LinkedIn Recruiting presentation for Staffing
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LinkedIn Recruiting presentation for Staffing
- 1. Välkommen! LinkedIn Event 14 November 2013 1
- 2. 2
- 3. ©2012 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 3
- 4. ©2012 LinkedIn Corporation. All Rights Reserved.
- 5. STOCKHOLM 14 november 2013 Tid Innehåll 7.30-8.00 Frukostbuffé 8.00-8.15 Nordic Recruitment Trends Marcela & Liselott 8.15-9.30 LinkedIn Solutions: • Social Media • “Vad påverkar dina medlemmar på LinkedIn” • Möjligheter för Search, Rekrytering och Bemannings- företag med LinkedIn • Trender • Hur mäts framgång? Michelle & Alex 9.30-10.00 Kort presentation av vår produktmix och sammanfattning Marcela & Liselott ©2012 LinkedIn Corporation. All Rights Reserved. Presenterar TALENT SOLUTIONS 5
- 6. Marcela 15 år inom bemanning och rekrytering Entreprenör, affärsutvecklare, operativ chef, rekryterare och organisations konsult. Se till att omvandla alla mina kunders kontakter till köpande kunder eller kandidater! TALENT SOLUTIONS 6
- 7. Liselott 10 år inom online rekryteringsbranchen Key Account Manager, rekryterare, utbildare, projektledare och säljcoach Mitt uppdrag är att hjälpa kunder att till fullo utnyttja värdet av sin investering TALENT SOLUTIONS 7
- 8. LinkedIn i Norden 1,000,000 400,000 Workforce divided by age 1,500,000+ 1,100,000+ TALENT SOLUTIONS
- 9. LinkedIn i siffror 3 M Företagssidor 22% Besöker företagets sidor 46% nyligen varit aktiva 43% Bolagen har en status uppdatering 57% Läser InMails 143 M besöker LI varje månad SVERIGE • 224,343 Senioritet CXO/Manager/Director • Industri • 93,700 Finans, 178,307 High tech • Roll • 57,687 Construction • 63,572 Engineering • 67,202 IT • 77,076 Sales • 31,284 Support ©2012 LinkedIn Corporation. All Rights Reserved. Companies Represented: Sandvik IKEA H&M Spotify Volvo SEB Nordea Skanska Adecco Experis Manpower HIQ KING Accenture Student marknaden: 84% eller Nordens studerande medlemmar använder LinkedIn 71% Nordens student medlemmar är villiga att flytta för ett jobb TALENT SOLUTIONS 9
- 10. 2013 Global Recruiting Trends Top 5 trender för att attrahera talanger som du bör känna till ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS
- 11. 5 viktigaste trenderna som formar framtidens rekrytering 1 Sociala nätverk ökar i allt större utrsträckning kvaliteten på de som anställs 2 Employer branding är både ett hot och en möjlighet 3 Data används för att göra bättre anställnings- och varumärkesbyggande beslut 4 Företag investerar i att anställa internt för att stoppa talanger att lämna företag 5 Företag håller på att lista ut hur de ska rekrytera via mobila enheter TALENT SOLUTIONS
- 12. 1 Professionella nätverk & intern rekrytering:den snabbaste växande källan till talangrekrytering Top 5 most important places to find quality hires Increase (+) Decrease (-) Sources of Quality Hires 2011 Internal hires Recruitment agencies Internet job boards Company career website Social professional networks 35% 41% 39% 42% 11% 2012 2013 31% 33% 37% 41% 12% 47% 47% 42% 39% 18% +12% +7% +3% -3% +7% “Think about the key quality hires that your organization made in 2012. Which of the following were the most important sources for those key positions?” Recruiters are relying more and more on professional social networks to engage top talent. Stay ahead of the competition by training your team and employees how to be effective. TALENT SOLUTIONS
- 13. Sociala nätverk Privat nätverk Av användarna håller sin privata och professionella online använding separat Nyheter Professionellt nätverk Användarna har större förtroende för LinkedIn än andra nätverk TALENT SOLUTIONS
- 14. Kriget om employer branding har redan börjat Konkurrenter som har ett försprång 1. 2. 3. Investerar i sitt varumärke Ökar fokus på passiva kandidater Bygger och underhåller talent pools eller pipeline Konkurrensfördel 88% Tror att employer brand har en stark påverkan på förmågan att rekrytera de bästa talangerna “What are the things that your competitors have done or may plan on doing that would make you most nervous?” TALENT SOLUTIONS
- 15. 3 Använda data för att mäta deras “talent brands” kvalitativt och kvantitativt Believe organization utilizes data well to make hiring decisions 14% 23% Regularly survey new hires to understand brand position 26% 34% Regularly measure employer brand in a quantifiable way 34% 33% Survey new hires regularly to get a qualitative review of your talent brand. Use numerical metrics to measure your brand quantitatively over time and against competitors. TALENT SOLUTIONS
- 16. 4 4 Intern rekrytering Konsten att behålla talangerna kvar på företaget Top 5 tips från världens ledande organisationer 1. 2. 3. 4. 5. Arbeta proaktivt med att bygga en talangpool Investera i en employer branding strategi Ha en strukturerad intern rekryteringprocess och stöttande kultur Planering av arbets belastning och talangförsörjning Proaktiv sourcing “Think about the elements that make up a world class talent acquisition organization. Which of the following choices would you consider to be the most important elements of a world class talent acquisition organization?” TALENT SOLUTIONS
- 17. 5 Mobil rekrytering En ny form av rekrytering som är mycket effektiv för rekrytering av passiva kandidater 100% 13% Invest adequately in mobile 80% 60% 40% 87% Not investing adequately in mobile 20% 0% Get ahead by taking action now on your company’s mobile strategy, and you’ll expand TALENT SOLUTIONS your talent pool and become more visible to passive candidates
- 20. The Media Team Account Management Set up, implementation, launch, an alytics and reviews Solutions Consultant Initial strategy and media reviews TALENT SOLUTIONS
- 21. Agenda 1. Evolution of Recruitment Marketing 2. Introduction to Social Media 3. How People Use LinkedIn 4. Where do you fit in? 5. How to measure success TALENT SOLUTIONS
- 22. Times are changing TALENT SOLUTIONS 22 22
- 23. “The best recruiters act like marketers…” 23
- 25. Fish where the fish are TALENT SOLUTIONS
- 26. Know what they want TALENT SOLUTIONS
- 28. How do people use LinkedIn? 28
- 36. TALENT SOLUTIONS
- 37. How does it compare to other places? 38
- 40. Where are you today? 41
- 41. Staffing companies are shifting to more efficient strategies Strategic Foundational Segment-specific campaigns Developing Success metrics Talent data guides business strategy Traditional Defined Unique Selling Proposition Employees as niche brand ambassadors World class marketing of brand Post-and-pray Job board and social recruiting Targeted engagement Engage everywhere, including mobile CRM/ ATS reliance, Reactive Early emphasis on passive talent/ Biz Dev Sourcing excellence, team-wide pipelining Internal and external talent engagement TALENT SOLUTIONS 42
- 42. Staffing companies are becoming more strategic Strategic Foundational Developing Strategic: Efficient Quality of placement focus Proactive pipeline-based process Traditional Reactive: Labor-intensive Applicant quantity focus Req to req process TALENT SOLUTIONS
- 43. How can you plan for success? 44
- 44. Review – Five Steps To Social Recruiting Success 1. 2. 3. 4. 5. Management have to change their business Establish the business objectives Research your audience and think of a strategy Create tactics for each channel Analyse, measure, iterate, analyse, measure, iterate TALENT SOLUTIONS
- 45. What branding looks like and how we measure it 46
- 46. Put the right message in front of the right audience on your careers page Establish your market expertise and deliver unique messages for clients, candidates, and internal hiring • Geography • Function • Industry • Seniority TALENT SOLUTIONS
- 47. Targeted Content Enhances Job Postings TALENT SOLUTIONS 48
- 48. Drive targeted passive candidates to your careers page through ad campaigns TALENT SOLUTIONS
- 49. The ad campaign will drive relevant traffic to the careers page 600,026 Ad impressions delivered ~30% 3,449 Clicks Organic Traffic of traffic to Careers Page is clicking on a job Campaign Traffic Job Clicks 3,000 Traffic Driver Campaign 2,500 2,000 1,500 1,000 500 0 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 TALENT SOLUTIONS
- 50. Follower growth increases 1,600 1,400 1,200 1,000 800 600 400 200 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 60% increase in traffic from LinkedIn on corporate website Oct-13 Increase in new visitors to corporate website TALENT SOLUTIONS
- 51. Engaged members who are already interacting with your employees TALENT SOLUTIONS
- 52. Utilize your employees as brand ambassadors by owning the ad space on their profile page The #1 activity on LinkedIn is viewing other members profiles On average, recruiters have 10x more activity on their profiles Traffic to Employee Profiles 5308 August 1594 5530 July June May April March Traffic to Career Page 2421 5354 467 5799 463 6050 482 6201 810 TALENT SOLUTIONS 53
- 53. Why building your brand on LinkedIn is important
- 54. Increase your followers on LinkedIn 10,000 followers!!! 8,012 7,698 7,204 6,998 6,747 followers 9,389 8,557 71% Follow New Jobs 68% News and Insight 61% New Projects and Initiatives TALENT SOLUTIONS
- 55. Engagement improves the effectiveness of your proactive outreach InMail Response Rates 60% 52% 50% 12% increase in response after ad campaign launched 40% 30% 24% 20% 10% 0% Not Engaged with Brand Engaged with Brand TALENT SOLUTIONS
- 56. Establish your brand as best in class TALENT SOLUTIONS
- 57. Produkt mix ©2012 LinkedIn Corporation. All Rights Reserved. 58
- 58. LinkedIn gör det möjligt för rekryteringsföretag att generera värde för sina kunder på många sätt: Proactive Sourcing 250M+ Professionals on LinkedIn Recruiter & Talent Pipeline Ideal Placements for Your Clients Automatic Sourcing LinkedIn Jobs Recruitment Media LinkedIn Career Page TALENT SOLUTIONS 59
- 59. LinkedIn Personal Accounts: The best way to build and maintain your network 8% * * Average network reach with 500 connections Recruitment Solutions TALENT SOLUTIONS
- 60. LinkedIn Recruiting Solutions: The best way to find, contact & attract top talent 100% Recruitment Solutions * TALENT SOLUTIONS
- 61. Privatperson kontra Företagslösningar BASIC LINKEDIN PREMIUM TALENT PRO TALENT FINDER SALES PRO JOB SEEKER ©2013 LinkedIn Corporation. All Rights Reserved. RÄCKVIDD? SAMARBETE? BYGGA VÄRDE I ALLA KONTAKTER? SUPPORT OCH UTBILDNING? UPPFÖLNING OCH STYRNING? VEM ÄGER INFORMATIONEN? FRAMTIDEN? CHECK IN TALENT SOLUTIONS
- 62. Engaging world-class talent at scale does not stop at proactive outreach… Automatic Sourcing 250M+ Professionals on LinkedIn LinkedIn Jobs Ideal Placements for Your Clients Recruitment Media LinkedIn Career Page TALENT SOLUTIONS 63
- 63. Members see personalized jobs every time they log in Automatic Sourcing Controller Bridgewell Senior Controller Juniper Networks Controller LiveOps Erica Robertson Controller Your ideal candidate TALENT SOLUTIONS 64
- 64. ©2012 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 65
- 65. Våra medlemmar söker på Företag TALENT SOLUTIONS
- 66. Nå och engagera kandidater / kunder vid varje träffyta När de besöker er företagsida Genom riktade kampanjer I kontakt med följare & grupper När de titta på era jobbannonser När de nätverkar med era anställda Genom utskick till deras inbox 67 TALENT SOLUTIONS
- 67. 10 sätt att utveckla ditt varumärke på Linkedin ©2012 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 68
- 68. Kraften i ditt nätverk! I am friends with the bartender I am friends with the DJ ©2013 LinkedIn Corporation. All Rights Reserved. I am friends with the owner TALENT SOLUTIONS
Notas do Editor
- Välkomna till detta frukostseminarie där vi ska titta på resultatet av den undersökning vi på LinkedIn har genomfört för tredje året. ”Global Recruiting Trends” är en undersökning vi genomfört i 19 länder där vi undersökt över 3300 HR personer som arbetar med talanförsörjning för att fånga deras tankar kring vad som håller dem vakna på natten, trender kring rekrytering och budget, och viktigaste källorna där de hittar de bästa kandidaterna. Vi har trattat ner allt det här och mer till 5 stycken nyckeltrender som du som arbetar med strategisk talangförsörjning bör känna till för att ligga på framkant och vara effektiv för kandidaterna, ditt team och ditt företag. Respondenterna jobbar med talangförsörjning och:Sitter i central HR funktionHar möjlighet att påverka hur deras organisationer rekryterarFokuserar enbart på rekrytering, leder ett rekryteringsteam eller är HR generalister som spenderar med än 25% av deras tid på rekrytering. De som svarat på undersökningen är medlemmar av LinkedIn och har valt att deltaga i undersökningen. De valdes ut baserat på deras LinkedInprofil och kontaktades via email. Det här är ett ”snapshot” och det är viktigt att ni tar med er både resultat och frågorna med er hem till era verksamheter och ställer er själva samma frågeställningar. Och de fem trenderna är NÄSTA SLIDE!
- Sociala professionella nätverk ökar i allt större utrsträckning kvaliteten på de som anställsEmployer branding (arbetet att bygga upp sin attraktionskraft som arbetsgivare) är både ett hot och en möjlighetData används för att göra bättre anställnings och varumärkesbyggande beslutFöretag investerar i att anställa internt för att stoppa talanger att lämna företagetFöretag håller på att lista ut hur de ska rekrytera via mobila enheter i takt med att allt fler använder olika mobila enheter (smartphone/läsplattor etc.) ökar
- Den syntes jeg personligt at meget interessant og jeg vil faktisk gerne have lidt reaktioner fra publikum om muligt. Og så, man har sagt at brand er vigtigt, men men forsøger ikke at forstå ens position. Og dette er jo i konteksten af de som har svaret. Og de er i hvert fald repræsentative for sig selv. Om ikke de er det for alle. Survey new hires regularly to get a qualitative review of your talent brand. Use numerical metrics to measure your brand quantitatively over time and against competitors.
- SOURCING VS PIPELININGFrågan lyder – vad anser ni världens främsta talangorganisationer gör för att lyckas attrahera talanger?Proaktivt bygga en talangpoolInvestera i employer branding strategiStrukturerade interna processer Planering av arbetsbelastning och talanförsörjningProactive
- But it isn’t just LinkedIn, or even just the web. Smartphones have effected our lives in profound ways, and I wanted to give a brief illustration.2005 -Here’s the scene in the Vatican on the day Pope Benedict was elected. Phones, camcorders (remember those?!), happy smiling people.2013 - Same scene, but Pope Francis is being elected. Wow.
- The Recruitment ProcessIt is becoming less transactionalIt will continue to become more relationship basedRecruiters will have to work harder to differentiate their offeringRecruitment Marketing Active vs. PassiveBrand focused – how many big recruitment brands have gone through some form of rebranding in recent years? How many niche players have come out to shake up a market?Targeted – both REC and APSCo have said that generalists will die outMeasuring ROILinking systems
- The best recruiters in today’s market act like marketers. Why is this?Because individuals have never had so much choice in the history of employment. 20, 40, 50 years ago the idea of flexi-time, working from home, work-life balance were alien. A job was for life. Today with the amount of choice we have in every walk of life we can be more selective about the business we interact with - that goes from a candidate and hiring manager perspective.We can’t just expect to go for the hard sell and still place the right people in the right jobs. We have to spread ourselves thinner. Cover more ground. I see sales as being more of a one to one interaction.Marketing is a one to many.
- We’ve always had “passive candidates” – but we probably called them something else. I guess we called them our wider network or referrals.Social media as a communication and marketing tool feels like it was built purely to educate and engage people about products, services and opportunities before they know that they need them.80% of the market are not actively seeking new opportunities. Social recruiting should be about marketing your brand and engaging with people – making them aware of your services, and opportunities before they want to move.With the overwhelming majority of people not looking to move jobs social recruiting is not a quick win. It is the long game.Not all recruitment firms are set up for social recruiting and it isn’t something I’d recommend to all businesses – purely because some companies live too hand-to-mouth or they don’t have the infrastructure in place. For those that have the appetite to think about social recruiting hopefully this presentation will give you the foundations.
- You need to understand where you audience is. Research each potential audience and understand what platforms, what magazine, what websites, which groups these people are onWithout research and insight you can potentially waste your most valuable asset – your time
- Once you know your audience you need to give them something. Content.Content can be anything from articles about the industry, salary surveys, blogs, news, videos or opinions.Content doesn’t have to be hard work. You can ask a question and listen to responses.Why should someone work with you? Why should they care?Give your audience relevant information that demonstrates your expertise, your authority, your unique selling proposition.
- Once you have this audience of engaged people what do you do with them?Think about how you can convert these profiles from unknowns to candidates, to applications and to job roles.Anything you do online needs to have a call to action to make your audience complete an action with you. Think about things like the apply with LinkedIn button or something else that can change them from something you can’t use to something that can potentially make you some money.
- In order to meet your key TA objectives [reference their specific objectives, which you should have already uncovered during discovery], we should first take a look at the evolution of recruiting and where your organization is today. Companies are evolving away from the traditional recruiting model and putting a few foundational elements in place to become more efficient and strategic. In doing so, they’re developing sourcing expertise in-house,using automation to personalize their job opportunities, ensuring the right talent brand is in front of the right individuals and arming their recruiters with access to the right talent pools. (Note: From bottom to top, each row in the framework represents a recruiting capability):SOURCING: From agency reliance to developing in-house sourcing and pipelining expertiseJOBS: From post-and-pray to targeted & personalized job matchingBRAND:From no consideration of talent brand to developing an employer branding strategyMETRICS: From no metrics established to using talent data to improve recruiting effectiveness and ultimately shape business strategyWhere do you think you are in this evolution? [Have a conversation with the client and calibrate where they think they are in this process vs. what you think and come to a mutual agreement. Anchor them so that you can create a vision of where they can go next.]:Many clients will start at the “Developing” stageThe LinkedIn Core Solution helps get them to “Foundational.” This is a necessary first step.Clients already using the LinkedIn Core products can then think about more advanced strategies to get to the “Strategic” stage in the longer term (e.g., through Student recruiting, Campaign media, Branding Accelerator, Followers, etc).
- By becoming more strategic and less reactive, companies are able to increase the efficiency of their teams and increase quality of hire. [Link this statement back to the client’s explicit goals & challenges].Remaining status quo won’t help solve the issues we discussed.
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- Same opportunity for small agencies as for big one.
- How do Staffing Agencies find quality placements on LinkedIn? Proactively: By empowering their employeeswith LinkedIn Recruiter, which allows users to find the best talent with laser precision & efficiency Automatically: By leveraging the scale and sophistication of the LinkedIn network through highly targeted jobs and media that automatically connect relevant candidates with their opportunities
- The most common misperception is that a strong personal network on LinkedIn will bring you enough access to our members.Consider this. If a well connected recruiter on your team has 500 connections, she has, on average, access to full profiles and names of only 8% of the network. i.e. only 8% of the network is in her3-degree network. With 500 connections, she can only contact 0.001% of professionals on LinkedIn directly and needs at least one person to forward her message if she wants to reach 8% of the network. Can she depend on others' goodwill to do her job effectively?And 500 is quit a lot of connections. Probably much more than the avg recruiter on your team.30 connections get you access to only names and full profiles of 0.5% of the network.50 connections, 1%100 connections, 2%Our corporate recruiting solutions not only will put all your recruiters on the same level, it will above all, unlimit their access to the world's largest pool of passive candidates.
- With our Recruiting Solutions all limits are removed: recruiters on your team have access to all members.It means the ability to access all names and full profiles from search.And much more of course.By the way, do you remember Jane, our super start sales person?Well, she was not in your network, so you may very well have missed her. [IDENTIFY JANE IN THE BACK UPPER RIGHT OF CROWD]With our tools, not only will she be within your reach, we will also ensure that you can identify her really easily.What is the cost to you and your company of missing that incredibly qualified candidate only because they’re just outside of your personal network?
- 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.