LinkedIn day Abu Dhabi

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS
The Importance of a Strong Employer Brand
Abu Dhabi, Nov 13

Agenda
09:30 - 09:50 Welcome and Introduction to LinkedIn
09:50 - 10:10 Maximising your presence on LinkedIn
10:10 - 10:45 Building Talent Pipeline with LinkedIn
10:45 - 11:00 Break
11:00 - 12:00 The Transformational Power of Employer Brand
12:00 - 12:20 Customer Panel
12:20 - 12:30 Q&A
12:30 Networking and Lunch

Ali Matar
Head of Talent Solutions
LinkedIn
Introducing LinkedIn

Am I just one brand?
Entertainment / Socializing:
friends and family
Social Network: Professional Network:
Professional
Affiliations
Education
Industry
Function/
Title
Geography
Knowledge/Productivity:
business colleagues

LinkedIn Globally is the #1 Destination for Professionals
With an Engaged, Active Audience
184,878
87,662
65,526
50,800
40,457
25,215 24,636
10,250 9,861 5,233 3,667
Global Unique Audience in Millions
Source: comScore Global Key Measures Report, April 2013
3B 16.6
minutes spent on
LinkedIn
monthly minutes/user
4.4B
page views
23 B
monthly page
views/ user

The world’s largest professional network
1 As of Aug 1, 2013
2 As of June 27, 2013
259M+
Members Worldwide
Growing at more than two members per second
1

MENA members
LinkedIn in MENA
+9M +1M
UAE members UAE Groups
Construction Oil & energy IT and services
+2,5K

Our Vision
Create economic opportunity for every
professional in the world

Creating economic opportunity for every professional
Worldwide Workforce
3,300M+
2
Worldwide Professionals
640M+
2
LinkedIn Members
259M+1
As of Feb 9 ’12 | International Planning & Research

Our Mission
Connect the world’s professionals to
make them more productive and
successful

Everywhere
Work wherever our
members work
Insights
Be great at what
you do
Identity
Connect, find, and
be found

Your network today……Tomorrow’s opportunities
12

2M+ LinkedIn Groups
UAE
2545 groups
Employer Branding
118 groups
Emiratisation
20 groups

Home & Company Updates

Now featuring 250+ global Influencers

Introducing LinkedIn for Higher Education

“Compared to two years ago,
the number of college students using LinkedIn
to find job opportunities
has increased by 700%.”

30,000,000+
Students & Recent Grads Worldwide
1
The Fastest Growing & Most Highly Engaged
Demographic on LinkedIn
20,000+
275,000
Schools
New Student Members Per Month

Alumni tool: Zayed University Students Network

Munish Sudan
Territory Head- UAE
LinkedIn
Maximising your presence
on LinkedIn

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 21
Everyone has a unique id

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS©2013 LinkedIn
Googled yourself lately?
What does your personnal brand look like?
Don’t feel bad, we all do it…

Everyone of you is a Talent Ambassador

Your Talent
powers everything you will
do.

Know your profile

Visual Attention Level

7 LinkedIn tips

Tip #1
No Profile Picture/ Bad Picture
28
X X X X

Tip #2
Vague/ Non-relevant Professional Headline
29
Why is your headline so important?
• It is your first impression on other people when they see you on
LinkedIn.
• It almost always follows the mention of your name, everywhere on
LinkedIn – this is your tagline!
X X

Tip #3
Boring Summary
30
Keep it interesting & precise – It’s your elevator pitch!
Tip #4
Incomplete Description of Experience
Your Career history tells your story

No Mention of Skills & Expertise in the relevant profile section
Why mentioning Skills & Expertise is important?
Tip #5

Tip #6
No Recommendations
32
Why Recommendations are important?
• Adds to your professional image by letting viewers know what other professionals who
have worked with you think about you
• Recommendations lend credibility to what you say about yourself
• Recommendations that you write for others also impact your credibility – be careful &
honest when you recommend others
Tip #7
Excessive/ Irrelevant Group Memberships
How are Groups important?
• Allow you to learn & stay abreast through participation in industry/ domain specific
discussions with other relevant professionals
• Allow you to position yourself as a subject matter expert

Set your visibility right

Adapt the inbound messages to your needs

Follow companies
35

Listen in on Groups
37
Join many
Participate in a few
Run one
Groups
IT ProsCXOs Fashion
1,000,000 +

Get LinkedIn Today…and every day
38

Jeff Weiner
Francois Dufour
Wade Burgess
Nick Besbeas
Alison Engel
Mary LeeJohn Smith
Dan Green
Nicole German
Visualize your connections with inMap
Mike Gamson
Jonathan Lister
http://inmaps.linkedinlabs.com

Stay connected on the go with the brand new
LinkedIn app
40
Job you may be interested in:
Senior Advisor- IM
Mubadala

3 things to do for yourself
1. Complete your profile
(Photo, Tagline, summary, vanity url and links)
2. Set your parameters according to
your needs
(visibility, accessibility, frequency of messages)
3. Set news for you
(Join 3 Groups, Follow 3 companies, Subscribe to 3 News sources)

Lindsay Browning
EMEA Talent Acquisition Manager
LinkedIn
Building a Strong Talent Pipeline
With LinkedIn

Today’s Session
 Why Pipeline
 ‘How to’ Pipeline Tips and Thoughts
 Live Talent Pipeline demonstration
 Q&A Session

Reasons to Build Pipeline
1. Identify the Right Talent Early
2. Reduce your Time to Hire
3. Prevent Superstar Candidates from Slipping Away
4. Strengthen your Employer Brand
5. Strengthen Partnerships with the Business
6. Roles and Talent-Ideal State

How many of your partners interview when there are
no open roles?
“None”
Any recruiter pipelining will
positively effect time to hire
with minimal/ no impact in
interview process through
to offer acceptance
“Half of them”
Pockets of success in
significantly reducing time
to hire within areas where
recruiting repeatable
skillsets due to on-going
hiring needs
“They all do.”
Time to hire is significantly
reduced and defined by
identifying prospective hire
availability and offer
acceptance

Business asks “I need to hire ASAP, what
candidates do you have in pipeline?”
“We have no
pipeline”
Addressable Market-not
identifying and optimizing
key talent pools. Recruiter
starts from scratch
“I’ve spoken to a
couple of potentials
already”
Met for coffee, pre-
screened. Exploring
conversations have
happened. Start
discussions
“We have candidates
who are in “Talent
Tribes” and you have
previously
interviewed them.”
Benchmarking previously
interviewed candidates can
lead to valuable conversations
about candidate quality,
capability and build credibility.

Simply Grow, Track, and Stay Connected
with all Your Talent Leads
Pipeline ReportTeamBusiness Strategy Engage
With Business Priorities and Talent Acquisition
Leverage connected
Business Strategy Team Pipeline Engage Report

Pipeline
Naming
How many?
Talent Tribes
Skills (Java,
Mobile)
Business Units
Amount?
Keywords
(language)
LinkedIn
Referrals
Recruiter
Job Boards
Willing to
relocate
Compensation
Availability
New Prospect
Outreach
Underway
Future
Prospect
Not a fit
Moved to ATS
Projects Tags Custom Fields Sources Status

Let’s Review
1. Engage the Business to enable success
2. Outline a clear Strategy
3. Involve the Team while building capability
4. Define a structured Pipeline workflow
5. Further Engage the business to deliver talent
6. Identify, monitor and Report key measures to show
success

Jonathan Kidd
Senior Relationship Manager
LinkedIn
The Transformational
Power of Employer Brand
Mary Pratt
Talent Brand Consultant

It's about YOU
About identity
About how it makes you feel
About emotional attachment

What would it mean?

The beauty of employer brand is
you don’t need everybody to know
your name. Only the right people.

The BIG Takeaways
 Employer brand is vital to improving recruiting outcomes
 Every company, regardless of industry, location, and
size can harness the power of a strong employer brand
 Social Media is leveling the playing field like never
before, enabling organizations to articulate their brand
every day, in many ways

The Power of Brands
What HR and talent acquisition leaders can learn from
the world’s best marketers.

We’re going to talk about…
1
2
3
4
5
6
The Power of Brands
How Marketers Think About Branding
Your Talent Brand
Every Organization
Going to Market
Measurement

Identity
A Quality Promise
A Decision Making Short-Cut
Brand is

What does it mean to work
for your organization?

Consumer Brand Attributes

Talent Brand Attributes

1 Series 3 Series 5 Series 7 Series
20’s Professionals
Recent graduate
Single
No children
Social / nightlife focus
Upwardly mobile
Single or married
Likely no children
Active lifestyle
Established career
Married
Growing children
Family-centric lifestyle
Executive career
Married
Teen / grown children
Luxury lifestyle
BMW Segmentation

Jr. Engineer Sr. Engineer Sales Executive
Education?
Experience?
Motivation?
Values?
Work Style?
Career ambition?
Other considerations?
Talent Segmentation
Education?
Experience?
Motivation?
Values?
Work Style?
Career ambition?
Education?
Experience?
Motivation?
Values?
Work Style?
Career ambition?
Education?
Experience?
Motivation?
Values?
Work Style?
Career ambition?

The Real Rock Stars
of Your Business are
everywhere you look,
if you know what you
are looking for!

Sources: Forbes, EBI and Universum
10% increase in EB
can increase annual
profits by $2,400 per
person per year
Attraction!
Managing
Corporate
Reputation
as an awesome
place
to work
Top Talent
comes to
you
Engaged Staff.
36% more likely
to perform
above average
An Average
of 10%
reduction
In Cost per
Hire to
the
Company
Helps
to
differentiate
you from
your
Competitors
Delivery
10% Growth in
Talent
Branding
Management
Jobs in the
last 2 years
Development
Total Talent Brand
Investment increased
86% over the last 3
years
86%
83% of Global
Recruiting
Leaders identify
TB as a Critical
Driver to
Attracting
Top Talent
Some Food for Thought…..

The ‘Team’ with the Best Players Wins
Jack Welch

Power of Brands

Sources: Arabian Business, Merrill Lynch, Brand Finance
Visitors will more than DOUBLE
Up to 300,000 New Jobs expected
Potential windfall of $23 Billion

They can Deflate you…..

People Power Brands
Effective Talent Branding is Critical to Winning Top Talent
Top Talent have Top Opportunities
The Best Differentiator you have are your People
It’s time to Humanize your Talent Function

Your Employees are your best
asset. Happy Employees
make for happy Customers
Richard Branson
People Power Brands

But What is Talent Branding?

“Talent Branding is a logical process
through which Employers strive for one
main goal: to have a strong appeal on
their future and current ideal Employees”
Source: Universum

Paint the Right Picture

The Challenge…
Effective Talent Branding
needs HR people to
start thinking like
Marketers….
You are simply Marketing
to a different audience…..
…….Talent

From This…….

To This…….

Fad or the Future?

Fad or Future?

Benjamin Franklin
An Ounce of Prevention
is Worth a Pound of Cure

It’s all about shifting from good..
……to FIRST CLASS

The Talent Revolution…

The Talent Revolution
From this……

The Talent Revolution
…To This
More than 1 million hits in 8 days
More than 800 LinkedIn requests
In excess of 1,000 ‘messages’ 150 JOB OFFERS!!!!

Employee Review Websites

Create the Beat…

Wondering where to start?
5. Comms
Strategy

Candidate Experience
referrals
Social Media
Advertisements
Website
Awards
Internal Communications On-Boarding
Corporate Social Responsibility
assessment centres
One Voice…..Many Channels

Time to Think Differently….

A Totally Different Mindset…
• Think like your Target Audience
• Dare to be Different
• Create your Candidate Experience Legacy

Consistency is key….

The Future……Some Facts!!
259 million LinkedIn Members
+9 million LinkedIn Members in MENA
2 New LinkedIn Members Every SECOND
By end of 2013, there will be more mobile devices on earth than there are people
84% cannot last one day without a mobile phone
50% of Americans sleep with their mobiles next to them
20% of people check their phones more than once every 10 minutes
Global mobile data grew 70% just in 2012
77% of Job Seekers use a mobile Job Search App

The ROI Story
Source: LinkedIn Survey, 2010, 2250 Responses.
50%
Savings in cost per hire
is associated with a strong
employer brand
Companies with stronger employer brand have
28% lower turn-over rates than companies
with weaker employer brands

Talent Leaders Know that Brand Matters
83%
Agree that employer
brand has significant
impact on ability to
hire great talent

Employer Brand Investment is Rising
51% 40% 9%
Spent
More
Spent
Same
Spent
Less
91% of companies spent more or the same
on employer brand in 2012 compared to 2011

Showcase your talent brand on LinkedIn

Showcase your talent brand on LinkedIn
Jim Young
Account Executive, xyzCo
San Francisco Bay Area | Software
Addison Augusto
Sr. Account Executive
xyzCo– San Francisco, CA
Current xyzCo, Account Excecutive
Previous Acme System, Associate Account Executive
Education San Jose University
Eric Robertson
Product Manager at xyzCo
Picture Yourself at xyzCo

107
Only 1 out of 3
How do you measure success?
Companies measure their employer
brand in a quantifiable way

Your Talent Brand vs. Your Talent Competitors
Peers:
Dynamic, Inc.
Golden Phase
six28 Enterprise
Wavesynthe
Commona
Paularino Systems
Employer of choice Weaker employer brand
4/6

Measure. Engage. Improve. Repeat.

Back to the BIG Takeaways
 Talent brand is vital to improving recruiting outcomes
 Every company, regardless of industry, location, and
size can harness the power of a strong talent brand
 Social Media is leveling the playing field like never
before, enabling organizations to articulate their brand
every day, in many ways

Q & A

LinkedIn day Abu Dhabi

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