how to interview and hire game changers webcast

How to interview and hire

game-changers

Meet your presenters

Christina SouthgateSenior Manager, Executive

Search APAC LinkedIn

Tegan OakleyCustomer Success

ManagerLinkedIn

Everyone on the line is muted

Please type questions into the chat box addressed to All Panelists

Dedicated Q&A at the end

The presentation and recording will be sent via email after the webcast

Housekeeping notes:

Toll free call in numbers

New Zealand 0800-16940 Australia 1800-049-813 Singapore 800-101-2599 Hong Kong 800-96-3828

Who is a game-changer?

How do you define game-changing talent at LinkedIn ?

How do you lead the intake meeting and align key stakeholders ?

Define your RAPID

Stage Description Key StakeholderRECOMMEND Recommend a decision or action Hiring ManagerAGREE Formally agree to a decision – views must be

reflected in final proposalsALL Interviewers

PERFORM Be accountable for performing a decision once made

Executive Search Team

INPUT Provide input to a recommendation Compensation & Benefits Human Resources

DECIDE Make the decision Hiring Manager

RAPID Process

Using the Total Addressable market model to hire leadership talent

Mastering that pitch aimed at prospective candidates

How do you use data effectively ?

Setting the stagefor changing the game

Use LinkedIn Recruiter to…

Target your hiring: total addressable market (TAM) identification and analysis

Recognise what talent & skills are available in the

marketplace

Know where companies source specific skills from

Understand which companies have the largest

critical mass of skills

Set expectations with your hiring manager

Why build talent pools using data

77%of recruiters say they are more efficient

in their recruiting efforts when they have a solid understanding of the market and

talent pool they are recruiting for

75%of recruiters don’t use talent pool

insights during intake or kickoff meetings with hiring managers

71%

Yet 71% say they would use talent pool insights if it they were easily

available, shareable, and understandable

LinkedIn Talent Solutions Survey, (Dec 2014)

Quantify the total addressable market for your hiring manager

Total Addressable MarketIndividual possess the minimum requirements

+ a few desired job requirements

Software Engineer +Java AND C++

+ Sydney, Australia+ Medical Industry+ ERP Technology

Software Engineer

Java AND C++ AJAX+ Sydney Australia

Ideal candidates

Agree on the target talent pool after removing or altering job criteria

0 1971

82126

Every “requirement”

Remove oralter one:

Remove or alter a third

Remove or alter a third

Remove oralter a fourth:

Once you do this your hiring manager, you will have realistic talent pool of prospects to go after.

Research and refine the target talent pool with data

Get an overview of your talent pool

Order taker versus ADVISOR

Guessing versus KNOWING

Data defined talent conversations

3 things we encourage you to start thinking about

How will you build a RAPID of your stakeholders while looking for game changing talent ?

What are the top 3 things that you would like to highlight in your pitch while pitching a job ?

How can you use data to communicate and add value to hiring manager conversations ?

Questions?

LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more.

visit https://business.linkedin.com/talent-

solutions/contact-us