Download as PDF, PPTX
Uploaded byLinkedIn Talent Solutions
Get In, Get Out, LinkedIn Recruiter Workflow Success -- -- Breakout Session at Talent Connect Sydney 2015
The document outlines a strategic approach to talent acquisition through a series of recommended practices for effective recruitment, including the use of smart searches, organization of candidate pipelines, and streamlining feedback mechanisms. It discusses the evolution of recruitment methods from traditional 'post and pray' tactics to a focus on passive talent and community engagement. The plan emphasizes data-driven decision-making and collaboration between HR and other departments to build a strong employer brand and attract top talent.
More Related Content
![The Power of the Next Generation of LinkedIn Career Pages [webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/nextgenlcpwebinar11-2-16widescreenslideshare-161031213851-thumbnail.jpg?width=640&height=640&fit=bounds)
![How unlocking the power of your employer brand can help you hire [webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/employerbrandingwebinar-10-161026160230-thumbnail.jpg?width=640&height=640&fit=bounds)
![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)
![Crash Course: Free vs. Paid Hiring Tools on LinkedIn [Webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/freevs-160128195603-thumbnail.jpg?width=640&height=640&fit=bounds)
![How Nonprofits Can Benefit from LinkedIn - Recruiting Edition [webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/linkedinfornonprofitsfinal-160819184847-thumbnail.jpg?width=640&height=640&fit=bounds)
Similar to Get In, Get Out, LinkedIn Recruiter Workflow Success -- -- Breakout Session at Talent Connect Sydney 2015
Get In, Get Out, LinkedIn Recruiter Workflow Success -- -- Breakout Session at Talent Connect Sydney 2015
- 2. Erin Schielzeth Customer SuccessConsultant LinkedIn Getting in and getting out: LinkedIn Recruiter workflow success Olly Garside Customer Education Consultant LinkedIn #intalent
- 3. Time savers transformyou from working hard to working smart #intalent
- 4. The road torecruiting success 1. Get Ahead – Smart and efficient search 2. Get Organised – Leverage smart projects 3. Get BuyIN – Streamlined feedback Today’s Agenda
- 5. Give me sixhours to chop down a tree and I will spend the first four sharpening the axe. - Abraham Lincoln #intalent
- 6. Get Ahead –Smart and efficient search SaveSearch #intalent Set
- 7. Real time searchresults #intalent Build your search string See your results immediately Search Filters InMail Insights Profile Activity
- 8. SAVE searches andSET an alert Save your search Activate the alert #intalent
- 9. Get Organised –Leverage ‘smart projects’ Set Up #intalent
- 10. Smart projects –get organised #intalent
- 11. Smart projects –get organised Auto pipeline candidates #intalent
- 12. See all actionsin your project #intalent Profile Activity Hiring Manager Reviews
- 13. Get BuyIN –streamlined feedback Profile Review #intalent
- 14. Share profiles forhiring manager review #intalent
- 15. One step reviewprocess #intalent
- 16. Your road torecruiting success 1. Get Ahead - Lay the foundation with targeted searches and then automate by setting up search alerts 2. Get Organised - Set up projects and leverage smart project filters 3. Get Buy In - Streamline the feedback process using hiring manager review Source: “5 Tips to Improve Your Concentration,” Sam Horn. http://altmedicine.about.com/od/ optimumhealthessentials/a/Concentration.htm #intalent
- 19. Transforming Talent Acquisition Christine Connor Headof Talent Acquisition #intalent
- 20. The Way WeWere Store Support Store Operations Contractor Management Graduate Store Support Talent Acquisition #intalent
- 21. Hiring Pain What was theopportunity? Speed Quality • Consistent volume over past 5 years • 4 FTE • Days open higher than we’d like • Some process inefficiencies • Candidate engagement • Limited proactive sourcing • Active job seekers only - “post & pray” • Limited screening and assessment • Internal hires could be greater • Inconsistent market message about Coles • Year 1 attrition high $#intalent
- 22.
- 23.
- 24.
- 25.
- 26. The voice ofColes ... Our values Our ways of working #intalent
- 27. Not everyone is looking Everyone is apotential candidate or brand ambassador, even your consumers Building relationships and communities is key Recruitment is boring The New Recruitment… Talent Acquisition #intalent
- 28. Recruitment 1.0: postand pray candidate attraction, focus on active job seekers, reliance on agency databases, print advertising, fill the seat with someone Recruitment 2.0: post and pray candidate attraction, focus on active job seekers, online job-board adverts, ATS, hire the ‘right-ish’ person. Recruitment 3.0: focus on non-active / passive individuals, hire the best talent, build talent pipelines and communities, competitor mapping , EVP, Branding and PR Recruitment 4.0: is all about leveraging the value of communities created by Recruitment 3.0, external referrals The Roadmap to Talent Acquisition #intalent
- 29. Where we arecurrently… #intalent Developing Foundational Strategic Traditional Jobs Post-and-pray Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs on niche boards and social platforms Sourcing Reactive, over-reliant on agencies Engage with strong pipeline of leads and ‘silver medalists’ Team-wide pipelining with engaged talent communities Build internal capabilities to focus on passive talent Metrics Established metrics and benchmarks Data driven decision making Brand Defined employer brand strategy Influential talent brand engaging employees and candidates Understanding of employee value proposition 2015 Partnership Talent Acquisition siloed from HR Strong collaboration with Marketing, PR, Communications Strategic business advisor to C-Suite Engage HR counterparts and Hiring Managers
- 30.
- 31. Where we’re headingstowards… #intalent Developing Foundational Strategic Traditional Jobs Post-and-pray Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs on niche boards and social platforms Sourcing Reactive, over-reliant on agencies Engage with strong pipeline of leads and ‘silver medalists’ Team-wide pipelining with engaged talent communities Build internal capabilities to focus on passive talent Metrics Established metrics and benchmarks Data driven decision making Brand Defined employer brand strategy Influential talent brand engaging employees and candidates Understanding of employee value proposition 2015 2016 2017 Partnership Talent Acquisition siloed from HR Strong collaboration with Marketing, PR, Communications Strategic business advisor to C-Suite Engage HR counterparts and Hiring Managers