O documento discute soluções de recrutamento no LinkedIn, incluindo sua missão de conectar profissionais globalmente e torná-los mais produtivos e bem-sucedidos. Ele também fornece estatísticas sobre o tamanho da rede LinkedIn e como ela pode ser usada por recrutadores para encontrar candidatos passivos.
1. Soluções de recrutamento
Nossa missão:
Conectar os profissionais do
mundo para torná-los mais
produtivos e
bem sucedidos.
2. Soluções de recrutamento
Por que os profissionais estão no LinkedIn?
Identidade
Perfis profissionais Conectar, encontrar
e ser encontrado
Networking
Ser grande no que
se faz
Insights
3. Soluções de recrutamento
300 MM+
Membros no mundo
2 novos
Membros por segundo
Linkedin: Pool Global de Talentos
+20.000
Empresas clientes no mundo
93M+
Europe: 57M+
24M+
17M+
1 em cada 3 profissionais no mundo
5. Soluções de recrutamento
Encontre os melhores candidatos, não apenas
aqueles que te procuram
Passivos
80%
300MM
Ativos
20%
membros
LinkedIn members last year
20
6. Soluções de recrutamento
Modelo de Maturidade de Aquisição de Talentos
Desenvolvendo
Fundacional
Estratégico
Tradicional
MarcaVagasMétricasCaptação
Reativo, dependente de
consultorias de R&S
Construir um pipeline de
possíveis fortes candidatos
Um time construindo um
pipeline de possíveis
fortes candidatos
“Post-and-pray”
Mostrar a vaga para as
pessoas certas e atrair
candidatos altamente
qualificados
Segmentação e
priorização dos talentos
Estratégia de Marca de
Talentos definida
Métricas e benchmarks
estabelecidos
Marca de talentos
influenciando funcionários
e candidatos
Desenvolver capacidade
interna para focar em
talentos passivos
Vagas em sites de nicho e
em redes sociais
Entendimento da
proposição de valor aos
seus funcionários
Decisões tomadas com
base em dados
9. Soluções de recrutamento
Três componentes que trabalham juntos para aumentar a
efetividade do recrutamento:
Busca
Pró-Ativa
Engajamento
Automático
Busca Estretégica e Criação
de Pipeline de Candidatos
Métricas e
Dados
Divulgação de Vagas
Personalizadas
Desenvolvimento da
sua Marca de
Talentos
11. Soluções de recrutamento
11
“disseram confiar o cargo a
engenheiros civis, duas
citaram os engenheiros
mecânicos e outra optou
pelo engenheiro naval.
Cinco anos de experiência
no ramo e mais uma
especialização técnica –
em rodovias, estruturas ou,
como pedem três dos
executivos entrevistados,
petróleo – completariam o
perfil do profissional dos
sonhos das construtoras.”
Fonte: Revista Veja de 23 de Maio de 2012, matéria de Capa
12. Soluções de recrutamento
Macaé = 18
Experiência: 3-5 & 6-10 anos = 60
Indústria: Óleo e Gás = 641
Local: Rio de Janeiro = 38.900
Cargo: Gerente OR Contratos = 53.400
Engenheiros no Brasil = 347.000
13. Soluções de recrutamento
Erica da Silva
Gerente de TI
J Macedo
Gerente de TI
Gerente de TI
Juniper Networks
LiveOps
Gerente de TI
In order to meet your key TA objectives [reference their specific objectives, which you should have already uncovered during discovery], we should first take a look at the evolution of recruiting and where your organization is today. Many companies are moving toward a model where they’re developing sourcing expertise in-house, using automation to personalize their job opportunities, ensuring the right talent brand is in front of the right individuals and arming their recruiters with access to the right talent pools. They are moving away from a reactive, traditional model and towards a proactive, strategic approach (Note: From bottom to top, each row in the framework represents a recruiting capability):SOURCING: From agency reliance to developing in-house sourcing and pipelining expertiseJOBS: From post-and-pray to targeted & personalized job matchingBRAND: From no consideration of talent brand to developing an employer branding strategyMETRICS: From no metrics established to using talent data to improve recruiting effectiveness and ultimately shape business strategyWhere do you think you are in this evolution? [Have a conversation with the client and calibrate where they think they are in this process vs. what you think and come to a mutual agreement. Anchor them so that you can create a vision of where they can go next.]:Many clients will start at the “Developing” stageThe LinkedIn Core Solution helps get them to “Foundational.” This is a necessary first step.Clients already using the LinkedIn Core products can then think about more advanced strategies to get to the “Strategic” stage in the longer term (e.g., through Student recruiting, Campaign media, Branding Accelerator, Followers, etc).
Implementing this core strategy will help you solve the challenges we discussed earlier.There are three key things companies do to dramatically increase their hiring effectiveness on LinkedIn.The first is proactive sourcing—using LinkedIn to find and engage the very best passive talent. Recruiter is the best sourcing tool out there, and recruiting teams are using Talent Pipeline features to become more proactive in managing pipelines of talent. Since organizations typically don’t have the bandwidth to source every hire proactively, it’s critical to be able to engage talent automatically to scale your recruiting efforts. The second element of the solution is personalized job targeting. Since we know that your target talent is on LinkedIn, we first need to ensure that all your professional roles are on the LinkedIn network. LinkedIn’s matching algorithm will serve up the right job to the right candidate, to ensure that only qualified candidates will be exposed to your open opportunities.The third element is developing a talent brand on LinkedIn. Companies are tapping into their employees’ networks and leveraging company pages to promote their brand and attract talent.These aren’t three independent pillars, but rather three elements of a single solution that reinforce one another.When companies post all professional jobs on LinkedIn, these jobs make their employer branding content more relevant for each candidate. Likewise, communicating a rich talent brand and leveraging employee profiles to connect with candidates creates a more compelling reason for candidates to apply to your job postings. Finally, when candidates understand what opportunities are available and have encountered your employer brand, they’re much more likely to respond to outreach from your recruiters, which makes your team’s proactive sourcing efforts more effective.By adopting this holistic strategy, organizations hire more of the right candidates for their roles.
Each time Eric logs into LinkedIn, he sees relevant jobs targeted to his professional background.Through the “Jobs You May Be Interested In” module, your jobs automatically target members right on their homepages using LinkedIn’s matching algorithm. The majority of these members are passive candidates who will only be shown jobs relevant to them.