Build In-House Sourcing with LinkedIn
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This document discusses building in-house sourcing and pipelining capabilities using LinkedIn. It describes defining an addressable talent market by identifying relevant skills, locations, and industries. This involves segmenting the market into priority candidates for a 1:1 approach, those to engage through a 1:many approach, and those to take no action on. The document recommends leveraging LinkedIn features like Talent Pipeline to engage candidates at scale and focus recruiter effort on high-value 1:1 prospects. It emphasizes developing long-term relationships and sharing relevant content to nurture interests over time.
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Build In-House Sourcing with LinkedIn
- 1. Building In-House Sourcing & Pipelining Capabilities with LinkedIn Shannon Benjamin Patrick Cronin Director TA GSO & International Head of GSO Recruiting
- 2. #intalent
- 3. Addressable Market The size of the talent market that is likely to have the capabilities & experiences required by your business #intalent
- 4. Talent pool reports – your macro-AMs Saturated High-demand 100 SF Bay Area 90 80 70 Seattle Demand Index 60 NYC Los Angeles Chicago 50 Austin 40 Boston Atlanta Denver Orange County, CA 30 San Diego Minneapolis/St. Paul Portland, OR Philadelphia Washington D.C. Dallas/ Fort Worth Raleigh/ Phoenix, AZ Durham, NC 20 Hidden Gems 2k 5k 10k 20k 50k Supply (# Professionals) #intalent
- 5. Addressable market end-to-end process Identify characteristics of internal groups Define characteristics of AM Build AM Refine & review AM Go or no go? 1-5 days for smaller markets, 1-2 weeks for larger markets Segment & Prioritize AM 1:1 approach 1:Many approach Do nothing 1-2 weeks #intalent
- 6. An addressable market - sample Account executives in Singapore 1,213 results Account Executives in Singapore Advanced Search 737 (3 recruiters, 2-3 hours each, 1,213 profiles viewed) Keywords: Account Manager OR Channel Manager OR Relationship Manager Location: Singapore Industry: IT & Services, Telecom, Computer Software 446 Addressable market #intalent
- 7. Engage with candidates differently based on prioritization Who What How Direct outreach via a recruiter or hiring manager Top priority candidates (22) 1:1 approach Drive engagement (406) 1:many approach Do nothing (18) Do nothing Contact via a connected LI employee [Inside opinion] Drive brand awareness & targeted media #intalent
- 8. In recruiting High Brand awareness & engagement 1:1 approach Targeted media Nurture Personalized content Direct outreach via a “Red Carpet” recruiter or hiring manager Contact via a connected LI employee [Inside opinion] Quality Who has expertise in skills we need? Outreach awareness at scale Talent direct Build Targeted media Awareness Personalized Tele-Sales content Low High Temperature Which prospects are most likely engage? #intalent
- 9. Now, Focus on the 1:1s Methodology Matters Most
- 10. This framework lets the recruiter focus effort on high-value prospects Top priority prospects 1:1 approach Fit with LinkedIn Talent pipeline Drive higher interest 1:many approach Automatic media targeting Interest in LinkedIn #intalent
- 11. Social recruiting 1. What is the strategy? 2. Who has the strongest relationship with candidate ? 3. Who is best suited to reach out? 4. Get an introduction 5. Tell the story #intalent
- 12. More on inside opinion Developing insights #intalent
- 13. Managing long term relationships Follow up is critical! Share relevant information Send regular updates Invite to events #intalent
- 15. Get technology to work for you Let LinkedIn Talent Pipeline do the heavy lifting #intalent
- 16. Get technology to work for you Let LinkedIn Talent Pipeline show you the results #intalent
- 18. Stakeholder advocacy Gain buy in with internal stakeholders Long term payoff Short term investment #intalent
- 19. ROI for talent pipelines Goal TTF reduction of 18 days Sales Quota carrying roles Savings Generates $2K/day 50 roles to fill 18 x 2,000 x 50 = $1.8M #intalent
- 20. Next Steps
- 21. Next Steps for Success Understand and create the addressable market Engage your future talent pools on segmented basis Leverage the technology #intalent
- 22. #intalent