Channel your inner marketer - SF Breakfast 093014
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The document discusses applying marketing principles to talent acquisition efforts. It defines talent brand as the public version of an employer brand incorporating what talent thinks and feels about a company. It presents the talent acquisition funnel of awareness, engagement, leads, and hire. Companies are encouraged to engage candidates at multiple touchpoints like talent communities and career pages to improve hiring metrics like cost per hire and time to fill. Measurement of traffic, LinkedIn data, and business impact is also recommended. The case study of BrightRoll shows how their talent brand efforts led to increased hiring.
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1) Applying a marketing mindset to recruitment can help companies attract talent more effectively in today's changing hiring landscape. This involves defining target talent profiles, telling a compelling story about the company culture and brand, and making the hiring process simple.
2) Metrics like website traffic, social media engagement, job applications, and hiring can help measure the success of recruitment marketing efforts over time and compare performance to peers.
3) Developing a strong talent brand through compelling content and growing an engaged talent community provides tangible benefits like increased hiring success and reduced costs.LinkedIn Day Johannesburg 2014 Presentations
LinkedIn Day Johannesburg 2014 PresentationsLinkedIn Europe
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The document discusses the ongoing transformation in South African recruitment, highlighting the effectiveness of LinkedIn in sourcing candidates compared to the EMEA average. It points out challenges such as complexity in candidate attraction and the need for an enhanced candidate experience, alongside the significance of employer branding in attracting talent. Additionally, it emphasizes the role of mobile usage in recruitment and the importance of building talent pipelines and strong employer brands to improve hiring outcomes.5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar 際際滷s
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar 際際滷sThe HR Observer
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The document outlines five key steps to develop a strong social talent brand, emphasizing the importance of employer branding in attracting and retaining talent. It highlights strategies like gaining executive buy-in, engaging with employees to understand their needs, crafting a compelling approach, promoting the brand effectively, and continuously measuring and adjusting efforts. Investing in a robust talent brand can lead to reduced hiring costs and lower employee turnover.Employer Brand Playbook Webinar
Employer Brand Playbook WebinarLinkedIn
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The document emphasizes the significance of employer branding in talent acquisition, indicating that 83% agree it impacts hiring capabilities. It outlines a five-step process for enhancing a company's talent brand: getting buy-in, listening and learning, crafting an approach, promoting and engaging, and measuring and adjusting. Investing in talent brand can lead to reduced hiring costs and turnover rates while improving overall candidate experiences.Disrupting Your Approach to Talent Acquisition
Disrupting Your Approach to Talent AcquisitionHuman Capital Media
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The webinar focuses on innovative strategies for talent management, emphasizing the importance of customer experience in recruiting and retaining employees. Key topics include utilizing technology, personalizing approaches to candidates, and enhancing employer branding to attract top talent. Participants are encouraged to engage with their organization's culture and leverage employees as brand ambassadors to improve recruitment outcomes.Think Like a Marketer, Act Like a Recruiter | Talent Connect San Francisco 2014
Think Like a Marketer, Act Like a Recruiter | Talent Connect San Francisco 2014LinkedIn Talent Solutions
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The document discusses the intersection of marketing and recruitment, emphasizing the importance of understanding target audiences and candidate behavior to optimize talent acquisition. It highlights the necessity for recruiters to adopt marketing strategies, such as defining talent targets and building strong community engagement, to enhance brand awareness and attract the right candidates. The content also suggests leveraging existing talent pools and establishing trust through transparent communication to improve recruitment outcomes.Un bravo recruiter deve essere un esperto di Marketing!
Un bravo recruiter deve essere un esperto di Marketing!LinkedIn Italia
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The document summarizes LinkedIn's talent marketing and recruiting services. It discusses seasonal hiring trends, LinkedIn's large professional network, strategies for acting like a marketer to build an employer brand, and a case study example of a client's recruitment campaign results, including generating over 12,000 new followers, over 1,000 career page views per week, and over 170 leads through LinkedIn's Talent Direct tool.Toronto | ConnectIn 2013
Toronto | ConnectIn 2013LinkedIn Talent Solutions
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The document discusses various aspects of talent acquisition and recruitment strategies for 2015, highlighting the importance of employer branding, leveraging data, and changing recruitment methodologies. It emphasizes proactive recruitment approaches, the use of social media, and the necessity for recruiters to develop appropriate skills and training. Additionally, it addresses the need for organizations to measure their employer brand and engagement effectively to enhance their recruitment strategies.How to build a highly compelling talent brand via social media
How to build a highly compelling talent brand via social mediaLeela Srinivasan
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This document discusses how to drive a compelling talent brand through social media. It emphasizes the importance of talent brand and outlines a 5-step process for building a highly social talent brand: 1) Get buy-in from leadership by using data, 2) Listen to employees and audit your brand, 3) Craft an authentic approach by being real, personal and consistent, 4) Promote and engage through social platforms and leading by example, and 5) Measure performance and adjust using metrics like the Talent Brand Index. Developing an effective talent brand through social media can help companies lower costs, reduce turnover, and influence job candidates.5 essential steps to a social talent brand featuring sky
5 essential steps to a social talent brand featuring skyLinkedIn Europe
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The document discusses the importance of employer branding and how organizations can enhance their talent brand through specific strategies. It outlines five steps for creating a strong talent brand: getting buy-in, listening and learning, crafting an approach, promoting and engaging, and measuring and adjusting. It emphasizes the impact of a strong employer brand on hiring, employee retention, and overall organizational success.Top Hacks to Prepare Your Employer Brand for a Hiring Spike
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
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The document discusses strategies for enhancing employer branding to attract top talent, especially during hiring spikes. It emphasizes the importance of understanding company culture, leveraging social media, and targeting the right talent pools using effective campaign strategies. Case studies highlight successful employer branding initiatives that increased engagement and application rates among desired candidates.Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013
Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013LinkedIn Talent Solutions
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The document discusses the importance of data in recruitment, emphasizing the need for leaders to utilize metrics for measuring recruitment performance, branding, and operational effectiveness. It highlights the role of social media, particularly LinkedIn, in building candidate pipelines and enhancing employer branding through engagement. Key takeaways include setting clear expectations for recruiters, analyzing data to improve sourcing strategies, and leveraging employee networks for better recruitment outcomes.ConnectIN San Francisco - Small but Mighty, Small Teams with Big Ambitions
ConnectIN San Francisco - Small but Mighty, Small Teams with Big AmbitionsKyle Poll
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The document outlines strategies for enhancing talent branding and recruitment efforts, particularly for small to medium-sized businesses (SMBs). It emphasizes the importance of creating a compelling talent brand, utilizing data-driven approaches, engaging employees, and crafting effective job postings. Additionally, it provides tips on leveraging social media, promoting a unique employee value proposition, and employing best practices for candidate outreach.Laws of Attraction
Laws of Attraction LinkedIn Europe
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The document outlines the agenda and insights from a Laws of Attraction event focused on talent acquisition and employer branding strategies. Key topics include the importance of diversity, improving candidate experience, and activating employee ambassadors to enhance recruitment efforts. It emphasizes leveraging social media for branding and the impact of employee engagement on attracting talent.Think Like a Marketer, Act Like a Recruiter | Talent Connect San Francisco 2014
Think Like a Marketer, Act Like a Recruiter | Talent Connect San Francisco 2014LinkedIn Talent Solutions
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Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013
Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013LinkedIn Talent Solutions
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Channel your inner marketer - SF Breakfast 093014
- 1. Channel Your Inner Marketer 1 Channel Your Inner Marketer Applying Marketing Principles to Talent Acquisition Efforts
- 2. Channel Your Inner Marketer 2 Agenda Welcome and Introductions What is Talent Brand & Why it Matters The Marketing Funnel as it applies to Talent Acquisition Client Journey: Erin Wilson from BrightRoll Erin Nixon Director of Talent Brand Solutions Nathan Phaneuf Talent Brand Consultant
- 3. Ice BreakIn Most Popular Most Endorsed Earliest Adopter Most Connected Maria Vasquez Steffan Martell Josette Hoffman Veronica Salcido
- 4. In the transparent economy that digital media is creating, your talent, corporate and consumer brands are indivisible. - Josh Graff
- 5. Channel Your Inner Marketer 5 Strong brands move people toward purchase long before they enter the store Great recruiters think about jobs the way marketers think about products
- 6. Channel Your Inner Marketer 6 People complete 60% of the decision making process prior to any direct interaction with the brand and that extends to the way people now look for employment. People complete 60% of the decision making process prior to any direct interaction with the brand because of the level of AWARENESS they have with your brand.
- 7. Channel Your Inner Marketer 7 Do you think people treat Career decisions any less seriously?
- 8. Channel Your Inner Marketer 8 What is Talent Brand? The highly social, totally public version of your employer brand that incorporates what your talent thinks, feels and shares about your company as a place to work
- 10. Channel Your Inner Marketer 10 Why Invest in Your Talent Brand? 1. A strong Talent Brand is associated with lower cost per hire 2. A strong Talent Brand increases response rates to recruiter messages (up to 2X) 3. Companies with a strong talent brand attract 50% more applicants to their jobs 4. Companies with a strong talent brand find 3X as many of their hires through LinkedIn
- 11. Channel Your Inner Marketer 11 Involve your entire organization Executive Team Marketing & Communication Team Hiring Managers Employee Base
- 12. Channel Your Inner Marketer 12 Every hire travels through the same journey Unaware Considering Hired Aware The Candidate Journey
- 13. Channel Your Inner Marketer 13 Traditional Marketing Funnel Todays best recruiters are leveraging existing marketing strategies Talent Acquisition Funnel Awareness Engage Leads Hire
- 14. Channel Your Inner Marketer 14 Why? We need to reach targeted audiences with relevant messaging to convert the unaware to aware How? Top of the funnel, Raise Awareness Ad Campaigns Content Marketing Jobs
- 15. Channel Your Inner Marketer 15 Why? Candidates need to be engaged before they will apply for Jobs, respond to Recruiters and accept offers How? Mid funnel, its about Engagement Talent Communities Targeted and engaging Career Pages Engaging Job Descriptions Engage
- 16. Channel Your Inner Marketer 16 Why? To hire the best quality talent, we want options pools of engaged, excited candidates who want to work for your company How? Were going to need Leads Applicants Talent Pools Sourcing
- 17. Channel Your Inner Marketer 17 10% 75% Increased engagement with your brand improves the effectiveness of your outreach 1 7 Aug 2013 to Jul 2014 Engaged with your brand No engagement with your brand InMail Response Rates by Recipient Engagement *Engaged member = any member who viewed one of your jobs, your company/career page or became a follower within the 60 days prior to receiving an InMail from one of your employees
- 18. Channel Your Inner Marketer 18 Well, thats up to you. And the hiring?
- 19. Channel Your Inner Marketer 19 Tips and Best Practices 1. Relevance is the key to successful engagement 2. Engage at multiple touch points (and platforms!) 3. Time scale Always On (365 days/year) Specific project/initiative (3 months)
- 20. Channel Your Inner Marketer 20 Measure & Optimize 1. Traffic/campaign reporting Impressions/Views Unique members/users reached Click rates, Engagement rates Follower/Likes Growth 2. LinkedIn Data Talent Brand Index InPact 3. Impact to business Cost per hire Time to fill Quality of hire Retention rate
- 21. Channel Your Inner Marketer 21 Awareness Engage Leads Hire 300,000 Ad Impressions Putting it all together 3,000 Click-throughs 240 Applications 8 Hires 1% Click-through rate 8% conversion of Job Views to Applications (LinkedIn average) 30 applications per position
- 22. Channel Your Inner Marketer 22 Awareness Engage Leads Hire The more they see you, the more they know you Putting it all together Create a dialogue with your target audience Be relevant and engaging to target talent Make your hiring process seamless and effective Recruitment ads Employee Profiles Sponsored Jobs Custom Career Pages Targeted Content Sourcing Actively manage and maintain Talent Pipeline Talent Direct InMail Campaign Measure your InPact
- 23. 息 2013 BrightRoll, Inc. All rights reserved. Erin Wilson Head of Talent Engineering @techmatchmaker
- 24. 息 2013 BrightRoll, Inc. All rights reserved.
- 25. 息 2013 BrightRoll, Inc. All rights reserved.
- 26. 息 2013 BrightRoll, Inc. All rights reserved.
- 27. 息 2013 BrightRoll, Inc. All rights reserved.
- 28. 息 2013 BrightRoll, Inc. All rights reserved.
- 29. 息 2013 BrightRoll, Inc. All rights reserved. 98%
- 30. 息 2013 BrightRoll, Inc. All rights reserved. Questions?
- 31. 2014 LinkedIn Corporation. All Rights Reserved.