1 Trends in Recruiting & Recruiting Smarter with LinkedIn Breakfast Briefing - March, 2010 Agenda Welcome & Introductions Brief LinkedIn Overview Trends in Recruiting LinkedIn Talent Advantage Overview Overview LinkedIn Recruiter Demo Local Recruiters’ Perspectives Q&A LinkedIn’s Mission Connect the world’s professionals to make th d ti d fl them more productive and successful Social Network’s Personality Profile… Friday & Saturday nights Weekends Mon-Fri, 9am-5pm
Transcript
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Trends in Recruiting & Recruiting Smarter with LinkedIn
6. Banking 7. Accounting8. Real Estate9. Education Management10. Hospital & Health Care
Top 5 Non-NA Metro Regions(by % of members)
1. Amsterdam Area, Netherlands2. London, United Kingdom3. Brussels Area, Belgium4. Copenhagen, Denmark5. Paris Area, France
As of Oct, 2009
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How Professionals Use LinkedIn
Build Personal BrandStrengthen Professional
LinkedIn helps you exchange knowledge, ideas, and opportunities with your trusted business contacts.
Strengthen Professional RelationshipsShare Business KnowledgePost & Search for Jobs
Example of a member’s LinkedIn home page –a customized professional dashboard
Share Business Knowledge
Ask and answer questions
Recommend an expert
Join Groups
Exchange information easily
Poll your personal network or the entire LinkedIn network
LinkedIn is fundamentally changing how people succeed in business
Oracle’s CFO Lands Post through LinkedIn Profile
“Oracle’s executive recruiter initially found me on LinkedIn. I was surprised that something as simple as a profile on LinkedIn could lead to such a great opportunity.”
- Jeff Epstein, CFO, Oracle
How well do you know your industry?
Quality of hire produced – 86% of those we surveyed gave it either a 9 or 10 out of 10 in importance..
In what two popular areas do recruiters say that cutting costs is a key long-term industry trend?
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1 What is the #1 factor driving the decisions of corporate recruiters to purchase recruiting solutions?
Traditional job boards and staffing firms. 14% said reducing staffing firm spend is one of the most essential and long-lasting industry trends, while 11% said the same of reducing dependence on job boards.
Using mobile-phone recruiting and offshoring sourcing were mentioned as a top 3 trend by just 2% of respondents.
3 Which of the long-term trends we mentioned were recruiters least excited about?
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Highlights from LinkedIn’s recent survey on recruiting trends in Canada
Online survey conducted in February 2010In conjunction with the LinkedIn Research Network201 respondents, roughly half of which represent SMB companies (<1000 employees) the other half Enterprise (>1000 employees) companiesAll respondents:
Eith f ll ti it HR l h d tiEither full-time recruiters or HR personnel who spend time on recruitingWork in-house at a company (no 3rd party agencies)Have at least moderate input into budget decisions (and 28% are decision-makers)
Over 70% of budgets either flat or down in 2010
80
100%
Increase
201
80
100% I don't know31-50%
21-30%
34
I don't knowmore than 51%
31-50%
21-30%
58
How do you expect your hiring tools and resources budget to change from 2009 to 2010?
0
20
40
60
All respondents
Stayabout the
same
DecreaseI don't know
0
20
40
60
Budget decrease?
11-20%
6-10%
1-5%Budget increase?
11-20%
6-10%
1-5%
Job boards currently #1 source of professional hire
40
60% 59%
51%
Which of these was the source of at least 15% of your professional hires in 2009?
0
20
Job boards Companycareerwebsite
Employeereferral
programs
31%
Internalcandidatedatabase
29%
Internal hires
28%
Internetresume
databases
17%
Passive candidate recruiting a focus for most organizations – though less than in US
50
75
100%
Very much so
61% Very much so
77%
To what extent does your organization focus on passive talent?
-50
-25
0
25
Not much
Not at all
To someextent
-39%
Not muchNot at all
To someextent
-23%
Canada US
5
Most people engage in at least some pipelining activity
Shareinteresting
candidates withcolleagues who
are hiring
52%
Running list ofpreviouslyinterestingcandidates
71%
To what extent do you keep track of interesting candidates even when you are not actively looking to fill a role?
0 20 40 60 80%
Don't trackcandidateswhen not
actively lookingto fill role
8%
Activedialogue with
previouslyinterestingcandidates
44%
List of peoplenot yet
contacted whomay be suitablefor future roles
49%
g
Quality of hire trumps speed for most recruiters
80
100%
Taking an extra twomonths to find an
201
Which of these is more important to you when filling positions that are typically open?
0
20
40
60
All respondents
months to find anexcellent candidate
Finding an adequatelyqualified candidate
immediately
Respondents are nervous that competitors will crack social media and employer branding
What are you most nervous your competitors might do?
Invest in their employment brand 47%
Learn to use social networking and social media more effectively 42%
Build and nurture a strong talent pool 36%
Improve their referral program 30%
Invest in new recruiting tools (ATS, job boards, LinkedIn, etc.) 24%
Hire recruiters to strengthen their team 24%
Prepare hiring managers to help ramp up hiring quickly 21%
…and top three trends relate to social networks, branding and passive candidates
40
6054%
44%41%
What do you consider to be the three most essential and long-lasting trends in recruiting?
0
20
Utilizingsocial and
professionalnetworks
Upgradingemployment
branding
Findingbetter waysto sourcepassive
candidates
Boostingreferral
programs
29%
Trainingrecruiters and
hiringmanagers on'how to hire
A-level talent'
26%
Measuringquality ofhire more
consistently
23%
Reducingspend onstaffingfirms
14%
Recruitingglobally
13%
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We also asked about biggest pain points
While some are notwithin your control…
There are ways to overcome others!
“Having to interview unqualified people who lied on their resumes”
“Looking through useless resumes”
“Indecisiveness of the executive team”
“Getting the hiring managers to be available for interviews!”
“Finding great candidates quickly”
“Quality – NOT quantity”
“Building a pipeline of qualified talent”
LinkedIn Talent Advantage Overview
LinkedIn Talent AdvantageEnterprise solutions to boost hiring of highly qualified, passive talent
Build your employment brand with
i i
Let the network distribute your
Identify & engagehard‐to‐find passive talent
precise targeting jobs
LinkedIn Talent AdvantageProduct Family
TALENT ACQUISITION
Find and engage the best passive candidates with unparalleled search and communication tools
Attract the best candidates with precise targeting and viral distribution of job postings
Build a highly targeted talent pipeline with custom InMail®campaigns
Develop your employer brand on LinkedIn with dynamic, viewer‐aware content
Position your company as an employer of choice to high value professionals
EMPLOYMENT BRAND
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LinkedIn Talent AdvantageProduct Family- A Holistic Approach to Passive Talent Acquisition and Targeted Employer Branding
•Quickly target ideal audience
•“Project Folders” for future use/review (shared and private options)
•Guaranteed InMail® response
•Teaming portal page for team visibility
•Product training to ensure best practices
• Integration and monthly Usage reports to track activity metrics
•OFCCP Compliance Reporting –standard
LinkedIn Talent AdvantageProduct Family- A Holistic Approach to Passive Talent Acquisition and Targeted Employer Branding
Find stronger candidates and save time as you fill positions faster YourFind stronger candidates and save time as you fill positions faster. Your job posting dollars will work harder, with uniquely effective distribution.
Target the right talent for every job
• Automated talent matching• Target jobs to the right professionals• Auto-generate a list of strong candidates for the position.• Powerful referral hiring
LinkedIn Talent AdvantageProduct Family- A Holistic Approach to Passive Talent Acquisition and Targeted Employer Branding
Build a highly targeted talent pipeline with custom campaignsLinkedIn Talent Direct helps you reach all candidates most closely matched to your needs, quickly
1 Develop a candidate pipeline
2 Reach active and passive candidates
• Engage many highly-qualified passive candidates quickly
• Contact thousands of candidates at once with a customized opportunity
• Appears on the prospect’s LinkedIn home page for maximum visibility
• LinkedIn Talent Direct InMails’ open rates reach up to 44%
LinkedIn Talent AdvantageProduct Family- A Holistic Approach to Passive Talent Acquisition and Targeted Employer Branding
Develop your employer brand on LinkedIn with dynamic, viewer-aware content
•Content dynamically adapts to the viewers, based on their industry, job function, location, etc.
R it t i l t did t l•Recruitment messaging appeals to candidates on a personal level
•Polling invites interaction and engages your candidates immediately
•Video clips showcase your corporate culture
•Recruiter Profiles and Career Page links spur interested candidates to take action
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LinkedIn Talent AdvantageProduct Family- A Holistic Approach to Passive Talent Acquisition and Targeted Employer Branding
Position your company as an employer of choice to high-value professionals.
Raise awareness. Get better leads. Land prized recruitsrecruits.
