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Connect In London keynote
- 2. David Cohen Director, Northern Europe LinkedIn Welcome ©2013 LinkedIn Corporation. All Rights Reserved.
- 3. #intalent
- 6. #intalent Identity: LinkedIn Alumni 20+ MillionStudents and recent graduates
- 8. #intalent
- 9. 202m+ Registered members as of April 23rd, 2013 3M+ 17M+ India 6M+ Canada 70M+ USA 10M+ Brazil 34M+ APAC M+ 200+ Countries and territories 65% Of LinkedIn members are outside of the US LinkedIn’s global footprint is expanding: EMEA 50M+ UAE 1M+ 3M+ DACH 4M+ Italy 5M+ France 4M+ Spain 4M+ NL 11M+ UK 1M+ Sweden
- 10. #intalent
- 11. #intalent 93%of recruiters use or plan to use LinkedIn for recruiting Source: Jobvite 2012 Social Recruiting Survey.
- 12. #intalent Recruiting is… Source: LinkedIn survey of 334 recruiting professionals in the UK, May-July 2012.
- 13. #intalent Your biggest concern today? Source: ConnectIn survey. “Recruiting is extremely competitive. The talent pool is small and will only get worse this year, I fear.”
- 14. #intalent You’re recruiting in a highly competitive landscape #1 Biggest obstacles to attracting top talent Competition #2 Compensation Source: LinkedIn survey of 334 recruiting professionals in the UK, May-July 2012.
- 15. #intalent Your biggest concern today? Source: LinkedIn Talent Blog. “Successfully putting a plan into motion to switch from reactive to proactive recruiting.”
- 16. #intalent Recruiting leaders are doubling down On proactive sourcing and specialist roles If you could add one role to your team right now, what would it be? Source: LinkedIn survey of 272 recruiting leaders in the UK, February 2013. #1 Sourcing specialist #2 Workforce planning manager
- 17. #intalent Your biggest concern today? “In a highly competitive marketplace, having a valid and engaging employer brand that differentiates is critical.” Source: Connect survey.
- 18. #intalent Recruiting leaders are doubling down On employer branding 91% Companies spent more or the same on employer brand in 2012 compared to 2011 Agree that employer brand has significant impact on ability to hire great talent83% Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012. Paul Maxin Global Resourcing Director at Unilever
- 19. #intalent Your biggest concern today? Source: Connect in survey. “Finding the time to engage with passive candidates and ensuring an engaging experience for them whilst balancing day to day "here and now" activity.”
- 20. #intalent Legacy job boards are on the decline Internet job boards Social Professional Networks 5% 8% Best sources for key quality hires Fastest-falling Fastest-rising Source: LinkedIn survey of 334 recruiting professionals in the UK, May-July 2012.
- 22. Think about jobs the way Virgin thinks about its products & services
- 23. #intalent London
- 24. #intalent London Rethink how you’re spending your time What 3 key activities would you like to refocus your team on in 2013 1 Source: LinkedIn ConnectIn survey, April 2013 Proactive Sourcing 74% 68Pipelining Candidates % 52Employer Branding %
- 25. #intalent Turn your team members into talent scouts Lee Yeap Head of Talent Acquisition at BSkyB Previous BT, Robert Walters Education Nottingham Trent Tips Standardise all touch points for maximum leverage and efficiency Embed your recruiters into respective business units to help them live and breathe the environment they are recruiting into 2
- 26. #intalent Embrace the power of data Average or poor at using data 78% 22% Utilises data well How well does your organisation use data to make hiring decisions? Source: LinkedIn survey of 334 recruiting professionals in the UK, May-July 2012. 3
- 27. #intalent only one out of three regularly measure employer brand in a quantifiable way Embrace the power of data3 Source: LinkedIn survey of 3,028 recruiting professionals Globally, October 2012.
- 28. #intalent Invest in your pipeline Teresa Gundry Sourcing Manager at The Co-operative Previous The Co-operative Group, RK Accountancy Education Greenhead College Tips Get commitment from hiring managers to interview potential candidates – regardless of hiring status 4 Educate stakeholders and agree SLAs
- 29. Optimise for mobile5 27% of unique visiting members came to LinkedIn through mobile apps in Q4 2012
- 31. The People We Hire Today Form the DNA of Our Companies Tomorrow.
Hinweis der Redaktion
- In a rapidly changing environment the ability to keep on top of your passive market through ever changing sources, at the speed you need to to stay ahead of the competition, is an interesting balance like spinning plates without letting anything drop. May you live in interesting times.
- On top of that major shift, competition is really high. When we asked your peers what their biggest obstacles to attracting top talent were, globally the top 2 answers were compensation and competition – which reflects a highly competitive landscape.
- Given this environment, perhaps not surprisingly, your peers are telling us that they’re doubling down on proactive sourcing and employer branding. Leaders say if they could add only ONE role to their teams right now, it would be a sourcer or an workforce planning manager And that makes sense given the environment – sourcing is on the rise, and given the level of competition in the market – a strong employer brand is necessary to stand out from the rest. Let’s dig into these trends a bit. Given this environment, perhaps not surprisingly, your peers are telling us that they’re doubling down on proactive sourcing and employer branding. Leaders say if they could add only ONE role to their teams right now, it would be a sourcer or an employer brand specialist.
- And next, employer branding. Talent Acquisition leaders are highly aware that employer branding is critical to their hiring success. 83% agree that employer brand has significant impact on their ability to hire great talent. 91% of companies spent more or the same on employer brand year over year from 2011 to 2012. Paul Maxin at Unilever is a great example of someone who’s working smart when it comes to employer branding. Unilever ranks #5 globally on LinkedIn’s list of most InDemand employers, and Paul recently authored a blog post on our LinkedIn Talent Blog where he shared two key principles for success in employer branding. Ensure brand authenticity: don’t promise externally what you can’t deliver internally. Unilever conducts extensive research to define and validate their employee value proposition, so that what they say about their company is really true for Unilever employees and reflected in their experiences. They test their research findings with veteran employees, potential candidates AND new hires, and they tailor to different talent levels and geographic markets based on feedback. And when their business needs change – for example, Unilever recently set a new goal to double in size while reducing their carbon footprint – they reevaluate the brand and adjust accordingly. 2. Empower all employees to be brand ambassadors. Unilever has really focused on followers on LinkedIn – they went from 10K followers to 235K in 10 months. Paul attributes a significant rise in high quality hires from LinkedIn to those followers. How did they build such a following? One key tactic was putting “follow us” buttons on employee email signatures. In addition, they’ve engaged employees as brand ambassadors by training them on how to leverage LinkedIn and other social media to build their personal brands and deliver their employer brand messaging. They’ve even embedded talent scout activities into some employees’ development plans. We hope Paul will be joining us as a speaker at Talent Connect Las Vegas, so you can learn more there.
- The first is that post and pray is a way of the past – in our annual trends research, traditional job boards were the fastest-falling source of quality hires year over year. [On a side note, your peers identified social networking as the fastest-rising source of quality hires.
- Brand stands for sexy Standing out from the crowd and daring to be different Fun, exciting, desirable An “experience”
- Now – to make this really actionable, we wanted to leave you with some next steps and takeaways. So we’ll close by sharing 6 principles to help you put this insight into practice, and recruit like it’s 2015, today.
- We asked you last week which 3 talent acquisition activities you’ll be prioritising for your team for the rest of this year Do these resonate with you? For your information, the 3 sets of activities you’ll be de-prioritising are Managing recruiting events activity- 47.62% Posting jobs - 23.81% Training – 14%
- And 4 – embrace the power of data. You’ve probably heard a lot about data in recruiting in recent months, but based on our research few recruiting leaders feel like they’ve actually nailed how to leverage big data to their advantage in the recruiting space. Less than a quarter believe that their org utilizes data well to make hiring decisions, leaving nearly 80% who think they are average or even poor at using data for hiring decisions.
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