Accelerate Growth with SMB Hiring Solutions | Webcast

Accelerate Growth with SMB Hiring Solutions

For Small & Medium Businesses

©2013 LinkedIn Corporation. All Rights Reserved.

#hiretowin

INTRODUCTIONS

Moderator Guest Speaker

Luan Lam VP of Talent Acquisition

AppDynamics

Andrew Golden Head of Talent Acquisition

RetailNext

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The goal of this webcast is to help you Accelerate Growth with SMB Hiring Solutions

in 2015

① Effective Hiring Tools • Job Posts • Recruiter Solution • Branding Solutions

② Case Study

③ Key Tips

④ Q&A

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Percent of recruiters ranking these ‘long lasting’ trends in top 3

Trend Global

Utilizing social and professional networks 37%

Upgrading employer branding 33%

Finding better ways to source passive candidates 26%

Being a strategic talent advisor to the business 19%

Boosting referral programs 17%

TOP TRENDS FROM ‘2014 RECRUITING TRENDS’

#hiretowin Quantity of hires

Qua

lity

hire

s in

key

pos

ition

s

Internet job boards Social professional

networks RPOs, contingency or staffing agencies

Company career website

Internal hires Employee referral

programs

Student and youth recruiting programs

Internet resume databases ATS/ internal candidate

database Print/trade

journals

General social media

General career fairs

CRM system Other

Diversity recruiting programs

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

0% 20% 40% 60% 80%

ONLINE MEDIA ARE CORE SOURCES

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Metrics and Analytics

LINKEDIN CORE SOLUTIONS

Candidates who have engaged with your jobs and brand are

2x as likely to respond to your recruiters

1 Personalized Job Targeting

2 Strategic Sourcing

and Pipelining

3 Talent Brand Development

Promoting a full range of jobs and leveraging employee profiles can

more than double Career Page visitors

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JOBS: WHY POST JOBS ON LINKEDIN?

FACTS BENEFITS There are over 332 million professionals over 200 countries.

One central location of international talent population.

Professionals are signing up to join LinkedIn at a rate of more than two new members per second.

The population is constantly growing and refreshing for us to recruit from.

There are over 39 million students and recent college graduates on LinkedIn. They are LinkedIn's fastest-growing demographic.

For SMBs, college grads are a big part of our workforce.

Jobs can get a viral boost with forwards and shares on other social networks (Facebook, Twitter).

Get more eyeballs on your job without much work.

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JOBS: HOW TO POST A JOB

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Top Tips: ① Use SEO search terms

throughout the job description. Try Google’s Keyword Planner: • https://adwords.google.com/

KeywordPlanner

② Don’t be too creative with titles for search purposes

③Write “personal” job descriptions

④ Use the company description section to really capture attention

ROI: ① 78% increase in Company

Page followers Æ increase to people interested in company for future jobs

② Average of 350 views per job posting; 25% more applicants

③ 50% increase in “quality applicants” from job postings on LinkedIn

④ LinkedIn accounts for over 50% + of our applicants on any given job opening

JOBS: GETTING REAL ROI

https://adwords.google.com/KeywordPlanner



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and Pipelining


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RECRUITER: STRATEGIC SOURCING

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RECRUITER: HOW IT WORKS

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① Sourcing • Ability to see anyone at anytime • Have 100s of “perfect” candidates through very specific searches • Ability to better timeline hiring

① Custom Workflow

• With the Projects feature, you can store all potential candidates and organize your candidate workflow (contacted, future prospects, etc.)

• Open up communication and visibility with hiring managers • Have a place to store future candidates

① InMails

• Direct contact saving hours of time hunting for information • Response rate of 22% from 1300+ in-mails sent • Connected with 245 passive candidates in last 10 months • Personalized messages for the right candidates

RECRUITER: GETTING REAL VALUE

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and Pipelining



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TALENT BRAND: MORE INVESTMENT Percent of recruiters in 2014 saying that ‘employer brand’ …

0

25

50

75

100

has significantimpact on hiring

is a top priority has enoughresources

is measured

35% 30%

70%

48%

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TALENT BRAND: TALENT DIRECT

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TALENT BRAND: PICTURE YOURSELF

① Ad server identifies a specific audience, pinpointing members that are in that bucket

② A “target” member visits LinkedIn.com

③ Ad server serves them the given ad, wherever they go on Linkedin.com

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Further growth in rate anticipated in career page views & follower growth due to creative switch to picture yourself

TALENT BRAND: GETTING REAL ROI

Career Page Traffic: Doubled after media launches in early October, 2013

Clicks on Jobs: Post-media, job CTR is 38% during month of October

Company Reach: Highest ad engagement from employees of key enterprise corporations

Follower Growth: 201 additional members elected to follow company during the month of October.

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Jobs: • Don’t be too creative with titles for search purposes • Write “personal” job descriptions • Use the company description section to really capture a potential candidates attention

• Ability to see and find perfect candidates at any point in time • Can organize all of your passive recruiting • Personalized messaging will set you apart

• Significant increase in awareness from executive sponsorship in brand campaign • Implement campaigns for hyper targeted role and develop clear target criteria • Work closely with marketing for a cohesive company branding and talent brand

experience

TAKE AWAYS

JOBS

RECRUITER

BRANDING

#hiretowin

Global Recruiting Trends Report LinkedIn’s 4th Annual Recruiting Trends Report

http://linkd.in/1ydQmJK

Q&A

Accelerate Growth with SMB Hiring Solutions | Webcast

Recruiting & HR

Transcript of Accelerate Growth with SMB Hiring Solutions | Webcast