2. Title
01 Review LinkedIn Recruiting Model
02 Product Overview
03 Recruiter Demo
2
AgendaTodayâs Objective:
Review LinkedInâs products and platform. Assess the
platformâs ability to improve the speed, efficiency, and
reach of Presidential transition efforts
Transitionâs Objectives:
1. âStealthâ: Identification of candidates & creation
of talent pools
2. Assess propensity to serve / party affiliation
3. Engage and nurture candidates to openings
3. Title
Different stages of the candidate journey
call for different recruiting strategies
Recruiting
Strategies
Planning & Analysis Build Awareness Engage Audiences Recruit
3
Candidate
Journey
Recruiter [Research]
Talent Pool Reports, Talent
Flow Analysis
Internal Workforce Planning
Company Page
Ads & Media,
Job Distribution
Career Page,
Sponsored Updates
Talent Direct
Job Posts
Recruiter [Sourcing],
InMail
Talent Direct
LinkedIn
Talent
Solutions
Unaware Aware Considering Hired
Phase 1
âAnonymousâ
Phase 2
5. Title
Veteran MobileTop Performer
Expand
your
reach to
access
the full
network
Added to project
Met them. Ready to move in 6 months. Follow up in Oct.
Cyber Security
Cyber Security
Engage
candidates
directly
with InMail
Manage
your
pipeline
of talentACME Systems
Jenny Chen
500+
Connections
2nd
Security Engineer
Jenny Chen
Phase 1: Find and engage the worldâs best passive talent
Access to 400M+ LinkedIn Members
6. Title
Phase 2: Segment, engage & recruit strategically
Affinity
Job Fit /
Skills Match
Proactive Recruiting
- Recruiter
- InMails
Awareness
& Engagement
- Sponsored Content
- Talent Direct
- Company Pages
Awareness
- Social Media
- Content Marketing
- Digital Media /
Ads
Reactive
Recruiting
6
7. Title
Company Page: Core of Presence on LinkedIn
Build
Followers
Engage with
Updates
Increase
Awareness &
Affinity
Ready to Govern
Ready to Govern
8. Title
Sponsored Content: Highly Targeted, In-Feed, Native Ad
Solicit Response To Test For
Propensity / Interest
Organize Respondents Into a
Community of Candidates
Continue Engagement By
Updating New Followers
Generate Awareness of
Organization / Opportunity
10. Title
Talent Direct: Targeting Members At Scale
Up to 1,500
Members
Receive
Custom InMail
Single CTA
Capture
Candidate in
Recruiter
Iâm Interested
Iâm Interested
Good morning â
Introductions:
Brett Mikoy â Account Manager responsible for DoD and DoJ customer business
Michael Cirrito â General Manager responsible for all Federal business
With that in mind, weâve broken our presentation into 3 sections:
Build a foundational understanding of what LinkedIn is today, and what weâre trying to build over the next 10 years
Discuss how talent acquisition has changed, and what it means for recruiters in the government
Provide some examples of how the FBI can leverage LinkedIn for off ramping
First, it is incredibly important to understand every stage of the candidate journey correlates to a different recruiting strategy. Today we will discuss the tools we offer to help our clients along the entire process from planning and analysis through building awareness, engaging with talent and finally hiring the most qualified candidates.
Letâs talk through how LinkedIn can help you educate, engage and hire at scale.
As part of your planning process, LinkedIn can provide information around talent pools, such as the population of the pool, where people are, competition in regions, and the ability to go get them.
Talked about co page for general awareness
Now weâre talking about how we further engage candidates and make them believe the FBI might be an employer for them
Your career page is the center piece for answering the question âwhy work for the FBIâ
You can see here from an example from NSA
Message what itâs like to work here
Talk about the work
Bring stories to life through videoâs and testimonials
Continue to serve targeted jobs and engage candidates in a warm contextual environment
Todayâs most effective recruiters segment the market, using different strategies and tactics to deal with different candidates at discrete points in the process. In the upper right hand quadrant, you can see how LinkedIn helps you do this, easily and effectively.
Our objective here today is to educate this group on LinkedIn and to provide some direction and ideas on ways that we can help to modernize DOD recruiting efforts in the near term.
We have a lot to cover and a short amount of time. So by design, this hour will be a bit of a mile high and an inch deep.
Part of what will make this time a success is if we can provide you with some ideas and threads that you determine are worth of additional investigation.
With that in mind, weâve broken our presentation into 4 sections:
Begin with a level set of our understanding of where the DOD stands today vis-Ă -vis platforms like LinkedIn
Build a foundational understanding of what LinkedIn is today, and what weâre trying to build over the next 10 years
Talk about how talent acquisition has changed, and what it means for recruiters in the government
Provide some examples of how other agencies and organizations are using LinkedIn