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Surge hiring: A programmatic approach to high volume recruiting | Talent Connect 2017

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At LinkedIn, we hire next years new sales people in q4 of the current year. Historically we have achieved this by sheer force of will with mixed results. This past year we applied a programmatic approach, determining TA resourcing, creating internal hiring deadlines, exception processes, reporting, etc. before launch. We used regular comms to keep the business informed and TA engaged. Further we created a scalable and repeatable template for success that can be applied for years to come.

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Surge hiring: A programmatic approach to high volume recruiting | Talent Connect 2017

  1. 1. Surge Hiring Jeff Weiner Chief Executive Officer Emily Campana Director, Talent Acquisition, LinkedIn Vidya Rao Manager, Talent Acquisition, LinkedIn
  2. 2. Surge surge /sərj/ noun “A sudden large increase, typically a brief one that happens during an otherwise stable or quiescent period.”
  3. 3. • 300+ incremental roles • Internal movement creates waterfall effect • Thousands of sourced and interviewed candidates Here's What Happens:
  4. 4. 5 Pronged Approach Capacity MotivationReporting Communication Process Project Management
  5. 5. • Identify business needs • Model out required TA headcount to meet business hiring needs • Build new support structures as needed Capacity Planning Stay transparent with the business. Explain to them how business demand affects TA capacity.
  6. 6. • Identify the right data for the right audience • Build a cadence • Equip TA Leaders to have insightful conversations with the businessReporting Timing is critical! Build the templates and reports prior to launch of work
  7. 7. • Identify audience groups • Develop communications strategy and timeline • Include various channels: FAQs, Emails, internal websites or newsletters, office hours, etc. Communications Tell them before they ask!
  8. 8. • Establish one global timeline, process and sub-processes • Address the stressor • Account for exceptions and escalationsProcess Identify a global TA process lead for faster decision making.
  9. 9. • Get creative in how you communicate to your TA team • Highlight both wins and lessons learned through misses • Motivate your teams through contests, mini-goals, incentives and fun Motivation Create a sense of community by including all regions and businesses involved driving towards one goal.
  10. 10. Results 300+ Hires Invaluable Partnerships Scalable Processes
  11. 11. Key Takeaways • Partner tightly with your business, finance, HR teams early and throughout the work • Ensure they understand the lead time required to meet their hiring needs • Use a programmatic approach • Define the timelines, roles and responsibilities • Always have a throat to choke! • Tell them before they ask • Focus on communicating early and often • Don't forget the people doing the work – motivate and congratulate! Partnership Rigor Communication
  12. 12. Thank you

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