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LinkedIn day in Jeddah
The document outlines the agenda for a LinkedIn event in Jeddah on October 1, 2013, focusing on various aspects of LinkedIn including talent solutions, employer branding, and engagement metrics in the MENA region. It presents insights into LinkedIn's user base, highlighting trends such as a 700% increase in college students using the platform for job opportunities and a mobile traffic share of 33%. Additionally, the document discusses the importance of employer branding and strategies for leveraging LinkedIn's platform to improve hiring outcomes and reduce costs.
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LinkedIn day in Jeddah
- 1. LinkedIn Day -Jeddah Tuesday October 1st 2013
- 2. Agenda 09:00 – Registrationand Breakfast 09:30 - Introduction to LinkedIn 10:00 - LinkedIn Talent Solutions Overview 10:30 - Break 11:00 - The Power of Employer Branding on LinkedIn 12:00 - ROI and success stories on LinkedIn 12:30 - Lunch and Networking
- 3. LinkedIn Introducing Rabih HAIDAR Territory Head– Saudi Arabia
- 4.
- 5.
- 6. Everywhere Work wherever our memberswork Insights Be great at what you do Identity Connect, find, and be found The value we deliver to our members
- 7. 238 million minds. Oneaspirational mindset. 7 1 – The Mindset Divide research study, TNS, September 2012 Top 3 types of content expected1 Spend Time Personal Networks Info on friends Info on personal interests Entertainment updates Invest Time Professional Networks Career info Updates on brands Current affairs 1 2 3
- 8. LinkedIn in MENA •9M+ members in MENA • 1M+ members in KSA • Number of Groups: 2,378 • Top 3 Industries • Construction • Oil & energy • Healthcare
- 9. “Compared to twoyears ago, the number of college students using LinkedIn to find job opportunities has increased by 700%.”
- 10. 30,000,000+ Students & RecentGrads Worldwide 1 World’s Fastest Growing Network of Students 20,000+ 275,000 Schools New Student Members Per Month
- 11. Alumni engagement –Where did last year’s class find jobs? w w w. l i n k e d i n . c o m / a l u m n i
- 12. Content is fuelling ourgrowth 12 6XMore engagement with content vs. jobs BRANDS 3M Company Pages Company Updates Groups THOUGHT LEADERS 200+ Influencers NEWS 1.3MM Publishers LinkedIn Today PEERS 1.5MM Groups Connections
- 13. 13 Content in mystream… Before
- 14. 14 LinkedIn Today Content inmy stream… After
- 15. 15 Content in mystream… After Influencers
- 16. 16 Connection Share Company Update Contentin my stream… After
- 17. 17 This Content isbeing delivered across multiple devices 33% Of all traffic is across mobile devices
- 18. MARKETING SOLUTIONS Changing theway companies work. 18 Sell Turn cold calls into warm prospect Market Connect most effectively with professionals Hire Engage the world’s best passive talent
- 19. MARKETING SOLUTIONS The largestprofessional network 19 Economic model For recruiters who want to access the largest pool of candidates in the world Talent Solutions For companies who wish to promote their products and services to a highly qualified audience whilst maintaining maximum coverage Marketing Solutions For advanced users with specific needs: business prospectives, recruitment, fund raising Premium Membership 56% 24% 20% Share of annual growth *Quarterly results Q2 2013 - Total quarterly turnover $364M
- 20. MENA members engagementon LinkedIn
- 21. MARKETING SOLUTIONS LinkedIn memberbase in MENA is educated and using LinkedIn actively Engagement on LinkedIn among users in the Middle East has increased by 44% in the past 12 months 21 Source: LinkedIn Audience 360 Member Study, Middle East 2013 LinkedIn users in the Middle East are young educated professionals − 73% have received a university degree or higher LinkedIn is the most used site for business content and professional growth
- 22. MARKETING SOLUTIONS LinkedIn isthe most influential site for business content and professional growth 22 79% 49% 31% 14% 3% 2% 1% LinkedIn Facebook Google+ Twitter Glassdoor Pinterest Branchout Use Regularly for Business Content Primary site for professional networking 63% 37% 15% 14% 14% 14% 14% 11% 8% 8% 7% 7% 7% 3% LinkedIn gulfnews.com khaleetimes.com en-maktoob.yahoo.com arabianbusiness.com economist.com Twitter forbes.com arabia.msn.com zawya.com FT.com thenational.ae ameinfo.com WSJ.com Source: LinkedIn Audience 360 Member Study, Middle East 2013, n=1016
- 23. MARKETING SOLUTIONS 23 70% Of newhires who relocated to a new country in MENA, came from a country outside of the region. Most commonly…. Source: LinkedIn Internal Data – 2013 YTD MENA has a strong international element to the workforce
- 24. MARKETING SOLUTIONS 24 0% 20%40% 60% 80% 100% Syria Pakistan Jordan Egypt Lebanon Bahrain Kuwait Yemen Qatar Oman Libya UAE Saudi Arabia Iraq % External Talent Loss % External Talent Gain Iraq and Saudi Arabia are attracting the largest ratio of talent from other countries Source: LinkedIn Internal Data – 2013 YTD
- 25. MARKETING SOLUTIONS research companieson LinkedIn ask for a colleagues advice via LinkedIn C-suite users in the Middle East use LinkedIn to make informed business decisions 25 Source: LinkedIn Audience 360 Member Study, Middle East 2013, n=1016 1 in 3 1 in 4
- 26. MARKETING SOLUTIONS Notes: 100 isthe average LinkedIn User Over 100 is the % more likely a person is to perform an action. Example: Target Segment is 139 (39% more likely to engage with LinkedIn on a mobile device than the average LinkedIn user) 26 179 134 126 126 112 100 MENA CXOs LinkedIn average Inbox Recommend ©2013 LinkedIn Corporation. All Rights Reserved. Source: LinkedIn Internal Data Influencers Today Mobile How do CXOs in MENA use the LinkedIn platform?
- 27. MARKETING SOLUTIONS Increasing salary,getting promoted and maintaining/increasing their company’s growth are the top challenges professionals in the Middle East face 8% 14% 16% 17% 20% 26% 26% 39% 48% 49% Preventing cut-backs and lay-offs Partnering with the right vendors Finding the right products Driving revenue Keeping my staff engaged Growing my team, finding the right candidates Keeping my current job Maintaining or increasing my company's growth Getting a job promotion either in my current company or an outside company Increasing my salary Professional Challenges Source: LinkedIn Audience 360 Member Study, Middle East 2013, n=944
- 28.
- 29. 80% of professionalstoday are passive candidates Active Candidates Work on their job search - Search job boards - Seek out many opportunities Passive Candidates Work on doing their jobs better - Develop networks - Only listen to the right opportunities ©2013 LinkedIn Corporation. All Rights Reserved. 40 20% Active 80% Passive 238m+ Members worldwide
- 30. TALENT SOLUTIONS Three corecomponents work together to drive recruiting effectiveness Proactive Sourcing Automated Engagement Strategic Sourcing and Pipelining Metrics and Analytics Personalized Job Targeting Talent Brand Development 41
- 31. Financial Analyst Bank ofAmerica Sr. HR Director Gap Inc.Amazon Sr. Cristal HR Director Cristal Finance Manager Sales Manager Erica Finance Analyst Karim Steve Director of HR Sales Manager Cristal Sales Manager JOBS YOU MAY BE INTERESTED INJOBS YOU MAY BE INTERESTED IN JOBS YOU MAY BE INTERESTED IN Target every candidate with relevant jobs automatically More applications come from LinkedIn recommended jobs than searches ©2012 LinkedIn Corporation. All Rights Reserved. 42
- 32. Members see personalizedjobs every time they log in Karim Your ideal passive candidate Sales Manager Cristal Sales Manager Sales Manager Juniper Networks LiveOps Sales Manager Senior ©2012 LinkedIn Corporation. All Rights Reserved. 43
- 33. Impact them withEngagement Media 4,760 professionals visit your employees’ profile pages every month ©2012 LinkedIn Corporation. All Rights Reserved. 44 Note: number of professionals visiting reflects unique members visiting your employees profiles Karim Your ideal passive candidate Sales Manager Viewing profiles is the #1 activity on LinkedIn
- 34. Show relevant opportunitieswith rich employment branding ©2012 LinkedIn Corporation. All Rights Reserved. 45 Karim Your ideal passive candidate Sales Manager
- 35. Influence candidates atevery touch point Karim Your ideal passive candidate Sales Manager Hired Networking with employees Researching your company Following your company Viewing relevant jobs ©2012 LinkedIn Corporation. All Rights Reserved. 46
- 36. TALENT SOLUTIONS 100%visibility to everyone on LinkedIn – Current accounts only allow you to see the full names and profiles of those within your 1st, 2nd, and 3rd degree connections Trusted communication with candidates via InMail Productivity & collaboration tools for efficiency Forward profiles to Hiring Managers for review Retain critical communication history with candidates (licensed are owned by company and can be transferred) 47 LinkedIn Recruiter: Contact top passive candidates with premium search and messaging LinkedIn Recruiter
- 37. TALENT SOLUTIONS Keyword matching Boolean search string 20 search filters Unlimited accessto the 238 Million Members on LinkedIn
- 38. ©2013 LinkedIn Corporation.All Rights Reserved. The Transformational Power of Employer Brand Malek Osseiran Relationship Manager
- 39. What is employerbrand? 50 Employer brand A qualitative representation of what it is like to work at your company Related to culture, talent, and performance
- 41.
- 42. It's about YOU Aboutidentity About how it makes you feel About emotional attachment
- 43. What would itmean?
- 44. The beauty ofemployer brand is you don’t need everybody to know your name. Only the right people.
- 45. The BIG Takeaways Employer brand is vital to improving recruiting outcomes Every company, regardless of industry, location, and size can harness the power of a strong employer brand Social Media is leveling the playing field like never before, enabling organizations to articulate their brand every day, in many ways
- 46.
- 47. The ROI Story Source:LinkedIn Survey, 2010, 2250 Responses. 50% Savings in cost per hire is associated with a strong employer brand Companies with stronger employer brand have 28% lower turn-over rates than companies with weaker employer brands $
- 48. Talent Leaders Knowthat Brand Matters 83% Agree that employer brand has significant impact on ability to hire great talent
- 49. Employer Brand Investmentis Rising 51% 40% 9% Spent More Spent Same Spent Less 91% of companies spent more or the same on employer brand in 2012 compared to 2011
- 50. 1 Competition 1Invest in their employer brand 1 Utilizing social and professional networks 2 Compensation 2 Build and nurture strong talent pools or pipelines 2 Upgrading employer branding 3 Lack of awareness or interest in our employer brand 3 Learn to use social networking and social media more effectively 3 Finding better ways to source passive candidates 4 Location 4 Improve their candidate experience 4 Boosting referral programs 5 Recruiting team too small 5 Improve their referral program 5 Training recruiters and hiring managers 6 Recruiting team doesn't have the right tools/systems 6 Further invest in their existing recruiting tools 6 Recruiting globally 7 Lack of awareness that we're hiring 7 Invest in new recruiting tools 7 Optimizing your career site 8 Inability to effectively use data to improve our approach 8 Hire recruiters to strengthen their team 8 Measuring quality of hire more consistently 9 Quality of talent currently at our company 9 Negotiate better pricing with vendors 9 Reducing spend on staffing firms 10 Company performance 10 Improve ways to track quality of hire 10 Using CRM technology to manage talent leads Top obstacles to attracting the best talent Biggest concern is that competitors will… Top long-lasting trends Whatever the Question, the Answer is Employer Brand
- 51. Evolving Language: TheEmergence of Talent Brand Your talent brand is the highly social, totally public version of your employer brand that incorporates what your talent – past, present and potential - thinks, feels and shares about your company as a place to work.
- 52. The Power ofBrands What HR and talent acquisition leaders can learn from the world’s best marketers. ©2013 LinkedIn Corporation. All Rights Reserved.
- 53. We’re going totalk about… 1 2 3 4 5 6 The Power of Brands How Marketers Think About Branding Your Talent Brand Every Organization Going to Market Measurement
- 54. Identity A Quality Promise ADecision Making Short-Cut Brand is
- 55. What does itmean to work for your organization?
- 57.
- 58.
- 59. 1 Series 3Series 5 Series 7 Series 20’s Professionals Recent graduate Single No children Social / nightlife focus 30’s Professionals Upwardly mobile Single or married Likely no children Active lifestyle 40’s Professionals Established career Married Growing children Family-centric lifestyle 50’s Professionals Executive career Married Teen / grown children Luxury lifestyle BMW Segmentation
- 60. Jr. Engineer Sr.Engineer Sales Executive Education? Experience? Motivation? Values? Work Style? Career ambition? Other considerations? Talent Segmentation Education? Experience? Motivation? Values? Work Style? Career ambition? Other considerations? Education? Experience? Motivation? Values? Work Style? Career ambition? Other considerations? Education? Experience? Motivation? Values? Work Style? Career ambition? Other considerations?
- 61.
- 62. 23% 19% 16%15% 13% 34% 24% 19% 18% 17% 10% byJob Function by Geographic Location 73
- 63.
- 64. Impact of Jobs& Media combined 75
- 65. PEERS Airbus BAE Systems Bombardier Aerospace GE Jaguar LandRover Optimized Systems and Solutions 2of7 Talent Brand Index Benchmark 16% 14% 12% 10% 10% 8% Rolls-Royce Weaker employer brandEmployer of choice 24% 76
- 66. Benefits & ROI FouadNakhle Territory Manager – Saudi Arabia
- 67. Management priorities How to acquire& retain the Best Talent? How to reduce cost? How to grow the business to the next level? How to be an Employer of choice? 78
- 68. Most Essential Trendsin Talent Acquisition 79 Note: other choices included reducing dependence on traditional job boards; ensuring jobs posted reach multiple sites; using CRM for hiring; revitalizing career sites; recruiting globally; using employee blogs to recruit; jobs SEO; using video; mobile phone recruiting; and offshore sourcing. Feb 2012 Survey – internal leads of Talent Acquisition What do you consider to be the three most essential and long-lasting trends in Talent Acquisition?
- 69. What keeps RecruitingLeaders up at night? Learning to use social networking and social media more effectively 50% Building and nurturing a strong talent pool 46% Investing in their employment brand 37% Improving their referral program 27% 80Note: other choices included improve ways to track quality of hire; prioritize positions to focus on first; train existing team members; complete competitive analysis; negotiate different pricing with vendors Feb 2010 Survey – 395 US respondents – internal leads of Talent Acquisition What are you afraid your competitors might be doing when it comes to their recruiting strategy?
- 70. LinkedIn’s Benefits, ROI GeneralManager Source Biggest Professional Network Time to Hire Use our tools, connections Cost to Hire Reduce substantial costs Quality of Hire Passive Candidates ©2012 LinkedIn Corporation. All Rights Reserved. 81 $$$
- 71. TALENT SOLUTIONS Reach thebest candidates, not just the actives Active Passive 80% 82 20%
- 72. Compare with yourpeers ©2012 LinkedIn Corporation. All Rights Reserved. 83
- 73. Get access topowerful metrics about your company
- 74. Increase your influence “LIhire” measured as employees changing their profile from another company to client company from December 2011- May 2012 These averages include companies in all regions and account sizes 11% 17% 34% 0% 5% 10% 15% 20% 25% 30% 35% 40% Seats & Limited Jobs LinkedIn Solution LinkedIn Solution & All Jobs Average % of LinkedIn members hired impacted by LinkedIn products ©2012 LinkedIn Corporation. All Rights Reserved. 85
- 75. ©2013 LinkedIn Corporation.All Rights Reserved. LinkedIn helps Aujan Coca-Cola Beverages Company recruit senior level roles Objectives Finding the right candidates according to the different culture and processes in each country Building a talent pipeline and long term strategy Increasing the HR team’s efficiency by reducing time to hire and cost per hire Solution Implemented the full LinkedIn Solution: Recruiter, WWU, Jobs, Career Page Find top candidates for hard-to – hire positions across GCC Grow ACCBC’s employer brand and acquire more followers to their LinkedIn Company Page Results ACCBC’s Company Page on LinkedIn reached 8K+ followers in only 2 years In 2013, 25% of ACCBC’s senior hires came through LinkedIn Reduction in agency spend from 70% to 30% in 3 years, LinkedIn playing a crucial part in it 22% reduction in the average cost per hire in the last year thanks to LinkedIn Full case study available on business.linkedin.com or here “LinkedIn is the main tool we have used for senior level recruitment. I am a big fan, and we have embraced LinkedIn all along in our recruitment strategy.” MASOUD GOLSHANI-SHIRAZI, Vice-President of Human Resources Aujan
- 76. ©2013 LinkedIn Corporation.All Rights Reserved. CCC integrates LinkedIn in their new recruitment process Objectives Move from a reactive to a proactive recruitment process Find quality talent and retain existent talent within the company Raise their employer branding and position themselves as best employer in the region Solution Complete integration of LinkedIn in the company’s new internal recruitment process, iRecruit Reach high quality candidates through Recruiter and job slots Create a LinkedIn Career Page and grow their employer brand, as well as their followers Results With a Talent Brand Index score of 30%, CCC ranks number one amongst its peers Record time to hire of 2 days for a critical role of a Mechanical Construction Manager Significant reduction of time to hire and cost per hire Full case study available here
- 77. Found 60%of its hires on LinkedIn and saved more than £2 million year over year. Filled 240 requisitions within the past 12 months using LinkedIn Recruiter Achieved 400% ROI using LinkedIn Recruiter. Built an active presence on LinkedIn to create branding, awareness about career opportunities. Cut agency spend from 20% to 2% Reduced time to hire: 50 candidates identified in a few hours vs. weeks Found 25% of its hires in 5 months Turned to LinkedIn Jobs Network and Work with Us ads to tap employee networks and scale recruiting efforts 88 Other Success Stories…