Building In-House Sourcing & Pipelining Capabilities with LinkedIn

Patrick Cronin  Head of GSO Recruiting

Shannon Benjamin  Director TA GSO & International

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Addressable MarketThe size of the talent market that is likely to have the capabilities & experiences required by your business

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Talent pool reports – your macro-AMs  D

ema

nd I

ndex

 70

 60

 50

 40

 30

 20

 2k

 Supply (# Professionals)

 80

 90

 100

 5k  10k  20k  50k

 Saturated  High-demand

 Hidden Gems

 Austin Atlanta

 Denver

 Orange County,CA

 Phoenix, AZ

 Portland, OR

 Raleigh/Durham, NC

 Philadelphia

 San Diego

 Los Angeles Chicago

 SF Bay Area

 Seattle

 NYC Boston

 Minneapolis/St. Paul

 Washington D.C.

 Dallas/Fort Worth

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Addressable market end-to-end process

Identify characteristics of internal groups

Define characteristics of AM

BuildAM

Refine & reviewAM

Go orno go?

 1-5 days for smaller markets, 1-2 weeks for larger markets

1-2 weeks

Segment & PrioritizeAM

1:1 approach

1:Many approach

Do nothing

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Account Executives in Singapore

An addressable market - sample Account executives in Singapore

Advanced Search

Keywords: Account Manager OR Channel Manager OR Relationship Manager

Location: Singapore

Industry: IT & Services, Telecom, Computer Software

1,213 results

-

737 (3 recruiters, 2-3 hours each, 1,213 profiles viewed)

446 Addressable market

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Drive engagement (406)

Do nothing(18)

Top priority candidates (22)

Who

1:many approach

Do nothing

1:1 approach

What

Engage with candidates differently based on prioritization

Direct outreach via a recruiter or hiring manager

Contact via a connected LI employee [Inside opinion]

How

Drive brand awareness & targeted media

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In recruiting

QualityWho has expertise in skills we need?

Temperature Which prospects are most likely engage?

Low

High

High

Tele-Sales

“Red Carpet”Nurture

Build Awareness

1:1 approach

Outreach awareness at scale

Brand awareness & engagement

Personalized content

Talent direct Targeted media

Direct outreach via a recruiter or hiring manager

Contact via a connected LI employee [Inside opinion]

Targeted media Personalized content

Now, Focus on the 1:1s

 Methodology Matters Most

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This framework lets the recruiter focuseffort on high-value prospects

Fit with LinkedIn

Interest in LinkedIn

Top priorityprospects

1:1 approachTalent pipeline

Drive higherinterest

1:many approachAutomatic media targeting

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Social recruiting

3. Who is best suited to reach out?

2. Who has the strongest relationship with candidate ?

4. Get an introduction

5. Tell the story

1. What is the strategy?

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More on inside opinion Developing insights

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Managing long term relationships Follow up is critical!

Share relevant information

Invite to eventsSend regular updates

Leverage the Technology

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Get technology to work for you Let LinkedIn Talent Pipeline do the heavy lifting

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Get technology to work for you Let LinkedIn Talent Pipeline show you the results

Our Lessons Learned

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Stakeholder advocacy Gain buy in with internal stakeholders

Long term payoff

Short term investment

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ROI for talent pipelines

SalesQuota

carrying roles

SavingsGenerates

$2K/day

GoalTTF

reduction of 18 days

50 roles to fill18 x 2,000 x 50 = $1.8M

Next Steps

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Next Steps for Success

Understand and create the

addressable market

Engage your futuretalent pools on

segmented basis

Leverage the technology

#intalent