2. What we have covered:
• Cost of Hire – need to reduce!
• Source of hire – Diversify recruiting source and searching capabilities with
access to a wider and specialised pool of candidates.
• Employer Branding – Positioning Harkand Group as an employer of choice
and driving awareness of the brand
• LinkedIn: Overview and Possibilities
• Passive/active candidate strategy
• Solve: Our solution for you
• Demonstration
• Next steps
Aisling Jiang
Account Executive
LinkedIn EMEA
Dublin| Internet
Agenda:
4. Reach the best candidates, not just the actives
Passive
>80%
200M+
Active
<20%
Talent Pool
members
100+ (51 Brazil)
LinkedIn members in last 12 months
Netcentric LATAM hired:
LinkedIn members last year
You hired
61
Scott Harris: Sat Diver, Feb 2013
Cleveland, United Kingdom
Sean Gill BSc (Hons) MIET: ROV
Pilot/Technician, Jan 2013
United Kingdom
Michael Mooney: Air Diving
Supervisor, Dec 2012
Swansea, UK
Scott Telford: Air/3.2u Inspection
Diver, Dec 2012, Carlisle, UK
Jim Clark: Supply Chain and
Logistics Manager, Nov 2012,
Aberdeen, UK
Lee Robertson: Project Manager, Oct
2012. Aberdeen, Formerly at DOF
Subsea Norway
17. Recruiting Solutions
Achieving your goals with Our Solutions
Provide compelling information about the
advantages of working at your company
Leverage your employees to promote your
employment brand & showcase relevant
opportunities
Build a talent pipeline of qualified candidates, be
ready with candidates , a pro active approach
Have a global way of working, share as a team,
common platform, save time and reduced agency
spend
LinkedIn Career Page
Work With Us Ads (WWU)
Jobs, Recruiter Licenses
All solutions
Your Goals Our Solutions
18. TALENT SOLUTIONS
Full ongoing support from Saoirse - Your dedicated and experienced
Relationship Manager
Saoirse will:
Share her experience of best practices
Ensure your LinkedIn investment is successful
Understand your goals and success metrics
Facilitate Training for recruiter users
Advise on best practice and building your employer brand on LinkedIn
Discuss an account management schedule
and usage reports for your quarterly business
review
Online training with our professional training
team in Dublin held several times weekly
Your Relationship Manager
19. TALENT SOLUTIONS
Your competition, neighbors & industry are already
19
• 15,000+ corporate customers
• 9,000+ small/medium businesses
• 95% RENEWAL RATE
20. TALENT SOLUTIONS
Confidential
Harkand Solution Option 1
Solution Products & Services • 1x Recruiter Licence
• 5x Interchangeable Job Slots
• Gold Careers Page –
• Target by language, geographic location
• Recruitment Ads
• Work with us Ads
• Relationship Manager
• Enterprise Service & Support
12 Months
Price Per Year £42,000
Payment Method Quarterly available
LinkedIn Solution Proposal
Hinweis der Redaktion
Why is this important?Global numbers plus highlight on Europe***Build***
LinkedIn is the only place on the web where you can recruit both passive and active candidatesTraditional job boards provide access to only the 20% of professionals who are actively lookingLinkedIn provides access to both these, and the over 80% of passive candidates who are not actively searching on job boardsMany of these members are the people you’re interested in hiring. In fact, last year your company hired ### LinkedIn membersWe know this because we can track every time a member changes his or her profile to your company[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
Engaging candidates on LinkedIn begins with posting all of your professional jobs. This way, your outreach is relevant to the candidates you want to engage across the site. LinkedIn understands the professional background of every one of our members. Using our job matching algorithms, we can target each member with the most relevant jobs automaticallyWhen you post all of your jobs on LinkedIn, you’re able to show highly relevant jobs to all of your target candidatesSteve will see marketing roles, Erica will see sales roles and Bryan will see finance roles (If you only post sales roles, for example, you miss an opportunity to engage people like Bryan and Steve)Sharing your relevant career opportunities is the #1 way to engage passive talent on the siteTransition: I’ll show you exactly how candidates experience targeted jobs on LinkedIn.
This is a transition slide to shift the conversation to LinkedIn Recruiter. The combined solution of jobs and media allows customers to scale their recruiting with minimal effort. Recruiter is the best in class tool for proactively identifying the very best talent. We talked about how LinkedIn’s solution can help deliver a stream of high quality candidates automatically.Now I want to show you how we can help you take your sourcing to the next level through LinkedIn Recruiter.
[Note: These are results that clients who post all or most of their professional jobs and invest in Work With Us and an LCP saw. Buying the LinkedIn solution drives incredible results!]What this chart shows is that clients with a strong branding presence on LinkedIn are 3x more effective in engaging talent on LinkedIn and ultimately converting them into hires. [compared to clients with low/no employer branding on LinkedIn]This shows how having a strong employer brand presence on LinkedIn helps our clients more effectively hire passive and active candidates. Our clients are more successful when they’ve engaged talent on LinkedIn and have warmed them up to be interested in our clients’ career opportunities. [Note: This is a powerful way of demonstrating LinkedIn’s impact, but critical to ensure that the client understands the methodology]LinkedIn can see you have hired talent because our members update their LinkedIn profiles when they change jobs. LinkedIn can also see which of these hires engaged with your brand on LinkedIn prior to making their career move. [Note to RMs: RMs should review Merlin and decide whether to add their client’s results to date as comparison. This can be a very powerful up-sell tool]
