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Apresentação Casa de Saude São José
O documento discute soluções de recrutamento no LinkedIn, destacando: (1) Sua capacidade de conectar profissionais em larga escala com 238 milhões de membros; (2) A importância de se engajar tanto candidatos ativos quanto passivos, que compõem a maioria dos profissionais; (3) Diferentes abordagens para candidatos ativos e passivos requerem estratégias distintas de recrutamento.
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Apresentação Casa de Saude São José
- 1. Soluções de recrutamento Nossamissão: Conectar os profissionais do mundo para torná-los mais produtivos e bem sucedidos.
- 2. Soluções de recrutamento Porque os profissionais estão no LinkedIn? Identidade Perfis profissionais Conectar, encontrar e ser encontrado Networking Ser grande no que se faz Insights
- 3. Soluções de recrutamento 238MM+ Membros no mundo 2 novos Membros por segundo Linkedin: Pool Global de Talentos +20.000 Empresas clientes no mundo 91M+ 12M+ 22M+ 14M+ 1 em cada 3 profissionais no mundo
- 4. Soluções de recrutamento •Socializar • Entreter-se • Compartilhar conteúdo pessoal • Manter identidade profissional • Fazer contatos úteis • Procurar oportunidades • Manter-se atualizado Casual “Passar tempo” Intencional “Investir tempo” Redes Pessoais Redes Profissionais 72% preferem separar suas redes sociais profissionais e pessoais
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- 6. Soluções de recrutamento 6 Impacto100x: CEOs, Dirigentes Trabalhadores Volume Custo Qualidade Volume Custo Qualidade ? As empresas precisam contratar os melhores talentos Volume Custo Qualidade
- 7. Soluções de recrutamento 7 Profissionais 19%Ativos 16% Super Passivos 65% Passivos
- 8. Soluções de recrutamento Encontreos melhores candidatos, não apenas aqueles que te procuram Passivos 80% 238MM Ativos 20% membros LinkedIn members last year 20
- 9. Soluções de recrutamento Candidatosativos e passivos requerem abordagens diferentes Candidatos Ativos Em busca de emprego - Buscas em sites de emprego - Procuram por várias oportunidades Candidatos Passivos Fazendo melhor o seu trabalho - Desenvolvem redes de conexões - Escutam apenas propostas apropriadas
- 10. Soluções de recrutamento Conformeas empresas aprendem a buscar talentos passivos, a aquisição de talentos torna-se cada vez mais estratégica Estratégico: Baixo Custo Eficiente Foco na qualidade dos candidatos Pool de candidatos pré-mapeados Reativo: Alto custo Trabalho-intensivo Foco na quantidade de candidatos Processo dependente de requisição Desenvolvendo Fundacional Estratégico Tradicional
- 11. Soluções de recrutamento Modelode Maturidade de Aquisição de Talentos Desenvolvendo Fundacional Estratégico Tradicional MarcaVagasMétricasCaptação Reativo, dependente de consultorias de R&S Construir um pipeline de possíveis fortes candidatos Um time construindo um pipeline de possíveis fortes candidatos “Post-and-pray” Mostrar a vaga para as pessoas certas e atrair candidatos altamente qualificados Segmentação e priorização dos talentos Estratégia de Marca de Talentos definida Métricas e benchmarks estabelecidos Marca de talentos influenciando funcionários e candidatos Desenvolver capacidade interna para focar em talentos passivos Vagas em sites de nicho e em redes sociais Entendimento da proposição de valor aos seus funcionários Decisões tomadas com base em dados
- 12. Soluções de recrutamento TalentSolutions Presença da Casa de Saúde São José no LinkedIn
- 13. Soluções de recrutamento TalentSolutions Company Page: ACSC
- 14. Soluções de recrutamento FuncionáriosACSC no Linkedin:
- 15. Soluções de recrutamento FuncionáriosACSC no Linkedin
- 16. Soluções de recrutamento Perfildas novas contratações ACSC
- 17. Soluções de recrutamento Visitantesda Página ACSC no Linkedin
- 18. Soluções de recrutamento Visitaao perfil dos funcionários da ACSC:
- 19. Soluções de recrutamento Visitaao perfil dos funcionários da ACSC:
- 20. Soluções de recrutamento TalentSolutions ACSC Análise da Marca Empregadora
- 21. Soluções de recrutamento Primeiroentendemos seu alcance e engajamento no Linkedin Alcance da sua marca como empregadora Talentos Talentos que são familiares com você como empregador Engajamento dos Talentos Talentos que estão interessados em você como empregador Pesquisando página da empresa e de carreira Seguindo a sua empresa Visualizando e se candidatando a vagas Estão vendo perfis dos seus funcionários Conectando com seus funcionários 17,728 membros membros 973
- 22. Soluções de recrutamento Talentos OTalent Brand Index mede sua atratividade para com os talentos do mercado Talent Brand Index = Engajamento dos Talentos Alcance da sua marca como empregadora GlobalWeb 5% 17,728 membros membros 973 Alcance da sua marca como empregadora Engajamento dos Talentos
- 23. Soluções de recrutamento Nósconseguimos fazer um benchmark do seu Talent Brand Index vs. seus pares para mensurar quão efetivamente você engaja com talentos no Linkedin Empregador de Escolha Marca Empregadora mais Fraca Peers: • Hospital Samaritano • UNDP • Hospital Beneficencia Portuguesa De São Paulo • Unimed Paulistana • Hospital Mater Dei • Amil • Hospital Santa Marcelina of4 8
- 24. Soluções de recrutamento Note:number of professionals visiting reflects unique members visiting your employees profiles LinkedIn Confidential ©2013 All Rights Reserved 24 318 professionals visit your employees’ profile pages every month Top job functions Top viewer companies
- 25.
- 26. Soluções de recrutamento Trêscomponentes que trabalham juntos para aumentar a efetividade do recrutamento: Busca Pró-Ativa Engajamento Automático Busca Estretégica e Criação de Pipeline de Candidatos Métricas e Dados Divulgação de Vagas Personalizadas Desenvolvimento da sua Marca de Talentos
- 27.
- 28. Soluções de recrutamento 28 “disseramconfiar o cargo a engenheiros civis, duas citaram os engenheiros mecânicos e outra optou pelo engenheiro naval. Cinco anos de experiência no ramo e mais uma especialização técnica – em rodovias, estruturas ou, como pedem três dos executivos entrevistados, petróleo – completariam o perfil do profissional dos sonhos das construtoras.” Fonte: Revista Veja de 23 de Maio de 2012, matéria de Capa
- 29. Soluções de recrutamento Macaé= 18 Experiência: 3-5 & 6-10 anos = 60 Indústria: Óleo e Gás = 641 Local: Rio de Janeiro = 38.900 Cargo: Gerente OR Contratos = 53.400 Engenheiros no Brasil = 347.000
- 30. Soluções de recrutamento Ericada Silva Gerente de TI J Macedo Gerente de TI Gerente de TI Juniper Networks LiveOps Gerente de TI
- 31. Soluções de recrutamento Ericada Silva Gerente de TI Join the team that is transforming the future. We are passionate about what we do. CompaniesHome | Sitel Jobs Ariel Hsiao Amazon ABOUT Watch the video for a peek into the fast- paced world at our headquarters. Every day, our employees are working on exciting projects that make a real difference for our customers. Plus, we’re really excited to show off our newly remodeled office space! Check out the links below for more about us: Our Career Site ► 10838 followers Sitel Gerente de TI Todd Logan VP of Finance Emily Meinhardt Account Executive Hillary Carroll Manager of Operations Gerente de TI Gerente de TI Gerente de TI Director of Information Technology Director of Information Technology Senior Gerente de TI Senior Gerente de TI Careers
- 32. Soluções de recrutamento Porque investir na sua marca de talentos? 3 motivos para investir na sua marca de talentos Reduzir o custo por contratação em até 50%. Reduzir a rotatividade de pessoal em até 28%. Influenciar o diálogo com candidatos. 91% de empresas aumentaram, ou pelo menos mantiveram, seus investimentos na marca de talentos em 2012.
- 33. Soluções de recrutamento Comotrabalhar sua marca de talentos no LinkedIn Pense em recursos visuais. Com imagens, você pode fornecer uma perspectiva real da sua empresa. Pense no ambiente digital. A sua mensagem deve ser sucinta. A reutilização de conteúdos impressos pode não funcionar online, onde a capacidade de atenção é menor. Pense em vídeos. Candidatos terão um interesse mais profundo na sua empresa se ouvirem histórias de pessoas reais. A inclusão de vídeos deve ser uma parte integral da sua estratégia. Pense em personalização. Adapte o seu conteúdo de acordo com os perfis do LinkedIn de seus visitantes. Segmente a sua Career Page com base no cargo, setor, localidade e outras qualidades de seu candidato.
- 34. Soluções de recrutamento +de 500 clientes corporativos no Brasil 34
- 35. Soluções de recrutamento LinkedInconecta talentos com oportunidades em larga escala
Notas do Editor
- #10 [Note: Important to get the client’s agreement up front that passive candidate recruiting is a key to success]Because LinkedIn is a professional network, it’s home to both passive and active job seekers Getting passive candidate sourcing right is critical to achieving your recruiting goalsMany of today’s best candidates are not looking for a jobHowever Recruiting passive candidates requires a very different approach from recruiting active candidates.While active candidates frequent job boards and seek out many opportunities, passive candidates spend their time networking. They’ll listen to opportunities, but only if it’s the right opportunity for them.LinkedIn is the only platform that can help you recruit both passive and active candidates[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
- #11 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.
- #12 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. Many companies are moving toward a model where 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. They are moving away from a reactive, traditional model and towards a proactive, strategic approach (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).
- #22 How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
- #23 We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
- #24 We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
- #25 Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
- #26 Recruiter brings you the best Talent Search on LinkedIn, period.Get Unlimited Access: all names, full profiles.First, you get access to all names and full profiles. Not just those in your 3-degree network, allowing you to ace even the toughest searches in functions, industries or even locations you’re not well connected into.Find the Best, much Faster: all premium search filters. Second, premium search filters, some of which have been developed exclusively with recruiting in mind, allow you to zero-in exactly on the profiles you’re looking for in just a few clicks. No need to build advanced queries: you refine on the fly, with really powerful criteria such as “years of experience”, “years in current position”, “function”, “current company”, “groups” and many more.Contact Candidates Directly: 50 InMails / mth. Response guaranteed.Third, after finding just the right profiles, you can contact them directly in a trusted environment: the LinkedIn homepage and the email address which they tied to their LinkedIn account (personal email if they prefer that your emails do not end up on their work inbox). The very high response rates of InMail will surprise you. As if that was not enough, InMails that go unanswered get credited back after 7 days and rollover to the next month if unused. Think of 50 InMails / month as 50 replies from candidates / month!
- #27 Implementing this core strategy will help you solve the challenges we discussed earlier.There are three key things companies do to dramatically increase their hiring effectiveness on LinkedIn.The first is proactive sourcing—using LinkedIn to find and engage the very best passive talent. Recruiter is the best sourcing tool out there, and recruiting teams are using Talent Pipeline features to become more proactive in managing pipelines of talent. Since organizations typically don’t have the bandwidth to source every hire proactively, it’s critical to be able to engage talent automatically to scale your recruiting efforts. The second element of the solution is personalized job targeting. Since we know that your target talent is on LinkedIn, we first need to ensure that all your professional roles are on the LinkedIn network. LinkedIn’s matching algorithm will serve up the right job to the right candidate, to ensure that only qualified candidates will be exposed to your open opportunities.The third element is developing a talent brand on LinkedIn. Companies are tapping into their employees’ networks and leveraging company pages to promote their brand and attract talent.These aren’t three independent pillars, but rather three elements of a single solution that reinforce one another.When companies post all professional jobs on LinkedIn, these jobs make their employer branding content more relevant for each candidate. Likewise, communicating a rich talent brand and leveraging employee profiles to connect with candidates creates a more compelling reason for candidates to apply to your job postings. Finally, when candidates understand what opportunities are available and have encountered your employer brand, they’re much more likely to respond to outreach from your recruiters, which makes your team’s proactive sourcing efforts more effective.By adopting this holistic strategy, organizations hire more of the right candidates for their roles.
- #31 Each time Eric logs into LinkedIn, he sees relevant jobs targeted to his professional background.Through the “Jobs You May Be Interested In” module, your jobs automatically target members right on their homepages using LinkedIn’s matching algorithm. The majority of these members are passive candidates who will only be shown jobs relevant to them.
- #32 [NOTE: Remove slide if customer has already bought a LinkedIn Career Page]Another common thing members do on LinkedIn is research companies. ### professionals visit your company page each month. They may come from an employee’s profile, from a search on LinkedIn, from Google, or from another source.Today, though, they only see basic information about your company, and how they’re connected to your employeesAgain you’re missing an opportunity to truly engage them.[Note: This excludes employees viewing their own company’s page]