scaling your company but maintaining culture fit (“wrong hires were resulting in retention
issues”)
 Local HR are generalists or even just office managers
 CEO believes all employees should be brand advocates and an “employee ambassador”
initiative can help address multiple business/HR issues
What would you do?

20. Identifying and understanding the Talent Pool
“What’s the addressable audience on LinkedIn?”
“What is your organisation’s current level of engagement with that audience?”

21. Search with the help of big data
A smart search bar
seamlessly guides you through the
initial search, providing
suggestions along the way.
“Find more people like”
create a search based on ideal
candidates you may know

22. Search specifically & uncover hidden talent
Smart suggestions
tap into LinkedIn’s unique data and
insights to surface relevant terms
you may have missed.
Recruiter even learns as you go,
dynamically adjusting the
suggestions as you add new
terms.

23. Understand your talent pool and drive data-driven
conversations
2
Map your
addressable market
Understand your talent pool
to build your recruitment
strategy
How warm is your talent
pool?
Understand the current
engagement with your talent brand
to measure your efforts

24. 1,000+
connections
230 sales
professionals240 Senior Software
Engineers
174 Management
professionals
28 data
analysts
Understand your company’s social footprint
1,000
employees
connected to
142,000
professionals

25. Your greatest brand asset is
how you can tell an
authentic story of your
company
Through Your employees
& coworkers
Every 6 pieces of content a LinkedIn
member shares influences:
• 3 company page views
• 6 job views
• 1 company page follower
• 2 new connections
• 6 profile views

26. HR: Engage + Advocacy
Are you connected with your professional,
employee, and customer ecosystem on LinkedIn?
–Your Top 100 customers, business partners, your
employees, your potential hires
Create content to engage with employees,
communicate culture and branding, and activate
employees to “like, share, and comment” to
amplify their voice with their extended networks!

27. Companies cannot just communicate about PR,
Marketing or job opportunities only
Brands are evolving into stories that combine product/employer brand, CSR, industry thought leadership into compelling narratives around
purpose-driven company mission/vision, culture and values
Create content that helps external hires understand your workplace culture and environment

28. HR: Engage + Advocacy
Create content to engage with
employees
Create moments/initiatives to
encourage employees to share
content
e.g. onboarding, #WorkBFF,
#ThankYourMentor, etc
Communicate culture and
branding, and activate
employees to “like, share, and
comment” to amplify their voice
with their extended networks!

29. A person is 3X more likely to
trust a post from a company’s
employee than from the
company itself.
Your employees’ social
networks are over 10X larger
than your company’s followers

30. Case Studies

31. Objective
Improve staff
engagement
Increase the
applicant pool
What they did
Engaging and
frequent content
posts on Company
Page and Careers
Page
Job ads to drive
candidate traffic
Results
Grew 13K Followers
in 2 years and now
targeting new
industries outside of
Retail to expand
talent pool and
improve employer
brand reach +
engagement

32. Objective
Be an employer of choice in
Singapore
Hire & pipeline for niche
roles
What they did
Strong HR & Mktg
partnership
Employee ambassadors
Customized messages on
Career Pages
Campaigns to pipeline
niche skillsets of talent
Proactively source with
Recruiter
Results
“Singapore’s most attractive
company” (Randstad, 2016)
Drastically reduce reliance
on agency

33. Key Takeaways