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Get In, Get Out, LinkedIn Recruiter Workflow Success -- -- Breakout Session at Talent Connect Sydney 2015

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Get in, get out, LinkedIn Recruiter workflow success
Oliver Garside, Customer Education Consultant, LinkedIn. Erin Schielzeth, Customer Success Consultant, LinkedIn

The number one obstacle to LinkedIn Recruiter success is the following objection: "I don't have enough time." Do you also feel like you just don’t have time to make it work for you? LinkedIn Recruiter works best when it's part of your daily routine. In this session, learn how to efficiently and effectively manage your time in the platform, along with how to make new product enhancements work for you.

Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN

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Get In, Get Out, LinkedIn Recruiter Workflow Success -- -- Breakout Session at Talent Connect Sydney 2015

  1. 1. ​ Erin Schielzeth ​ Customer Success Consultant ​ LinkedIn Getting in and getting out: LinkedIn Recruiter workflow success Olly Garside ​ Customer Education Consultant ​ LinkedIn #intalent
  2. 2. Time savers transform you from working hard to working smart #intalent
  3. 3. The road to recruiting success 1.  Get Ahead – Smart and efficient search 2.  Get Organised – Leverage smart projects 3.  Get BuyIN – Streamlined feedback Today’s Agenda
  4. 4. Give me six hours to chop down a tree and I will spend the first four sharpening the axe. ​ - Abraham Lincoln #intalent
  5. 5. Get Ahead – Smart and efficient search SaveSearch #intalent Set
  6. 6. Real time search results #intalent Build your search string See your results immediately Search Filters InMail Insights Profile Activity
  7. 7. SAVE searches and SET an alert Save your search Activate the alert #intalent
  8. 8. Get Organised – Leverage ‘smart projects’ Set Up #intalent
  9. 9. Smart projects – get organised #intalent
  10. 10. Smart projects – get organised Auto pipeline candidates #intalent
  11. 11. See all actions in your project #intalent Profile Activity Hiring Manager Reviews
  12. 12. Get BuyIN – streamlined feedback Profile Review #intalent
  13. 13. Share profiles for hiring manager review #intalent
  14. 14. One step review process #intalent
  15. 15. Your road to recruiting success 1.  Get Ahead - Lay the foundation with targeted searches and then automate by setting up search alerts 2.  Get Organised - Set up projects and leverage smart project filters 3.  Get Buy In - Streamline the feedback process using hiring manager review Source: “5 Tips to Improve Your Concentration,” Sam Horn. http://altmedicine.about.com/od/ optimumhealthessentials/a/Concentration.htm #intalent
  16. 16. Transforming Talent Acquisition Christine Connor Head of Talent Acquisition #intalent
  17. 17. The Way We Were Store Support Store Operations Contractor Management Graduate Store Support Talent Acquisition #intalent
  18. 18. Hiring Pain What was the opportunity? Speed Quality • Consistent volume over past 5 years • 4 FTE • Days open higher than we’d like • Some process inefficiencies • Candidate engagement • Limited proactive sourcing • Active job seekers only - “post & pray” • Limited screening and assessment • Internal hires could be greater • Inconsistent market message about Coles • Year 1 attrition high $#intalent
  19. 19. DATA #intalent
  20. 20. #intalent
  21. 21. #intalent
  22. 22. #intalent
  23. 23. The voice of Coles ... Our values Our ways of working #intalent
  24. 24. Not everyone is looking Everyone is a potential candidate or brand ambassador, even your consumers Building relationships and communities is key Recruitment is boring The New Recruitment… Talent Acquisition #intalent
  25. 25. Recruitment 1.0: post and pray candidate attraction, focus on active job seekers, reliance on agency databases, print advertising, fill the seat with someone Recruitment 2.0: post and pray candidate attraction, focus on active job seekers, online job-board adverts, ATS, hire the ‘right-ish’ person. Recruitment 3.0: focus on non-active / passive individuals, hire the best talent, build talent pipelines and communities, competitor mapping , EVP, Branding and PR Recruitment 4.0: is all about leveraging the value of communities created by Recruitment 3.0, external referrals The Roadmap to Talent Acquisition #intalent
  26. 26. Where we are currently… #intalent Developing Foundational Strategic Traditional Jobs Post-and-pray Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs on niche boards and social platforms Sourcing Reactive, over-reliant on agencies Engage with strong pipeline of leads and ‘silver medalists’ Team-wide pipelining with engaged talent communities Build internal capabilities to focus on passive talent Metrics Established metrics and benchmarks Data driven decision making Brand Defined employer brand strategy Influential talent brand engaging employees and candidates Understanding of employee value proposition 2015 Partnership Talent Acquisition siloed from HR Strong collaboration with Marketing, PR, Communications Strategic business advisor to C-Suite Engage HR counterparts and Hiring Managers
  27. 27. The Plan #intalent
  28. 28. Where we’re headings towards… #intalent Developing Foundational Strategic Traditional Jobs Post-and-pray Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs on niche boards and social platforms Sourcing Reactive, over-reliant on agencies Engage with strong pipeline of leads and ‘silver medalists’ Team-wide pipelining with engaged talent communities Build internal capabilities to focus on passive talent Metrics Established metrics and benchmarks Data driven decision making Brand Defined employer brand strategy Influential talent brand engaging employees and candidates Understanding of employee value proposition 2015 2016 2017 Partnership Talent Acquisition siloed from HR Strong collaboration with Marketing, PR, Communications Strategic business advisor to C-Suite Engage HR counterparts and Hiring Managers

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