LinkedIn Hiring Solutions - Case Studies

Recruiting Solutions 1Recruiting Solutions

Case Study Library

Updated Feb 2012

Recruiting Solutions

Case Study: L’Oréal

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Challenge: Reduce costs and improve quality of candidates Solution: Create a Career Page to showcase career opportunities and the company’s work environment

•L'Oréal Australia saved an estimated 20,000 Australian Dollars in recruitment fees on a single hire •L’Oréal’s Career page show business and personal credibility through LinkedIn•L’Oreal sourced 90 top profile candidates in less than five months using LinkedIn

“I have sourced around 90 top profile candidates in less than five months using LinkedIn. It lets us really select and focus on quality candidates. It has given us stronger employer credibility, accelerated our recruitment and reduced head-hunter expenses.– Oskar Isenberg Lima, HQ Paris


Case Study: Dixons Retail

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Challenge: As the company grew and evolved their recruiting needs changed Solution: Leverage the power of LinkedIn to build an in-house recruiting machine

•Dixons Retail shifts to internal agency model•Cuts agency use from 95% to 4% in three years•Saves “millions of pounds” in recruitment fees•Recruited 300+ people using LinkedIn for call centre, HQ and senior retail positions

“LinkedIn is a huge success factor for us. It enables us to be really proactive. When someone in the business is looking to recruit, we can get them a candidate profile in less than an hour.” -- Bridget Hutchinson, Head of Recruitment, Dixons Retail


Case Study: Sony Electronics

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Challenge: Revamping Sony’s employment brand and driving better recruiting results by doing more with less Solution: Transform the company’s employment brand using a LinkedIn Career Page and InMail messaging

•Found 25% of its hires in 5 months•Faster time to hire: Sourced 2 positions quicker than their agency •Turned to LinkedIn Jobs Network and Work with Us ads to tap employee networks and scale recruiting efforts

“With LinkedIn’s help we’ve become a strategic partner versus just an order taker.” -- Peter Moore, Senior Manager, Talent Acquisitions Group North America, Sony Electronics


Case Study: ON24

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Challenge: Onboard talent quickly from a limited talent pool, without sacrificing quality

Solution: Proactively target and connect with impact players

• Massively expanded a difficult-to-access talent pool to keep pace with accelerated growth.

• Reduced time-to-hire by 30 percent.• Cut overall recruiting costs by more than 50 percent.• Finds 85 percent of new hires through LinkedIn and

referrals.

“Anybody who’s anybody in technology has a LinkedIn profile. They aren’t anywhere else. This recruiting tool was our game changer.”– Lynn Butler, Staffing Consultant , ON24


Case Study: Polycom

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Challenge: Reduce reliance on staffing agencies to source quality candidates Solution: Leverage the power of LinkedIn to build an in-house recruiting machine

• Found 60 percent of its hires on LinkedIn and saved more than £2 million year over year.

• Filled 240 requisitions within the past 12 months using LinkedIn Recruiter.

• Recruited its vice president of marketing using LinkedIn and saved £53,000 in one fee alone.

• Reduced agency reliance to 2.5 percent.

“LinkedIn is very specifically geared at long-distance networking. It is beautifully constructed to enable us to find the people we want.”– Nick Turner, EMEA Recruitment Manager, Polycom


Case Study: Vitalize Consulting Solutions, an SAIC Company

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Challenge: Solving the human part of the recruiting equation Solution: Build a strong employment brand to help staff a people-centric business

• Showcased the company’s investment in employees, its virtual nature and its culture with a LinkedIn Career Page.

• Added videos to its Career Page to provide snapshots of the daily life of a consultant.

• With 16 Recruiter licenses and 11 Job Slots, gained access to an almost unlimited pool of qualified active and passive candidates.

“LinkedIn Recruiter became a big hit with everyone. It’s easy to use and has plenty of tools to help find those tough-to-reach candidates.”– Michael Baker, Recruiter, Vitalize Consulting Solutions


Case Study: Bluebeam Software

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Challenge: Attract a higher caliber of candidate that fits from a technical and personality standpoint Solution: Yielding great ROI, LinkedIn has become the go-to solution and primary source for new hires

• Cut time-to-hire from months to weeks for two mission-critical positions

• Recouped initial investment by filling just one position with Job Slots, and saved an additional $15,000.

• Freed up time and money so management could focus on upcoming priorities.

“LinkedIn is second to none. It has been the best investment for our recruitment strategy. We build a pipeline of high-quality candidates, and it has been a fantastic experience.”– Tracy Heverly, Human Resources and Program Manager, Bluebeam Software, Inc.


Case Study: Skyline Recruiting

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Challenge: Provide differentiated value to clients who can already find candidates on job boards Solution: Leverage Recruiter Professional Services to dig deep into the LinkedIn network and hire with pinpoint accuracy

• Increased the number of hires by 50 percent from 2010 to 2011 and trimmed time-to-hire by more than 30 percent using LinkedIn.

• Gained greater access to international talent thanks to referrals generated through LinkedIn.

• Connected with and landed passive candidates via LinkedIn before they even began job hunting.

“You’re crazy if you’re not using LinkedIn. It has truly become a point of difference between Skyline and the other recruiting agencies out there.”– Elise Clark, Co-founder, Skyline Recruiting


Case Study: Beachbody

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Challenge: Establish a formalized recruitment process and gain brand recognition Solution: Build a robust pipeline of passive talent to keep pace with company expansion

• Reduced third-party recruiting and job board spend by finding 25 percent of hires via LinkedIn.

• Enhanced messaging and built interest among the qualified passive talent pool.

• Synchronized recruiting team activities to build a transparent talent identification cycle.

• Career Page built brand awareness on a grand scale, reflecting its core values

“We now post any hard-to-fill, niche positions on LinkedIn’s Jobs Network because of the success we’ve had finding candidates. It’s really simple.”– Maureen Frontino, Sr. Manager Talent Acquisition at Beachbody, LLC


Case Study: Insight Product Development

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Challenge: “Post and pray” strategy generated too many unqualified resumes Solution: Leverage the explosive growth of the LinkedIn network to find highly qualified professionals and build recruitment brand

• Used LinkedIn as a one-stop shop to source proactively and created inbound candidate traffic

• Highlighted employee testimonials and videos on LinkedIn Career Page.

• Update job descriptions based on real-time feedback from candidates

“When you think about the fact that we hire cultural anthropologists and they're all on there...we were able to see the explosion of membership and that's the value.”– Craig Scherer, Senior Partner, Insight PD


Case Study: ING Vysya Bank

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Challenge: Battling for top talent in a highly competitive banking, financial services and insurance sector. Solution: Leverage LinkedIn as a powerful social media tool to target an unexplored pool of passive candidates • Achieved 400 percent ROI using LinkedIn Recruiter.• Actively engaged passive candidates for niche and

mid-level positions, profoundly impacting its recruiting strategy.

• Built an active presence on LinkedIn to create branding and awareness about career opportunities.

“LinkedIn became an option when we wanted to get off the beaten path of typical sourcing venues. It has helped us target the passive job seeker – which is a large, unexplored pool of talent.”– Ranga Subramanian, Head of Recruiting and Talent Acquisition, ING Vysya Bank


Case Study: TRW Automotive Holdings

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Challenge: Reactive approach to recruiting on job boards and with agencies was slow and didn’t produce the quality TRW needed Solution: Shift focus to passive candidates and become a strategic partner with hiring managers

• Saved significant time and money connecting directly with high-quality passive candidates with Recruiter and Job Slots.

• Provided better access to more engineers, who make up 90 percent of openings.

• Improve perception by hiring managers, who believe that LinkedIn brings in the best candidates.

“LinkedIn is better than any other solution on the market.” – Pam Hoye, Lead Technical Recruiter, TRW Automotive Holdings Corp.


Case Study: ThromboGenics

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Challenge: Connect with a greater volume of candidates who meet challenging hiring criteria Solution: Leverage LinkedIn as a platform and a strategic partner to connect with great passive candidates

• Saved hundreds of thousands of dollars in agency fees by finding 81 percent of U.S. hires on LinkedIn.

• Saw InMails as marketing rather than recruiting tools and crafted targeted messages to passive candidates.

• Leveraged the power of the network by encouraging the viral nature of LinkedIn Job Slots.

“My LinkedIn account team is absolutely the best on the face of the planet. They’ve gone above and beyond expectations in terms of what they’ve been able to deliver to me and helped us gain maximum exposure for our company.”– David Gluck, Senior Human Resources Consultant, ThromboGenics


Case Study: Astreya Partners

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Challenge: Source quality internationaltalent to match corporate culture and meet rigorous screening criteria Solution: Connect with great candidates who are also great people

• Used recommendations and personal statements on profiles to draw a clearer picture of each candidate.

• Decreased international time-to-hire by as much as 50%.

• Cut overall recruiting costs by more than 30 percent by reducing reliance on country-specific job boards.

• Finds 23 percent of new hires through LinkedIn and referrals, with little turnover.

“LinkedIn is the most powerful recruiting tool I’ve used for international recruiting.”– Sara Fox, International Recruiter, Astreya Partners, Inc.


Case Study: Design & Build

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Challenge: Need to quickly identify talented candidates and initiate dialogue directly

Solution: Using LinkedIn Recruiter Professional Services

Opens up access to a broad array of talent Increases dialogue between the business

and candidates, both current and future Provides transparency, allowing them to be ‘totally

connected’ as a business

“We are seeing a change in our Consultants in their effectiveness to actively go out and source, speak, meet and screen relevant candidates to the assignments we manage.”– Matt King, Associate Director , Design & Build

Recruitment agency focused on construction, engineering, architecture

Headquartered in Melbourne Offices in Sydney and Brisbane Staff of 30+ and growing

Recruiting Solutions 17

Case Study: Softchoice

Challenge: Source top talent and minimize costs through a remote, distributed recruiting team

Solution: Strategically plans, proactively targets and connects with passive candidates - Proactively reaches passive candidates with LinkedIn Recruiter and Job Slots - Uses Career Page, Recruitment Insights, Recruitment Ads and Talent Direct to engage in more targeted recruiting and raise awareness of the Softchoice brand - Lowers recruitment costs and shortens recruitment cycles for technical roles- Leverages LinkedIn as strong partner via quarterly business reviews and evaluations

“LinkedIn has a connection to the recruiting market that other traditional competitors can’t match. It’s just in a different league altogether.”

- Cindy Harvey, HR Manager, Softchoice


Case Study: U.S. Cellular

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Challenge: Pinpoint hard-to-find professional & technical candidates in telecom for highly specialized roles

Solution: LinkedIn Recruiter as a replacement for “big boards” Finding higher-quality candidates faster Over $1M USD in annual savings

“No more post-and-pray. We find better depth and breadth of candidates, plus we’re saving over $1 million this year.”– Elisa Bannon, Director of Talent Acquisition, U.S. Cellular


Case Study: Logitech

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Challenge: Reach the best talent for vital director and executive roles, which tend to be passive job seekers

Solution: LinkedIn Jobs Network drives posts virally to the right candidates Reaching higher-quality talent Fills 60% of open high-level positions

“Where it used to take 70 days to fill a director or vice president position, today, it takes around 40 days. This makes it much easier for our hiring managers.”– John Zwieg, WW Director of Staffing, Logitech


Case Study: SAB Miller

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Challenge: Find global mid-senior level candidates for top level leadership teams and talent pipelines

Solution: LinkedIn Recruiter enhances sourcing activities and builds pipeline Referrals help fill key roles quickly Relationships with future global talent

“In the last year, SAB Miller has saved approximately £1.2 million through direct sourcing; the majority of these through relationships on LinkedIn.” – Jennifer Candee, Head of Talent Acquisition, SAB Miller plc


Case Study: ArcSight (acquired by HP)

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Challenge: Quickly identify, contact and hire highly-specialized talent in today’s expanding enterprise security market

Solution: LinkedIn Recruiter makes team more productive, cuts costs Saved Searches and Search Alerts Contacting multiple candidates at once Avoiding duplication of effort

“LinkedIn Recruiter has saved us approximately two hundred thousand dollars — maybe more. Plus the savings of time for me and my team is invaluable.” – Matt Driscoll, Director of Global Recruiting, ArcSight

LinkedIn Hiring Solutions - Case Studies

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