Come LinkedIn ha rivoluzionato il mondo del recruiting. L'evoluzione della vision dell'HR nelle aziende più innovative. Presentazione di Moreno Ferrario ed Andrea Attanà di LinkedIn Italia.

1. Roma, 18 settembre 2014
#linkedinday

2. LinkedIn Day Roma

3. Welcome
Moreno Ferrario
Sales Manager Customer
Germano Buttazzo
Sales Manager New Business

4. Programma della giornata
La rivoluzione digitale del recruiting – M. Ferrario & A. Attanà Le soluzioni LinkedIn per il dipartimento HR – F. Costanzo & T. Giusti
-Pausa caffé – Best practice sharing: Elica e Neomobile - Networking Cocktail -

5. Moreno Ferrario
Sales Manager
LinkedIn:
La rivoluzione digitale del recruiting
#LinkedinDay
Andrea Attanà
Relationship Manager

6. ROBBY
24 anni, programmatore
http://www.rleonardi.com/interactive-resume/

13. LEAH
20 anni, Northwestern University student

17. DAMIANO
25 anni, video game fan

24. Linkedin members world wide
313M
0M
75M
150M
225M
300M
2010 2011 2012 2013
159M
2014

25. Linkedin “new graduates”
0M
75M
150M
225M
300M
2010 2011 2012 2013
<9M
+39M
2014

26. 0M
75M
150M
225M
300M
Linkedin members in Italy
2010 2011 2012 2013
1.9M
7M+
2014

27. 0M
75M
150M
225M
300M
Linkedin customers in Italy
2010 2011 2012 2013
n
2014
n x 10

28. Technologies evolve, behaviours change…

29. 20% Job Seeker
80% Network Builder
313M+ Members worldwide

30. Candidato
Attivi/passivi (magic wand)
Brand
Brand
Jobs
Traditional
Developing
Foundational
Strategic
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and ‘silver medalists’
Team-wide pipelining with engaged talent pools of candidates
Build internal capabilities to focus on passive talent
Post-and-pray
Targeted engagement to attract highly qualified candidates
Talent segmentation and prioritization
Jobs on niche boards and social platforms
Defined employer brand strategy
Influential talent brand engaging employees and candidates
Understanding of employee value proposition
Established metrics and benchmarks
Data driven decision making
Sourcing
Know where your organization is…

31. Traditional
Developing
Foundational
Strategic
Reactive:
High cost
Labor-intensive
Applicant quantity focus
Req to req process
Strategic:
Low cost
Fast & efficient process
Quality of hire focus
Proactive pipeline-based process
Know where your organization is…

33. Questions : connectinparis@gmail.com