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
Building In-House Sourcing & Pipelining Capabilities with LinkedIn
Patrick Cronin Head of GSO Recruiting
Shannon Benjamin Director TA GSO & International
#intalent
Addressable MarketThe size of the talent market that is likely to have the capabilities & experiences required by your business
#intalent
Talent pool reports – your macro-AMs D
ema
nd I
ndex
70
60
50
40
30
20
2k
Supply (# Professionals)
80
90
100
5k 10k 20k 50k
Saturated High-demand
Hidden Gems
Austin Atlanta
Denver
Orange County,CA
Phoenix, AZ
Portland, OR
Raleigh/Durham, NC
Philadelphia
San Diego
Los Angeles Chicago
SF Bay Area
Seattle
NYC Boston
Minneapolis/St. Paul
Washington D.C.
Dallas/Fort Worth
#intalent
Addressable market end-to-end process
Identify characteristics of internal groups
Define characteristics of AM
BuildAM
Refine & reviewAM
Go orno go?
1-5 days for smaller markets, 1-2 weeks for larger markets
1-2 weeks
Segment & PrioritizeAM
1:1 approach
1:Many approach
Do nothing
#intalent
Account Executives in Singapore
An addressable market - sample Account executives in Singapore
Advanced Search
Keywords: Account Manager OR Channel Manager OR Relationship Manager
Location: Singapore
Industry: IT & Services, Telecom, Computer Software
1,213 results
-
737 (3 recruiters, 2-3 hours each, 1,213 profiles viewed)
446 Addressable market
#intalent
Drive engagement (406)
Do nothing(18)
Top priority candidates (22)
Who
1:many approach
Do nothing
1:1 approach
What
Engage with candidates differently based on prioritization
Direct outreach via a recruiter or hiring manager
Contact via a connected LI employee [Inside opinion]
How
Drive brand awareness & targeted media
#intalent
In recruiting
QualityWho has expertise in skills we need?
Temperature Which prospects are most likely engage?
Low
High
High
Tele-Sales
“Red Carpet”Nurture
Build Awareness
1:1 approach
Outreach awareness at scale
Brand awareness & engagement
Personalized content
Talent direct Targeted media
Direct outreach via a recruiter or hiring manager
Contact via a connected LI employee [Inside opinion]
Targeted media Personalized content
#intalent
This framework lets the recruiter focuseffort on high-value prospects
Fit with LinkedIn
Interest in LinkedIn
Top priorityprospects
1:1 approachTalent pipeline
Drive higherinterest
1:many approachAutomatic media targeting
#intalent
Social recruiting
3. Who is best suited to reach out?
2. Who has the strongest relationship with candidate ?
4. Get an introduction
5. Tell the story
1. What is the strategy?
#intalent
Managing long term relationships Follow up is critical!
Share relevant information
Invite to eventsSend regular updates
#intalent
Stakeholder advocacy Gain buy in with internal stakeholders
Long term payoff
Short term investment
#intalent
ROI for talent pipelines
SalesQuota
carrying roles
SavingsGenerates
$2K/day
GoalTTF
reduction of 18 days
50 roles to fill18 x 2,000 x 50 = $1.8M
#intalent
Next Steps for Success
Understand and create the
addressable market
Engage your futuretalent pools on
segmented basis
Leverage the technology