Hr team presentation with brand you 60 min
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This document provides an agenda for a LinkedIn presentation focusing on talent, opportunities on LinkedIn, and best practices for social branding and recruiting. The presentation discusses LinkedIn's mission to connect professionals worldwide, insights about members, and how LinkedIn can help with hiring, engagement, and marketing. It also covers evolving from reactive to proactive social strategies, moving from spreadsheets to dynamic talent mapping, and the importance of optimizing one's LinkedIn profile.
Hr team presentation with brand you 60 min
- 1. Changing the Game Martina Wilde Global Account Manager Haimee Code Strategic Product Consultant
- 2. 2 Agenda LinkedIn Introduction Talent Creating economic opportunity Our Mission What will this mean for business? What will this mean for you? The Social Evolution Reactive to Proactive Best Practice Social Branding and Recruiting Demonstration Step 1: Brand You Q&A
- 3. 33 Talent
- 4. 44 Steve Jobs, 1994 I think part of what made the Macintosh great was that the people working on it were musicians, poets, artists, zoologists and historians who also happened to be the best computer scientists in the world.
- 5. 5 Creating Economic Opportunity For Every Professional 225+ Million Members worldwide 40+ Million Members in APAC 4+M Australia .8+M New Zealand
- 6. 6 LinkedIn: By the Numbers Hong Kong JapanSingapore IndiaAustralia +2 New members per second 100% Fortune 500 companies 88% Fortune 100 companies using our Talent Solutions
- 7. 77 Our Mission Connect the worlds professionals to make them more productive and successful
- 8. 8 Insights Be great at what you do Everywhere Work wherever our members work Identity Connect, find, and be found
- 9. 9 Identity Contacts Job Changes & Promotions Last Conversation How You Met Shared Connections
- 10. 1010
- 12. 12 Enhancing the Mobile Experience for LinkedIn Members Everywhere 30% LinkedIn Member Visits
- 14. 1414
- 15. 15 Hire Engage the worlds best passive talent Sell Engage the worlds decision makers Market Engage most effectively with professionals
- 17. 1717 The very best candidates are happily employed
- 18. 1818 18 Passive Talent Active Talent Wants to make an impact Wants a corporate culture to fit his personality Wants to control his work schedule Wants work that challenges him Wants to work remotely Wants fast career advancement Wants to be recognised and valued for his contributions Wants to develop his skills Wants to be socially responsible Wants excellent benefits and compensation
- 19. 19 What Matters Most in Recruitment in 2013? Source: LinkedIn survey of 269 recruiting leaders in Australia, March 2013. Top essential, long lasting recruiting trends in Australia Top 5 responses #2 Being a strategic talent advisor to the business #3 Utilising social and professional networks #4 Upgrading employer branding #5 Boosting referral programs #1 Finding better ways to source passive candidates
- 21. 2121
- 22. 2222 The social Evolution. Reactive to proactive
- 23. 2323 From post & pray Moving away from
- 24. 2424 From post & pray Moving towards Digitalisation to sourcing passive candidates at scale Business Analyst 12K+ Organisations embracing technology advancements
- 25. 2525 From spreadsheets Old Talent Mapping
- 26. 26 From spreadsheets Dynamic Talent Mapping to Talent Pipeline Keeping data fresh is key
- 27. 27 Know your LinkedIn profile
- 28. 28 The Structure of Your LinkedIn Profile 息2012 LinkedIn 28 Profile Picture Headline Public URL Recent Activity Summary Experience Causes you support Skills Education & Additional Info Recommendations Connections Groups youve joined What you Follow
- 29. 29 Questions?
Editor's Notes
- #3: Agenda for the meetingAccessibility of data on the internet changes in the way consumers are making purchasing decisions = changes in the way candidates are making employment decisionsTwo way communication candidate expectationsConvergence HR & MarketingBrand development & investment the need to constantly get your message into the market even if you have a strong brand (ref Coca Cola)Marketing approach labour segments same as segmenting services or productsTargeted messaging based upon segmented approach and using dataBrand measurement understanding whats working. ROI and reinvestment.How can you start to participate in the conversations to more effectively engage with candidates and get your message out there
- #24: Act One: [Recruiter]Remember when you would post and pray, i.e., post a job and just hope that one of those thousands of applicants would be the right person for the job? Our Recruiter tool enables you to engage passive candidates at scale so that you can find the right person much more effectively.
- #25: Moving away from post and pray, heres a case in point: Next, looking for a senior swimwear designer in the UK we have the people. You can see how we are completely changing the game. (see the story here: http://www.youtube.com/watch?v=LP-ZqOHGZn4&feature=youtu.be)We have over 12,000 organizations using our Recruiter tools.
- #26: ActTwo: [Talent Pipeline]So what do you do with all of your extremely relevant candidates? You used to use a combination of spreadsheets and post-it notes, but we introduced Talent Pipeline last year.
- #27: Thisis a product that enables you to integrate resumes, cross reference with LinkedIn profiles, tag, organize, and share with other people in your companies. Over 50% of our Recruiter customers are activating this tool. We see new use cases every day, and we are continuing to invest in this really enabling platform.