Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent Connect Vegas 2013

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Transcript of Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent Connect Vegas 2013

  1. 1. Building In-House Sourcing & Pipelining Capabilities with LinkedInShannon BenjaminPatrick CroninDirector TA GSO & InternationalHead of GSO Recruiting
  2. 2. #intalent
  3. 3. Addressable Market The size of the talent market that is likely to have the capabilities & experiences required by your business#intalent
  4. 4. Talent pool reports your macro-AMs SaturatedHigh-demand100SF Bay Area90 80 70SeattleDemand Index60NYCLos Angeles Chicago50 Austin40BostonAtlanta DenverOrange County, CA30San Diego Minneapolis/St. PaulPortland, ORPhiladelphiaWashington D.C. Dallas/ Fort WorthRaleigh/ Phoenix, AZ Durham, NC20Hidden Gems 2k5k10k20k50kSupply (# Professionals) #intalent
  5. 5. Addressable market end-to-end processIdentify characteristics of internal groupsDefine characteristics of AMBuild AMRefine & review AMGo or no go?1-5 days for smaller markets, 1-2 weeks for larger marketsSegment & Prioritize AM1:1 approach 1:Many approach Do nothing 1-2 weeks#intalent
  6. 6. An addressable market - sample Account executives in Singapore1,213 resultsAccount Executives in SingaporeAdvanced Search737(3 recruiters, 2-3 hours each, 1,213 profiles viewed)Keywords:Account Manager OR Channel Manager OR Relationship ManagerLocation:SingaporeIndustry:IT & Services, Telecom, Computer Software446Addressable market#intalent
  7. 7. Engage with candidates differently based on prioritization WhoWhatHow Direct outreach via a recruiter or hiring managerTop priority candidates (22)1:1 approachDrive engagement (406)1:many approachDo nothing (18)Do nothingContact via a connected LI employee [Inside opinion]Drive brand awareness & targeted media#intalent
  8. 8. In recruiting High Brand awareness & engagement1:1 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 mediaAwareness Personalized Tele-Sales contentLowHighTemperature Which prospects are most likely engage? #intalent
  9. 9. Now, Focus on the 1:1s Methodology Matters Most
  10. 10. This framework lets the recruiter focus effort on high-value prospectsTop priority prospects 1:1 approachFit with LinkedInTalent pipelineDrive higher interest 1:many approach Automatic media targetingInterest in LinkedIn #intalent
  11. 11. Social recruiting1. 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. 12. More on inside opinion Developing insights#intalent
  13. 13. Managing long term relationships Follow up is critical!Share relevant informationSend regular updatesInvite to events#intalent
  14. 14. Leverage the Technology
  15. 15. Get technology to work for you Let LinkedIn Talent Pipeline do the heavy lifting#intalent
  16. 16. Get technology to work for you Let LinkedIn Talent Pipeline show you the results#intalent
  17. 17. Our Lessons Learned
  18. 18. Stakeholder advocacy Gain buy in with internal stakeholdersLong term payoff Short term investment#intalent
  19. 19. ROI for talent pipelinesGoal TTF reduction of 18 daysSales Quota carrying rolesSavings Generates $2K/day50 roles to fill 18 x 2,000 x 50 = $1.8M#intalent
  20. 20. Next Steps
  21. 21. Next Steps for SuccessUnderstand and create the addressable marketEngage your future talent pools on segmented basisLeverage the technology#intalent
  22. 22. #intalent