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The document outlines HSBC's learning and education plan for using LinkedIn Talent Solutions in 2014. It discusses the LinkedIn products that HSBC utilizes, sets expectations for 2014, and presents an education curriculum for users. Key elements to ensure success include LinkedIn education sessions, tracking user engagement, and an adoption plan for onboarding new users. The document also provides examples of strong LinkedIn profiles, an overview of the LinkedIn Recruiter workflow, and best practices for conducting searches and posting jobs on LinkedIn.
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Hsbc linked in kickoff us and emea
- 1. Talent Solutions HSBC Learning andEducation Plan May 2014 ©2014 LinkedIn Corporation. All Rights Reserved.
- 2. Introductions ©2014 LinkedIn Corporation.All Rights Reserved. 2 Carly Eriksen Global Talent Solutions Consultant Ross Carvalho Customer Success Consultant NAMER Isabela Cardoso Global Customer Education Specialist Bryan Fong Customer Education Specialist NAMER
- 3. Agenda Overview ofthe LinkedIn Talent Solutions that you’re using What to expect from LinkedIn & HSBC in 2014 LinkedIn education curriculum Tracking engagement and success LinkedIn Recruiter live demo and practice ©2014 LinkedIn Corporation. All Rights Reserved.
- 4. LinkedIn Talent SolutionsDetail – NAMER, EMEA, LATAM Country Recruiter Job Slots HSBC Technology & Services (USA) 36 45 HSBC Holdings plc (UK) 3 10 (0 used) HSBC Bank (Chile) 1 4 (1 used) HSBC Brazil 6 11 (7 used) HSBC Alexander Mann Solutions (UK) 7 30 (26 used) HSBC Resource Solutions (UK) 13 6 TOTAL 66 106 (Currently 85 utilized) ©2014 LinkedIn Corporation. All Rights Reserved. 4
- 5. Where do yourjob posts go? ©2014 LinkedIn Corporation. All Rights Reserved. 5 Jobs You May Be Interested In Company Home Page Careers Page Active Search
- 6. We are buildinga Success Plan for HSBC in line with business and hiring objectives for 2014 ©2014 LinkedIn Corporation. All Rights Reserved. 6 We are here today Early May Users to have completed all training sessions 3rd week User profiles to be updated based on branding guidelines 1st week Ongoing monitoring of usage with recommendations Starting June • Review of Success Plan and subsequent action steps Quarterly
- 7. Education and Engagement ©2014LinkedIn Corporation. All Rights Reserved.
- 8. Three Key Elementsto Ensure Success ©2014 LinkedIn Corporation. All Rights Reserved. LinkedIn Education Sessions • Establish education curriculum for team to follow Tracking Engagement • Goals to encourage users; benchmarks, etc. Adoption Plan for Future New Users • Implement process to ensure new users follow education curriculum and are aware of usage targets 8
- 9. Education curriculum forLinkedIn Recruiter users ©2014 LinkedIn Corporation. All Rights Reserved. Week 1 Week 2 Week 3 Ongoing On-line Session Using Clearslide LinkedIn Learning Center • Work Efficiently in LI Recruiter (14 min) • Learn the Functions of Boolean Search (14 min) • Tipsheets on Boolean Logic, Search Logic LinkedIn Learning Center • Send InMail Messages in LinkedIn (16 min) • Post Your Jobs on LinkedIn (15 min) • Get Organized and Collaborate with Projects (9min) • Tipsheets on InMail Strategy, InMail Templates LinkedIn Learning Center • Start Recruiting Proactively (5 min) • Leverage Your Pipeline of Talent (9 min) • Tipsheet on Talent Pipeline LinkedIn Learning Center • Watch self-paced tutorials • Enroll into webinars Custom Session • Review of Success Plan and subsequent action steps • Customized training to drive adoption of new features *Users have been proxy enrolled into the custom curriculum in the Learning Center Self-Paced Tutorials | Tipsheets | WebEx or On-site Sessions 9
- 10. Recruiters will beenrolled into the HSBC Course Curriculum 2014 in the Learning Centre ©2014 LinkedIn Corporation. All Rights Reserved. 10 HSBC to drive attendance – Isabela will track progress and send reports weekly for the first 30 days, monthly for Q3 and quarterly for the remaining of the year.
- 11. Curriculum for newuser adoption throughout the year New users will be expected to complete their learning within a week 5 Tutorials (62 mins): Expand Your Reach with LinkedIn Recruiter (8 minutes) Work Efficiently in LinkedIn Recruiter (14 minutes) Learn the Functions of Boolean Search (14 minutes) Apply an Efficient Search Workflow (10 minutes) Send Inmail messages in LinkedIn recruiter (16 minutes) 3 Tip sheets: Build Your Brand on LinkedIn.com Boolean Modifiers Attract Passive and Active Candidates with Your Job Posting ©2014 LinkedIn Corporation. All Rights Reserved. 11
- 12. Monthly Usage Metrics SuggestedRecruiter Benchmarks Avg. Days Visited Searches Performed Profiles Viewed Profiles Saved InMails Sent InMail Response % Sourcer 15-20 100 2,000 200 100+ 20%+ Full-Cycle Recruiter 10-15 25 250 50+ 50+ 25%+ Executive Recruiter 5-10 5-10 50 25+ 25+ 30%+ ©2014 LinkedIn Corporation. All Rights Reserved. 12 HSBC to set their own benchmarks and monitor usage through the in-tool Recruiter Usage Reports
- 13. Introduction to LinkedIn.com &LinkedIn Recruiter ©2014 LinkedIn Corporation. All Rights Reserved.
- 14. 14 Identity Professional profile of recordand stay in touch with contacts Be great at what you do Insights We work where our members work Everywhere 300M+ Members worldwide 187M+ Monthly unique visitors 2+ new Members per second Why do members come to LinkedIn? ©2014 LinkedIn Corporation. All Rights Reserved. 14
- 15. 15 LinkedIn.com and LinkedInRecruiter Build your brand Get news Make connections Conduct research Stay connected Post jobs Source candidates Send InMail Join Groups Manage candidate profiles Collaborate with your team Organize profiles Endorse people ©2014 LinkedIn Corporation. All Rights Reserved.
- 16. Build a ProfileThat Recruits 1. Provide a professional photo 3. Develop an engaging headline 5. Build your brand in the Summary. Use first person! 2. Use your real and full name 4. Add a vanity URL ©2014 LinkedIn Corporation. All Rights Reserved. 16
- 17. Some examples ofstrong profiles that recruit ©2014 LinkedIn Corporation. All Rights Reserved. 17
- 18. Where can youget help? LinkedIn Enterprise Help Centre LinkedIn Online Learning Centre to access your learning curriculum lcshelp@linkedin.com for all technical issues, e.g. transfer of license ©2014 LinkedIn Corporation. All Rights Reserved. 18
- 19. Daily Recruiter Workflow Post Find Organize ContactCollaborate ©2014LinkedIn Corporation. All Rights Reserved. 19
- 20. The Search Process BooleanModifiers AND OR NOT “ ” ( ) Financial AND Analysis “Financial Analysis” OR Accounting NOT Recruiter “Financial Analyst” “Financial Analyst” AND (Oracle OR SAP) ©2014 LinkedIn Corporation. All Rights Reserved. 20
- 21. Job Posts onLinkedIn ©2014 LinkedIn Corporation. All Rights Reserved. 21 You can use your respective country’s career site URL. Should your country not have one, or the URL is long and overly complicated, please use www.hsbc.com/careers Advertisement Elements 1. Job title (and department name if preferred) 2. Headline 3. Recruitment marketing introduction 4. Business descriptor 5. Job introduction 6. Principal responsibilities 7. Requirements 8. Additional information (if any) 9. Call to action 10.Closing statement 11.Careers site# 12.Logo 13.Diversity, Data Protection and Issuing Entity statements
- 22. Live Demo ©2014 LinkedInCorporation. All Rights Reserved.
Editor's Notes
- #15 According to comScore, LinkedIn was the 25th most visited website in the world in December 2012 LinkedIn members did over 5.7 billion professionally-oriented searches on the platform in 2012
- #16 LinkedIn.com and LinkedIn Recruiter Say: Now let’s talk about the differences between LinkedIn.com and LinkedIn Recruiter. We mentioned a few of the things you may do in LinkedIn recruiter already. To recap - [Animation 1] Say: LinkedIn.com is the personal side of the network. This is how you are used to accessing the network. LinkedIn.com is where your personal professional profile sits, where you build your network, participate in Groups, and get the latest news. What happens here stays here – and stays with you even when you move on or move up. Everything here is yours. Ask: Okay, now let’s talk about LinkedIn Recruiter. What are some things you can do on Recruiter? Do: Comment on Customer responses. [Animation 2] Say: LinkedIn Recruiter is the company side of the network. This is how you access the network for your work and doing your job. Recruiter is where you source candidates, post jobs, and send InMail communications. What happens in Recruiter stays in Recruiter – and also stays with your company. [Animation 3] Say: Once you have access to your Recruiter account, a permeable wall is created between LinkedIn.com and Recruiter. So, although the two sites are distinct, your information is able to flow between them. For example, as we just talked about on the last slide, the profile you create on LinkedIn.com is the one you use to represent yourself when you post jobs and send InMail messages from Recruiter. Time: 3 minutes
- #17 Build a Profile That Recruits – what do you think is the #1 Activity on LinkedIn today? Looking at profiles is the #1 activity on LinkedIn. People often think of their profile as their own personal space - when it’s not just you that you’re representing, it’s also your company. Think about your company’s employment brand, how can your represent both yourself and your employer’s brand? As you are updating your profile, or building one from scratch, ask yourself the following: What is my goal? Who is my audience? How will my profile lead them to want to engage with me and learn more about our opportunities? Say: When it comes to your profile, you’ll want to “show”, not “tell”. Give your profile a facelift with these key fields: Name: Ensure that you have your full name with nothing more. Headline: Did you know that your headline doesn’t have to be your job title? Headlines should be creative, with professional flair, to explain what you do. Picture: A profile picture makes you more memorable and 7 times more likely to be viewed. Use a picture that represents who you are, professionally. Summary & experience: Use these sections to tell a story of who you are, and who you are looking for, all the while promoting your employer brand. Summarize your role and key contributions as sign posts of your skills while avoiding the CV style breakdown. Write your experience in a way that encourages viewers to say “Yes, tell me more…” So building a strong profile is a way to engage with talent and promote your business in a targeted manner, and builds trust by using an authentic voice leading to further conversation. Once you have these basics down, you can take your profile to the next level by using rich media which we will can cover of in our Advanced session. Any questions on porfiles
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