Download as PDF, PPTX
Uploaded byLinkedIn Talent Solutions
Game-changing campus strategy that works across TA | Talent Connect 2016
The document presents a new campus recruitment strategy that avoids traditional career fairs and instead focuses on identifying and engaging with early career talent through targeted outreach and personalized events. This approach led to a significant increase in the number of hires while reducing the need for campus visits, demonstrating a successful shift towards a more efficient and diverse recruitment model. The strategy also emphasizes leveraging LinkedIn's platform for direct engagement and showcasing the company's talent brand.
More Related Content
![5 tips to help you succeed with LinkedIn Career Pages [webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/nextgenlcpwebinar2slides-9-160927154649-thumbnail.jpg?width=640&height=640&fit=bounds)
![Innovative Recruiting Strategies for Higher Education [Webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/pwp-t09-clemsonsuccessstoryforlinkedinwebinarfinalsocial-160428170927-thumbnail.jpg?width=640&height=640&fit=bounds)
![Diversity for the Win: U.S. Olympic Committee's Approach to D&I [webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/dipresentationfinalv2social-160622165204-thumbnail.jpg?width=640&height=640&fit=bounds)
Similar to Game-changing campus strategy that works across TA | Talent Connect 2016
Game-changing campus strategy that works across TA | Talent Connect 2016
- 2. Never Go ToCampus Again Game-changing Campus Strategy that Works Across TA Tey Scott Director, Global Talent Acquisition Programs Doris Tong Head of Global Campus Recruitment
- 3. Today’s Agenda • The Tey& Doris Show – 20 Minutes • Breakouts – 15 Minutes • Wrap Up, Readouts, SWAG – 10 Minutes
- 4. 2011 We had 5million students and early in career professionals on the LinkedIn network. Today We have over 52 million and growing.
- 5. Ever been toa Career Fair?
- 6. Where do youfind top talent?
- 7. Maybe here? Orhere?
- 8. Problem. Your boothis here
- 9. Top talent maynever come your way
- 10. Or top talentmay not even be in the room
- 11. And you leaveit all to CHANCE.
- 12. But imagine ifyou could… Skip the career fair altogether... And pin point your ideal candidates... Before any other company... And build a personal connection with them.
- 13. So instead ofthis:
- 14.
- 15. Imagine identifying allearly in career talent by never going to another campus again Campus BHAG started in 2014
- 16. How did westart?
- 17.
- 18. 3 Year Evolution TAMResearch, 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%
- 19. Doris Tong Head ofGlobal Campus Recruitment What is TAM 4 Campus?
- 23. Using The TAMApproach 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
- 24. What is uniqueon-campus engagement?
- 25. –––––––––– • Used TAMto 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
- 26. Strategies For EfficientTalent 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.
- 27. What is thechannel strategy?
- 29. Campus Recruiting Channels InternConversions Referrals Diversity Open Houses Hackathons Schools Conversions Referrals Inclusive Partners Hackathons Open Houses Schools OPEN HOUSE
- 30. Recruiting | PriorityProjects & 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%
- 31. Tey Scott Director, GlobalTalent Acquisition Programs Regionalized Strategy
- 32. Our BHAG EnablesDiversity • 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 DIVERSITY ROBUST & DIVERSE TOP-OF-FUNNEL Campus Outcomes TYPICAL CAMPUS SOURCING • Job Postings • Referrals • Campus Resumes
- 33. Moving Forward: OurNew Strategy
- 34.
- 35. What is AccelerateU? 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.
- 36. “Change is aProcess, 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.
- 37. Applying These Conceptsto Repeating Skill Sets
- 38. The Process toApply 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
- 40.