game-changing campus strategy that works across ta | talent connect 2016
TRANSCRIPT
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Never Go To Campus Again Game-changing Campus Strategy that Works Across TA
Tey Scott Director, Global Talent Acquisition Programs
Doris Tong Head of Global Campus
Recruitment
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Today’s Agenda
• The Tey & Doris Show – 20 Minutes • Breakouts – 15 Minutes • Wrap Up, Readouts, SWAG – 10 Minutes
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2011 We had 5 million students and early in career professionals
on the LinkedIn network.
Today We have over 52
million and growing.
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Ever been to a Career Fair?
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Where do you find top talent?
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Maybe here? Or here?
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Problem. Your booth is here
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Top talent may never come your way
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Or top talent may not even be in the room
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And you leave it all to CHANCE.
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But imagine if you could… Skip the career fair altogether... And pin point your ideal candidates... Before any other company... And build a personal connection with them.
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So instead of this:
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You have this:
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Imagine identifying all early in career talent by never going to another
campus again
Campus BHAG started in 2014
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How did we start?
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Multi-pronged Approach
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3 Year Evolution
TAM Research, Iteration, Systems, Processes, etc.
–– 100% Traditional Campus
While We Started TAM Research
Year 1
25% Sourcing & TAM ––
70% Traditional On-Campus ––
5% Unique On-Campus Engagements
Year 2
100% Regionalized and Channels Strategy With
Unique On-Campus Engagements
Year 3
100% 100%
70%
25%
5%
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Doris Tong Head of Global Campus Recruitment
What is TAM 4 Campus?
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Using The TAM Approach For Campus
AFFINITY Which Prospects Are Most Likely to Engage?
QUALITY Who Has Expertise in Skills We Need?
High
Low
High
1: Many 1:1 Approach
1: Many 1: Many
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What is unique on-campus engagement?
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–––––––––– • Used TAM to Target The Right Talent
• Sourced and Invited Talent From Our Network
• Scheduled a Week of “Events” On Campus
• Held 3 Tech Talks and 2 Diversity Events
• Engaged With 500 Unique Students
• Hired 25 Students (On Par With Traditional Campus Recruiting Returns)
–––––––––– • Did Not Attend Career Fair
• Did Not Put on a Traditional Dog and Pony Info Session
• School Was Pleased With Effort and Engagement (So Did Not Alienate School)
Career Week
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Strategies For Efficient Talent Engagement
Talent Direct
Allows us to reach highly targeted passive candidates
directly with InMail.
Sponsored Updates
Let you publish relevant content straight to the LinkedIn
feed of any member of the site, not just your Company
Page Followers.
Career Pages
A powerful way to showcase a company’s talent brand
and opportunities.
Recruitment Ads
Allow you to source more effectively by brining the
company top of mind from your target audience.
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What is the channel strategy?
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Campus Recruiting Channels
Intern Conversions
Referrals
Diversity
Open Houses
Hackathons
Schools
Conversions Referrals Inclusive Partners Hackathons Open Houses Schools
OPEN HOUSE
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Recruiting | Priority Projects & Initiatives
Leveraging LinkedIn Platform
+
Diversity Focus
Intern Conversions
• Intern Events • Recruiter Office Hours • Themed Speaker Series with Reid • Hiring Manager Influence
Referrals • Tech: Increase Referred Hires • BLP GS: Increase Referred Hires • MBA: Start Leveraging ERP for MBA Hires
Diversity
• Increase BLP S&A Diverse Hires • GHC Hires • MLT Hires • Jopwell Hires
Regional Strategies • 20% of Open House & Accelerate U Attendees Proceed to TPS1
Hackathons • Hackathon Follow Up Plan
Schools • Reduce Total School Visits by 75%
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Tey Scott Director, Global Talent Acquisition Programs
Regionalized Strategy
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Our BHAG Enables Diversity
• 1 Campus Trip: • $$$ (5 Engineers, 1 Recruiter, Catering, etc.)
• Limited Targeted Applicant Pool
• New Model: • We Can Save $$$ and Be More Efficient By
Reducing Campus Visits
• AND We Can Widen Our Opportunities to Wide Swaths of Diverse Talent, Schools, Skills, Org.
WHERE WE WANT TO GO… RPS
TPS
ONSITE
HIRE
RPS
TPS
ONSITE
HIRE
DIVERSITYROBUST & DIVERSE
TOP-OF-FUNNEL
Campus Outcomes TYPICAL CAMPUS SOURCING • Job Postings • Referrals • Campus Resumes
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Moving Forward: Our New Strategy
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Introducing...
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What is Accelerate U?
Accelerate U is LinkedIn’s strategy to unlock talent across the globe. LinkedIn targets areas populated with students/schools and hosts an event focused on building skills needed to land a job.
Our strategy is simple, expand the recruiting efforts and broaden our reach by bringing multiple Universities together in one location and provide students an experience to learn, connect and engage with LinkedIn.
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“Change is a Process, Not an Event” Our Results
2014
• 70% of Hires Come From Targeted Schools
• 30% Are Pre-Sourced From Non-Target Schools
• Talent Pipeline Actively Used to Source Candidates
• Hiring Target Driven
2015
• Identify 1-2 Pilot Programs
• Do Not Replace Campus Recruiting à Augment.
• Access ROI Concurrently to Evaluate Success
• Make Recommendations to Adjust/Fine Tune
• Hires From 500 Institutions
• 73% Reduction in Campus Visits
• 70% of Hires Come From Outreach vs. Campus Trips
Present
• Channels and a TAM Created for Every Business Function/Role
• All On-Campus Activity is For Branding or Hyper-Personalized Events
• New Regionalized Strategy in Place
• Diversity Outcomes are incredible. 23% URM Hiring Results from Diversity Channel in Non-Tech/Sales.
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Applying These Concepts to Repeating Skill Sets
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The Process to Apply This to Repeating Skill Sets
End Up With New/Different/Better Outcomes
Start With a Set of Repeating Requisitions
Develop Your “TAM” by Segmenting Your Target into Categories
Limit Posting So You Can Reduce Noise
Develop Your Channel Strategy
Go After Your Targets in Your TAM by Engaging Them Through The Platform, Advertising, Other Engagements
Leverage: Events, Partners, Referrals, Diversity, etc. to Build Out Your TAM
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Breakout Session 15 Minutes