elevating your employer brand! july 2014
DESCRIPTION
Do people know what it's like to work in your company? Are you an employer of choice? Check out this presentation to learn about: - Influencing passive talent - Trends in recruitment and employer branding - Maximizing your use of LinkedInTRANSCRIPT
Elevating your employer brand:
Tips for Hiring the Best with LinkedIn
July 15th 11am
Recruiting Solutions
Todays speakers:
[Webcast Oscars]
Most Popular
Most Endorsed
Earliest Adopter
Most Connected
Lauren Sharma
Natalie Whitehouse
Fiona Morrison
Helen Takla
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Today’s Agenda
Evolution of brand and employer brand
Tips on growing your employer brand
Measuring the impact of your employer brand
Audience Q&A
4
LinkedIn: A global pool of talent
2M+ INDONESIA
2M+ PHILIPPINES
1M+ MALAYSIA
1M+ SINGAPORE
1M+ SAUDI ARABIA
16M+ BRAZIL
93M+ UNITED STATES
OF AMERICA
9M+ CANADA
24M+ INDIA
5M+ AUSTRALIA
1M+ NEW ZEALAND
3M+ SOUTH AFRICA
1M+ UNITED ARAB EMIRATES
15M+ UNITED KINGDOM
1M+ Ireland
6M+ ITALY
1M+ BELGIUM
1M+ DENMARK
2M+ TURKEY
4M+ NETHERLANDS
1M+ SWEDEN
5M+ SPAIN
300M+ Members
worldwide
+2 New members per second
187M Monthly unique visitors
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Great recruiters think about jobs the
way marketers think about products
Strong brands move people toward
purchase long before they enter the store
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LinkedIn Branding
7
Play Video
1. Why should I work with you?
1. Why should I be working for you ?
France
Benelux
12
UK
Developing
Foundational
Strategic
Traditional
Bran
d
Job
s M
etrics
Sou
rcing
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent
communities
Post-and-pray Targeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Defined employer brand strategy
Established metrics and benchmarks
Influential talent brand engaging employees and
candidates
Build internal capabilities to focus on passive talent
Jobs on niche boards and social platforms
Understanding of employee
value proposition
Data driven decision making
Talent Acquisition Maturity Model
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Talent Brand Index
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Your Talent Brand Index varies across the functions you
are looking to hire… Ta
len
t B
ran
d In
de
x
Talent easiest
to engage Talent hardest
to engage
1
8
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…and across the geographies where you have a
presence
Talent easiest
to engage Talent hardest
to engage
Ta
len
t B
ran
d In
de
x
1
9
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• Increase activity
• Increase content sharing
• Segment your target audiences
• Engage
• Follow us email signature button
Why?
• 80% follow six or less companies
• 79% are interested in jobs
• 78% more likely to accept an inmail
• 2 x more confident on info found on linkedin than
elsewhere
How to grow your followers:
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Grow your follower base on LinkedIn
21
Add one-click Follow Company button to your website
https://developer.linkedin.com/plugins & email signature
1)
2) Follower acquisition campaign: 250 new followers
Targeted by Industry, Job Function, Geography
Tom, get the latest on XYZco
Jobs, News & more!
XYZco
XYZco
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Who is looking at your employees profiles?
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Jobs & Sponsored jobs
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What’s new in 2014?
More content: We are increasing the number of sessions this year to cover even more topics, across a full 2-day agenda
New tracks: Themed breakout tracks to allow you to focus on what’s most important to you and your company
– Pipelining and Recruitment
– Talent Brand
– Data and Metrics
More ways to connect: Meet your peers and share ideas while you relax in this year’s bigger, better InLounge, or at our sit-down networking lunch
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What else can you expect?
Hands-on training and product education to help you
get the most out of your LinkedIn tools
An inside view of the latest product improvements and
news, direct from LinkedIn leadership
Best practices and practical advice from the most
progressive leaders in Talent Acquisition, including…
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Key Takeaway’s
Plan your follower strategy ( 30/30/30)
Get your jobs viral and turbo charged
Leverage your employees & that traffic
Get your career page working for you
Why?
34% impact vs 11%
50% savings in cost per hire
Be the purple cow!
“IF YOU ALWAYS DO WHAT YOU
ALWAYS DID, ---
YOU’LL ALWAYS GET WHAT YOU
ALWAYS GOT”