my #intalent learning journey

LinkedIn Talent Connect

London, 2014

Sarang Brahme

I was already getting ready to fly London for #inTalent

The buzz has just began…

Drum rolls…Talent Connect 2014 starts

Here’s the summary of few most important sessions I liked.

LinkedIn's latest initiatives and vision for the future

What did I learn? LinkedIn’s vision is to develop an economic graph to

provide opportunity for everyone to connect and grow professionally.

Connecting Company –> Jobs –> Skills –> University –Knowledge (Content)

Challenge is to find one within 3 billion profiles on LinkedIn.

Data / Insights are key to become talent advisors for Hiring Managers.

LinkedIn to develop “Data Visualization” and “Cultural Fit” tools next year.

L’Oreal takes the stage

What did I learn? Recruiting is partly a science and an arts.

Inspire your employees and talent. Be innovative, differentiate and engaging.

Selfie Contest (LI API)

SoundCloud

“Inspiration”

Candidate Experience (IoT)

Heart at the right place, not just employer branding

Two ways to re-charge yourself @TCLondon

Hearing Lou Adler for first time

What did I learn? Recruitment cost needs to term as investment and not

expense.

Move your hiring descriptions from Have / Get to Do / Become. Don’t just hire on skill and grids.

Candidates at every stage of their career wants to move to steeper part of graph.

Measure quality of hire (Pre and post).

The Shell Story

What did I learn?• Your brand may not be “Sexy” but it can be

innovative.

• Involve hiring managers in employer branding.

• Be engaging, innovative in building content and distribution.

• Give voice to your employees and turn them brand ambassadors.

• You can be “Cool” even in Oil & Gas – inspire ideas.

Art & Science of Digital Connections

What did I learn? Ask questions – what is your objective? Why

candidates wants to work with you?

Digital is not end, just a start. Go beyond keyboards.

Find out emotional drivers and influencers. Engage them on social.

How do you manage your ATS? Can you humanize the interactions?

Focus on engaging and innovative content.

Look at ROI from holistic view and not one dimensional.

How to Recruit Millennials

What did I learn? With 40 million members, LinkedIn is key platform for

connecting students to universities -> to companies.

LinkedIn is not a Facebook for grown ups

LinkedIn Alumni provides a great tool to search specific talent and gather insights. (Free)

Aseslan provides Career coaching to students for social branding including LinkedIn for networking and getting jobs.

Influence the influencer! One of the employer branding campaigns were targeted for moms of prospective students. Brilliant!

Let’s sum it up

Talent Insights & Data are key to become talent advisors

Inspire your talent and be innovative to use their voice for influencing others

Hire for capability and not just for skills and years of experience. Measure your quality of hire, always!

Vacant job is not a recruitment problem, it’s a business problem. Hiring Manager partnership is key to solve those issues.

Content should inspire emotions for your talent to be effective.

Influence the influencer!

Oh yeah,

It’s also about Connecting Industry Talent professionals

Great to meet many of them