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Best practices on LinkedIn for Small and Medium Size Businesses in MENA -- ConnectIn Dubai 2015
The document discusses DMG Events' approach to talent acquisition using LinkedIn, focusing on enhancing employer branding and reducing recruitment costs. It outlines their strategy, challenges, and successes, such as an increase in followers and money saved. It also highlights the importance of fostering a distinctive employer brand to attract and retain talent.
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Best practices on LinkedIn for Small and Medium Size Businesses in MENA -- ConnectIn Dubai 2015
- 1. Abbé Felters HR &Admin Manager Action Impact Premila Braganza Head of HR dmg events Middle East & Asia Driving a Successful Talent Strategy with LinkedIn as a Small and Midsized Company
- 2. What are we? Creative-led BrandExperience Agency
- 3. Our Industry Not 9to 5Freelancers
- 4. What kind oftalent do we look for? Carnivores Reptiles Herbivores Rodents
- 5.
- 6.
- 7. Employer Branding Job Posts RecruiterLicense Our LinkedIn Solution
- 8. ① Stopped usingrecruitment agents with immediate effect ② Get all employees connected to the right company page to maximize your Employer Branding ③ Get your JD’s up to date and look at keywords What did we do first?
- 9. You have thepower… create a system which works alongside your internal process and make your life simple and logical if you are like me! Then we created our own workflow process
- 10. And allocated Hiring Managers ShortlistJobPost Hiring Manager Head of departments Interview process HR
- 11.
- 12.
- 13. How we useLinkedIn recruiter Headhunting (FTE’s & Consultants) Job Posts
- 14. Challenges ① Selling LinkedIninto the business ② Time consuming ③ Technical issues
- 15. Successes ① People hired ②Money Saved ③ Increased followers on LinkedIn ④ Company profile raised
- 16. Action Impact Stats CompanyPage 171Visits per month +165%Growth in company presence
- 17.
- 19. Hello, I am… PremilaBraganza Head of HR dmg events Middle East & Asia
- 20. dmg events MiddleEast & Asia is an international exhibition and publishing company. Who we are & What we do global energy construction hospitality interior industriescoatingsdigital marketing
- 21.
- 22. 175FTE 40%Tenure of 3years & over 32%Tenure of less than 12 months
- 23. Why LinkedIn? To engagewith our talent community Promote our employer brand Help us with talent acquisition Reduce our recruitment costs
- 24. A set ofattributes, often intangible • that makes a business distinctive, • promises a particular kind of employment experience, and • appeals to those people who will thrive and perform best in its culture. What is an Employer Brand?
- 25. Business is allabout people, people, people. - Richard Branson
- 27. 3,724 4,291 4,878 5,758 5,923 6,084 6,767 7,379 - 1,000 2,000 3,000 4,000 5,000 6,000 7,000 8,000 TotalFollowers 234 587 587 880 185 181 683 612 - 100 200 300 400 500 600 700 800 900 1,000 New Followers
- 28. Inspirational Quotes EmployeeTestimonials
- 29. New Hire FeedbackCelebrate our High Potentials
- 30. Position ourselves as ThoughtLeaders Advocate work life balance
- 31. Talent Acquisition Direct 15% Dubizzle 10% LinkedIn 8% Referrals 38% Agency 23% Ex- employee 6% Oct13 – Sept 14 Direct 25% Dubizzle 3% LinkedIn 14% Referrals 16% Agency 28% Ex- employee 14% Oct 14 – To Date Direct 17% Dubizzle 7% LinkedIn 2% Referrals 50% Agency 24% Oct 12 – Sept 13
- 32. Best Practices for JobPosts Promote your talent brand Use a standard job title Be specific Write creative job descriptions
- 33. 2 Easy Tipsto Implement • Make the best of your captive audience during induction • Harness the power of numbers
- 34. Great things inbusiness are never done by one person. They’re done by a team of people. - Steve Jobs
- 35. Small Business Recruiting &Hiring: The Ultimate LinkedIn Guide