Fundamentos de Atraccion de Talento 2.0
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Fundamentos de Atraccion de Talento 2.0
- 1. Guia para el Tecnico de Seleccion Moderno: Fundamentos que cada Reclutador debe Dominar
- 2. Seminário Online: 4 Fundamentos que el Reclutador Moderno debe Dominar • Para los participantes de México, en caso de que el audio del computador tenga algún problema, podrá ser escuchado vía telefónica. Se podrá acceder a él marcando el numero 001-800514-3551, código de acceso 649 750 655, seguido del # • Para otros países (y también para México) el audio para el seminario esta disponible en el computador, pero recuerden dejarlo activo! • El audio solamente estará disponible en el inicio del webcast: 10:00 - 11:00 hora de Ciudad de México, México 11:00 - 12:00 hora de Lima, Perú | Bogotá, Colombia 13:00 - 14:00 hora de Santiago, Chile 13:00 - 14:00 hora de Buenos Aires, Argentina
- 3. Antes de empezar: • Todos los participantes deben mudar su áudio. Por favor, envien vuestras preguntas a través del moderador que está disponíble a traves del chat. • Despues del Seminário Online, todos los participantes van a recibir un email con todos los links de la presentacion, download de la guia y gravacion del Seminário Online.
- 4. Oscar Ortiz Account Executive LinkedIn Presentadores: Dennie Cuypers Relationship Manager LinkedIn Anita Bernardo y Patricia Alves Relationship Managers LinkedIn Moderacion via Chat:
- 5. LinkedIn = socio del Reclutador Moderno 3 3 2 M +U S U Á R I O S M U N D I A L 2 . 5 M + P E R U 4 7 M +A M E R I C A L A T I N A 1 9 M + B R A S I L 6 M + M E X I C O 4 M + A R G E N T I N A 2 . 5 M + C H I L E 4 M + C O L O M B I A
- 6. Agenda: 4 Fundamentos 1. Crea un perfil mas atractivo 2. Busca candidatos con eficiencia 3. Construye su Marca de Talento 4. Promueve sus vacantes
- 7. A R T I S T A C I E N T I F I C O Cupido Marketeer Vendedor Consejero Nerd Investigador Digital Cual es el perfil del Reclutador Moderno?
- 8. 01 TODO COMIENZA CON SU HISTÓRIA
- 9. Contratacion eficiente comienza con usted… 45+ millones de perfiles son visitados todos los dias en LinkedIn. Eso es la actividad nº 1 en la red.
- 10. Perfiles Inspiradores Osvaldo Barbosa Director Regional LinkedIn LATAM 01 Utilice una foto profesional 02 Proporciona un resumen que llama la atencion 03 Anadir efectos visuales
- 11. 04 Resumen que se relaciona con las fotos y videos 05 ctualizaciones interactivas 06 Trabajo voluntario Perfiles Inspiradores
- 12. Conoce a tu público: Aaron refuerza entre los candidatos con perfil de ingeniería la credibilidad de Improbable, una joven empresa tecnológica del Reino Unido, describiendo la primera máquina que creó. Habla en su idioma: Frases como «me encanta cacharrear con todo tipo de máquinas» hacen que los candidatos con perfil tecnológico se sientan identificados con Aaron.
- 13. Pagina de Empresa LAN Aerolineas 01 Utilice recursos visuales 02 Puede utilizar los visuales para resaltar su industria, servicios o empleados 03 Las actualizaciones frecuentes y recursos visuales aumentan la base de seguidores
- 14. Métricas de exito Amplíe su alcance mediante el patrocinio de la publicación de contenido más allá de sus seguidores Invierta para aumentar su base de seguidores Aprenda qué tipos de actualizaciones de contenido más atraen a su público
- 15. 02 BUSQUE CANDIDATOS CON EFICIENCIA
- 16. Muy insatisfecho Relativamente insatisfecho No satisfecho, Muy satisfecho Relativamente satisfecho 27% 45% 14% 14% 4% Nivel de Satisfaccion de los profesionales Globales P: Que tan satisfecho esta usted con su trabajo? Fuente: Investigacion de Tendencias de Talentos 2014, LinkedIn Satisfecho 72% Insatisfecho 28%
- 17. No estoy buscando empleo pero estoy abierto a hablar con un reclutador si me llamaran Completamente satisfecho con mi empleo actual y sin interés en cambiar de empleo Pensando en cambiar de empleo pero no estoy buscando activamente Buscando activamente Buscando pero solo unas veces por semana 12% 13% 15% 45% 15% P: Describa su situación actual de búsqueda de empleo Candidatos Activos vs Pasivos Globales Fuente: Investigacion de Tendências de Talentos 2014, LinkedIn Activos 25% Pasivos 75%
- 18. Entienda el banco de talentos Antes de enfocarse a buscar candidatos obtenga un visión estratégica del ecosistema de talento. Conocer las opciones disponibles lo ayudara a: • Definir la prioridad y estilo de su contacto. • Definir las expectativas de los clientes internos. • Influenciar la planeación estratégica de la fuerza de trabajo
- 19. Herramienta del reclutador moderno LinkedIn 03 Resultados 01 Busqueda Booleana 02 Filtros
- 20. Vuélvase un experto en búsqueda booleana “ ” T E X T O E X A C T O “ A N A L I S T A F I N A N C I E R O ” A N D B Ú S Q U E D A C O N D I C I O N A L C R É D I T O A N D C O N T A D O R O R B Ú S Q U E D A A D I T I V A A N A L I S T A F I N A N C I E R O O R C O N T A D O R N O T R E S T R I N G I R T E X T O N O T G E R E N T E ( ) B Ú S Q U E D A S C O M B I N A D A S “ A N A L I S T A F I N A N C I E R O ” A N D ( O R A C L E O R S A P )
- 21. Efectividad en el contacto con nuevos candidatos Usted aprovecha todo el potencial de LinkedIn
- 22. 9 Reglas de Oro del InMail 1 2 4 3 5 Analicé el perfil Cautive la atención Muestre que usted es selectivo Sea coloquial y breve Escuche con atención 6 7 9 8 Concentrese en los objetivos Aproveche el contenido Tenga Paciencia Inicie una conversación y pida continuidad
- 23. Hola Carlos Noté un comentario suyo en un post reciente de Richard Branson la semana pasada. “Innovación disruptiva en servicio financieros”, Parece que usted entiende muy bien sobre la tecnología en el sector financiero, En {Nombre de la empresa} estamos trabajando para incrementer nuestra participación en el segmento financiero y tengos algunos proyectos de alta prioridadque ... ": Vuelva su InMail irresistible
- 24. 03 CONSTRUYA SU MARCA EMPLEADORA
- 25. Su marca empleadora es la manera en que su empresa esta posicionada en la mente del profesional como lugar donde trabajar, en gran parte determinada por su imagen institucional en las redes sociales, incluye lo que el talento piensa, siente y comparte respecto a su empresa como oportunidad para la trayectoria profesional del individuo
- 26. Fortaleza su marca empleadora Publique su página de empleo 01 Piense en recursos visuales 02 Piense en el ambiente visual con ligas utiles 03 Resalte a sus empledaos actuales
- 27. Atraiga a su audiencia Actualizaciones de Status Direccionados 01 Su post 02 Puede incluir imágenes, videos o documentos 03 Segmente su audiencia 71% De los seguidores de empresas en LinkedIn están interesados en oportunidades de carrera en las empresas que siguen
- 28. Promueva su empresa Incentive que compartan
- 29. Compartiendo Contenido Boton de “Compartir”Boton de “Seguir” Para obtener los botones de seguir o compartir acceda a : http://linkd.in/1hg1dbX
- 30. Mida la efectividad de su marca de talento Marca de talentos: Alcance 1.800.000 usuarios Visualizan los perfiles de sus empleados Se conectan con sus empleados Talentos que piensan en su empresa como lugar donde trabajar Investigan las páginas de empleo y carrera de su empresa Siguen a su empresa Visualizan y se postulan a sus anuncios de empleo Interés en su marca de talento 250.000 usuarios Talentos interesados en trabajar en su empresa
- 31. Como funciona la Marca de Talento Que porcentaje de las personas que están conectadas con su empresa muestran interés? Interés Alcance Talent Brand Index = Compare su puntuación con la de sus principales competidores Interés en su marca de talento 250.000 usuarios Marca de talentos: Alcance 1.800.000 usuarios
- 33. Cuente su historia a través de los anuncios (Jobs) de LinkedIn Redacte una descripcion cautivadora para el talento Estimule acandidatos a siguir su empresa en LinkedIn y compatirla Utilize recursos visuales Deja la creatividad para la descripcion, no el título
- 34. A R T I S T A C I E N T I F I C O
- 35. 1 2 Crie un perfil brillante Aumente el potencial de su página de empresa 3 Entienda el ecosistema de talentos Domine las búsquedas booleanas Contacte directamente a los candidatos con InMail Publique y perfeccione su página de carreras Envié actualizaciones Direccionadas Mida el desempeño de su marca de talento con el Talent Brand Index En Resumén 4 5 6 7 8
- 36. 1 2 Construir y explotar la presencia social de su empresa en LinkedIn Identificar y cautivar a candidatos calificados con mayor enfoque – candidatos activos e pasivos 3 Iniciar un trabajo de marca empleadora Eso permitirá
- 37. Descarga la guia: Fundamentos de LinkedIn Guia para el Reclutador moderno http://lnkd.in/es-guia-recmoderno
Notas del editor
- [Lydia] Insert Poll
- [ROB] Hi everyone. Thank you all for joining “Modern Recruiting: The 4 Fundamentals Every Recruiter Should Master” webinar. I’m thrilled to have the opportunity to speak with you today! My name is Rob Humphrey – I am a recovering F100 TA Leader I am excited to be here in person at Epic Games with Tim Johnson, Director of Recruiting [TIM] 5. (Intro) [ROB] 6. A few admin notes before we begin, 7. During the webcast, please submit your questions in the CHAT BOX and address them to ALL PANELISTS. 8. You can also tweet us with #hiretowin 9. We will select a few questions to answer at the end.
- Luckily modern recruiters have a best friend in LinkedIn, the world’s largest professional network. LinkedIn gives you access to more top talent than any other source in one centralized platform, along with the tools, technology, and data you need to engage that talent at scale. There are over 109M Linkedin members in North America alone and over 300M worldwide. The growth in LinkedIn’s membership continues to accelerate, with 2 new members added every second. LinkedIn has become the professional network of record in dozens and dozens of countries.
- Today we’ll cover 4 topics. 1) First, we’ll start with your story, and how you can amp up your personal profile and LinkedIn Company Page with the latest features. 2) Next, we’ll talk about how you can use LinkedIn to find and engage great candidates. 3) Then we’ll go over how to optimize your job descriptions and posts to help you attract that top talent. 4) Finally, we’ll touch on how to use LinkedIn to build your employer brand. Throughout the presentation we’ll be asking Tim from Epic Games to weigh in on how he’s putting some of these principles into action, not just on LinkedIn, but elsewhere as well.
- But first, what do we mean when we say ‘modern recruiting?’ Modern recruiters are part artists, part scientists. On the artist side: They are matchmakers. They know how to network and navigate skill sets, hiring manager personalities, and cultures to connect their teams to the right candidates. They are also marketers, and can think about jobs the way marketers think about products. They know how to craft the right story for the right audience, and deliver it at the right time. They are expert salespeople as well. They can build a talent pipeline, nurture leads, and close deals. They have the people skills and negotiation acumen to win for both sides. They are trusted advisors to their businesses. They inform their partners of key talent trends and have a seat at the table when key decisions are made. On the scientist side: Modern recruiters live and die by the mantra, “If you can’t measure it, you can’t manage it.” They know that the right data will not only help them make better decisions, but also earn the trust of others in their organization. They also flex their research muscles by studying candidate pools, employment and skill trends, and by staying up to speed on the competition. Modern recruiters embrace the recruiting technology that has blossomed over the past decade too. They know what tools work best, and are masters at how to use them. Finally, modern recruiters can read candidates and understand what motivates them, helping them get them to a Yes. That’s a lot of hats to wear. Tim what is your take on all of this mr.. [TIM] Recruiting is a linear process with a series of yes and no questions that need to be answered. The goal being to find out as soon as possible in the process when there isn’t parity.
- POLL QUESTION = Do you have rich media (images/video) on your profile?
- 45 Million Views every day take place on LinkedIn It is the #1 Activity on the network Look at your profile? Better yet have your team mate look at your profile? Does it inspire? Would you hire you? 45 million profile views take place on LinkedIn every day—it is the #1 activity on the network. Your profile is often candidates’ first interaction with your company - The more you can show about who you are and what your company does, the easier it is for candidates to engage with you and determine whether or not your company might be a great fit for them. Put on your marketer hat - this is about branding yourself as a recruiting leader that talent professionals want to be connected to, and will take the time to respond to. As you update your profile, ask yourself, what will a candidate’s experience be when he or she comes across it?
- TIM Be sure you are taking advantage of these 6 features: 1) Invest in your headline and summary. Give them some personality! It’s OK to be creative. Here you can talk about why you love your company and why you like coming to work everyday. For a more approachable feel, use the first person, in other words “I am X… I like Y…”. Your profile should not look or sound like a formal resume. 2) Visuals capture attention best, so take advantage of them. You can showcase your work by adding things like pictures, videos, blogs, and slideshare presentations. By the way Steve, did you know you can now upload photos directly from your mobile phone? Take a look a Larry’s profile here. His opening is inspiring and might as well be an employer brand ad for Zappos. And the Zappos Family Music Video he includes demonstrates the company’s adventurous culture more than a block of text ever could. Moving on to #3 on this list: 3) Certifications - One way to build credibility is by sharing certifications or clearances you’ve attained. There’s a field now just for this, so make yours complete. 4) Next is voluteer activities - show your are compassionate and well-rounded by sharing volunteer work or causes you care about. 5) Engage with your network by mentioning connections and companies in your LI status updates. When others comment, respond in real-time. Finally, one of the newest profile features we want to mention is the ability to write your own long-form content. We’re opening up our publishing platform, giving you a powerful new way to build your professional brand. When you publish a post on LinkedIn, your original content becomes part of your professional profile, is shared with your network and has the ability to reach the largest group of professionals ever assembled. You can now follow other members not in your network and build your own group of followers. We are giving access to more members every day, expanding the capability to all members in multiple languages over the next weeks and months to come. [DO WE WANT TO DIRECT THEM ON THE SLIDE? “Put in your name here to request access: http://specialedition.linkedin.com/publishing”] Let’s go to the polls: do you have rich media on your profile? A picture? video? Infographic? Slideshare presentation?
- TIM: Updates at Epic - Lead Animator ….story Volunteerism As a recruiting tool. It adds a dimension
- While your profile is often the first impression candidates have of you, your Company Page is the first impression they have of your company. That’s often where they’ll go next after you’ve reached out to them. A compelling Company Page makes it more likely that a candidate will want to have a conversation with you. More than 3 million organizations leverage their Company Page to make it easy for talent to find them and learn what they are all about. In this section As is the case with profiles, visuals are key on your Company Page: Followers are twice as likely to amplify a post via likes, shares, and comments if it contains video. No videos? Try SlideShare, PDFs, images, and links. See here how Mashable uses its Company Page – they hit the sweet spot by sharing content that is high quality, quick to consume, and very visual in this case. Keep your posts bite-sized to drive high engagement. Tim, can you comment on how you’ve incorporated rich media into your Company Page, and what has been the impact? One great new feature on Company Pages is the new language preference targeting. Many of you have audiences around the world. Now you can target Company Updates by the users’ selected language. For example, a U.S. based company targeting Portuguese-speaking professionals in Brazil can now share updates in Portuguese with followers who have selected it as their preferred language on LinkedIn. This helps ensure that our members see the messages meant for them, written in the language they want to consume on LinkedIn (this is per: http://marketing.linkedin.com/blog/linkedin-enhances-the-company-page-experience-with-new-global-features/)
- Publique fatos interessantes, dicas de especialistas, listas e perguntas para interagir com bancos de talentos importantes. As Atualizações patrocinadas permitem alcançar talentos que não estão entre seus seguidores. A incorporação dos botões "Seguir" em locais estratégicos ajudou a Unilever a passar de 40 mil para 235 mil seguidores em 10 meses.
- Tim: What is passive / active mix for Epic? -Passive - come to us -Folks that we may not hire for 3-4 years -Setting expectations, responding, InMail etc
- Tim: What is passive / active mix for Epic? -Passive - come to us -Folks that we may not hire for 3-4 years -Setting expectations, responding, InMail etc
- [ROB] Lets put our scientist hat on. Tim, how has technology changed recruiting? [TIM] I have been in this game for ________. Technology can help identify where are the best places to find these people; gather analytics on what kind of e-mail’s or inmails people respond best to; learn something about a candidate so the first approach is a warm call and not a cold call etc. [ROB] So how does this change the process? [TIM] It’s important not to try and change the process too much, but to use technology and analytics to make sure you are investing in the right things.
- So…how do I actually tap into this this rich pool of 300 Million highly qualified professionals? We use key Boolean terms to help us target the relevant profiles based on the skills, attributes, and experience ONLY we know makes them qualified for OUR open position today. This gives us as recruiters a unique advantage to save ourselves time by hunting for the exact skillsets that qualify this candidate to be a home run for this position today. Boolean Modifiers in LinkedIn Recruiter connect and define the relationship between key words within your search terms. You can use Boolean operators to either narrow or broaden your search results. You may be familiar with Boolean modifiers, however not everyone knows that the only Boolean modifiers that are supported in LinkedIn Recruiter are quotes, AND, OR, NOT and parentheses. Why do the AND, OR, and NOT have to be capitalized? Because otherwise you will be searching for the actual terms within profiles. CLICK Quotes – Quotes are used when you want to find an exact phrase like a job title. CLICK AND - AND is used to narrow your search by requiring both words must be located within a profile. In this example, my hiring manager requires every candidate have experience with budgeting as well as forecasting. In this case I don’t want to waste time looking through profiles that just HAVE budget experience WITHOUT forecasting experience (and vice versa). The most common mistake when entering multiple terms is forgetting that not using AND is the same as using AND. CLICK OR - OR is used to expand your search or cast a wider net to make sure that you’re capturing all relevant profiles. Think about how many different ways people may state their company name, title, skills, or industry. OR gives us the option to incorporate all the different naming conventions in our search. In this example, I may be looking for someone with financial analysis experience but I am also open to someone with an accounting background as well. This way I’m not missing out on people who may have the same skills written in alternative ways on their profile. CLICK NOT - The NOT is used to remove keywords and is the least frequently use modifier but it’s actually AMAZING for recruiters. If you are searching for a financial analyst and recruiters keep coming up, just use NOT Recruiter to eliminate them from your results or NOT your company to remove internal candidates from the mix. For best results, include the NOT modifer before each term that you want to exclude. CLICK Parentheses – Groups like terms together. In this case we want experience with either Oracle OR SAP so we group those terms together.
- [TIM] How are you leveraging InMail. -Reach outside of networks -Most success (20 - 30% Range) WHY? -X -Y -Z
- It's not just what's on their profile though (and this is point #7) you should also review the posts, photos, videos and presentations they've posted, InShared, commented on and 'liked,' the Groups they belong to, and the Influencers they follow. This information can help you determine how to contact them in more meaningful ways than, "Hey! It's an exciting time to work at company XYZ" - They'll be more likely to respond.
- [ROB] [Talent brand intro] Every company has a reputation as an employer Q: Tim, what is your reputation as an employer? [TIM] Our brand is a big name in a small niche market We’ve had to really push to get more visibility in a much larger technology market
- [ROB] What we call “talent brand” is the highly social, totally public version of what talent thinks and shares about your company as a place to work. Talent brand has real bottom-line impact. Strong brands have 50% lower cost per hire and 28% lower turnover. We also know that strong brands have 7X more job views and 2X greater InMail response rates from candidates. How’s that for ROI? If you’re still not convinced, our research also shows that top talent is 56% more likely to care about a company’s culture and that it’s known as a great place to work. The vast majority of talent acquisition leaders (82%) believe talent brand has a significant impact on ability to hire great talent. Tim, How have you seen the concept of “talent brand” evolve” [TIM] Having been at the recruiting game a while I’ve seen sourcing go from calling through a rolodex to get referrals to reliance on job postings and eventually focusing on building TALENT brand that helps attract candidates. We now have the ability to build a brand where we can attract even passive candidates, giving us a much larger pool of candidates to start with (talent communities). If we treat those communities of people properly and keep them engaged, we can leverage them as sources of candidates and/or referrals. Giving us a larger more relevant group of candidates to start a search with and hopefully yield more hires.
- [Maximizing your presence] Earlier we talked about your Company Page as your official presence on the platform. Think of your Career Page as the central hub for your talent brand activity on LinkedIn. A few things to keep in mind: 01 Stretch your canvas. 02 A few things to keep in mind: You want to think visually. Use images and videos to give a real-world glimpse into your organization. If you can, share real employees telling their own stories in their own words. Showcase your culture and what it means to work there. Remember your candidates are carrying around your Career Page in their pockets. They are on their phones where their attention spans are shorter. Again, make every word count. Take advantage of being able to adapt your content to viewers based on their LinkedIn profiles. You can target your Career Pages based on a candidate’s job function, industry, geography, and more. One more thing to consider: you can also buy the ad space on your own Company Page overview to drive people to your Career Page. You may be thinking ‘well, we don’t have much content on LinkedIn but we have amazing careers website that really demonstrates our culture.’ Regardless if you have the world’s best website, many passive candidates won’t take additional action past researching your company on LinkedIn. Plus, LinkedIn is the 7th most visited website in the US, --- so you’d be wise to create a presence where your ideal talent is and is going.
- [Targeted status updates] We’ve touched on status updates – let’s talk about targeted status updates. You can segment your audiences based on such factors as geography and role, and then deliver relevant content to only those selected audiences – for example maybe you want to share a research paper with only software developers in the Bay Area, or a webinar with sales directors in the U.K. Keep in mind you want to mix things up a bit – variety is the spice of life after all. Don’t bombard your followers with links to job openings. Share relevant news stories about your company, employee interviews from your blog, etc. Aim for 2-3 status updates per week to start, working your way up to once or even a couple times per day. While status updates are free and don’t take too much time, you still will want to have a plan. Sketch out what you’ll say in advance and build a dialogue with your followers. Of course always keep in mind your talent brand. Remember the messaging you’re trying to get across and think about how to incorporate it into your updates.
- [Involving your org] Earlier we talked about fleshing out your own profile and making it more robust with some of the latest features. That’s the critical first step - but you also want to coach your team and extended employee base to make the most of their LinkedIn profiles too. Every employee on LinkedIn is an opportunity to brand your company as a great place to work. It can be as simple as hosting a few lunch and learns. Going the informal route may ease some employee anxieties about what to say on their profiles – some people have the misconception that updating their profiles signals they are looking for a job. By educating them in a relaxed setting over lunch, you’ll help ease those fears. It goes beyond their profiles too though. You want to think of your employees as your unofficial marketers and recruiters: show them the way by training them how to use LinkedIn and other social media to best represent your talent brand. Keep reminding them to jump on the opportunity to share – leading by example is key – as is recognizing those doing a really stellar job. Encourage share and tell. Share authentic stories, pictures, and company events across a variety of media so your employees (and followers) can repost and drive viral discussion. Need inspiration? Take a look around your office: do you have a cool space that you could take a picture of and share? What about team-building events, or other office perks like guest speakers? Don’t think it has to be out-of-this-world special in order to share though. I just saw this update the other day - it’s simply of a guy going into his office to work at COMCAST There’s nothing like a video to give prospective candidates a view into a day in the life at your company. Another way to get started is to aggregate and share already-produced content that is relevant to your target audience. Whatever you do, don’t try to go it alone. Ask your employees for content too – it has the added benefit of keeping them engaged as well, which is of course a win-win for your company. Take some time each week to share a few status updates and work your way up to about once per day…not only on LinkedIn but to other relevant social platforms as well.
- 02 [Follower button – Unilever example] Unilever’s follower story is really neat. About 3 years ago it rolled out follow buttons in employee email signatures, putting a call to action to follow Unilever in every message. The company went from about 40,000 followers to about 235,000 in 10 months. Then over the course of another year and a half, Unilever’s follower count skyrocketed to over a million. They’ve even created a campaign around their 1-million follower milestone. See their Company Page banner image here is thanking the 1 million... very cool. More importantly though, Unilver knows these followers are relevant because they’ve also seen an exponential rise in Career Page visits, and a significant increase in new hires from LinkedIn. [FYI per our interview with Paul Maxin http://talent.linkedin.com/blog/index.php/2012/08/employer-branding-unilever] The Follow button is free – so be sure to embed it in your website, all candidate communications and email signatures and profiles. It can have real impact, especially since we know that 71% of company followers on LinkedIn are interested in career opportunities at companies they follow. [03 Share Via Device]
- 01 Tim Sets template - 02 Company Summary 03 Why video? [Tim] Raleigh is great (target people from west coast) and (2) highlight employment brand. ___
- [Conclusion] Well modern recruiters, we’ve covered a lot today. There’s much more in the ebook that you can download, but let’s go over some key things you can start acting on right now. First, revisit your profile. Ask yourself – do you have a killer opening? Do you have rich media up there? Have you fleshed out your certifications and volunteer activities? Are you making your updates interactive and responding in real time? Here’s where you have to channel your inner marketer and salesperson, working to make sure that you are putting your (and your company’s) best foot forward for the sake of your candidates. Amp up your Company Page. Make sure you are taking advantage of your free home base on LinkedIn by again, engaging candidates with rich media and videos. Grow your Followers by embedding the Follow button – remember Unilver’s success story - and use targeted status updates to have relevant interactions with your key talent pools. Don’t forget the science though – make sure you are monitoring your Company Page engagement, Follower demographics and Follower benchmarking using Company Page Analytics. In terms of sourcing: Always start by getting smart on talent pools, if you don’t know them well already. Run live searches in LinkedIn Recruiter to uncover the size and dynamics of your addressable markets. Remember also that we have free Talent Pool Reports you can check out that will give you information on the location, background, and interests of your target candidates. Master Boolean and other search techniques. Use AND, OR, NOT, parentheses and quotes to define, limit, and widen your searches in LinkedIn Recruiter. Don’t forget to leverage LinkedIn Groups, your own network, and your employees’ and hiring managers’ networks. Contact candidates directly with InMail. We went over the 9 Golden Rules of InMail – which in a nutshell can be summarized with one word: personalization. The more you can tailor your message, the more likely your candidates will respond. Remember to not only cite what’s on candidates’ profiles, but also content they have liked, inShared, commented on, or written themselves, when you are thinking about ways to kick off a meaningful conversation that will get you a response. On the talent brand front: A good starting point is launching or enhancing your Career Page. As is the case with your Company Page, the key is to maximize the use of visuals and video, keeping in mind the small screen as you write and choose those visuals. We also touched on the option to buy the ad space on your Company Page to drive traffic. It’s important to involve your entire organization too. That means empowering your employees by facilitating their own profile updates and educating them about content sharing – informal lunch and learns are a great forum for that. Involving your organization also means partnering with your marketing and communications colleagues, hiring managers, extended recruiting team, and employee base to promote your talent brand. Lead by example, make sure your leadership does too, and much will follow from that. Send targeted status updates as a way to engage the right candidates at the right time. Vary the content, develop a content calendar, and be sure to stay on-brand. Some ways to get started: curate content that’s already been produced (for example, you could share a relevant thought leader’s article, prompting your target candidates to weigh in on whether they agree or disagree) or simply look around your office and at your colleagues – what could you snap a picture of or take a video of that shows what it’s like to work at your company? Throughout our talk today, we’ve seen from Epic Games’ examples…