LinkedIn day in Jeddah

LinkedIn Day - Jeddah

Tuesday October 1st 2013

Agenda 09:00 – Registration and 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

LinkedIn

Introducing

Rabih HAIDAR

Territory Head – Saudi Arabia

4

5

Everywhere Work wherever our

members work

Insights Be great at what

you do

Identity Connect, find, and

be found

The value we deliver to our members

238 million minds. One aspirational 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

LinkedIn in MENA

• 9M+ members in MENA

• 1M+ members in KSA

• Number of Groups: 2,378

• Top 3 Industries

• Construction

• Oil & energy

• Healthcare

“Compared to two years ago,

the number of college students using LinkedIn

to find job opportunities

has increased by 700%.”

30,000,000+ Students & Recent Grads Worldwide

1

World’s Fastest Growing Network of Students

20,000+

275,000

Schools

New Student Members Per Month

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

http://www.linkedin.com/alumni

Content is fuelling our growth

12

6X More 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

Content in my stream… Before

14

LinkedIn Today

Content in my stream… After

15


Influencers

16

Connection Share

Company Update


17

This Content is being delivered across multiple devices

33%

Of all traffic is across

mobile devices

MARKETING SOLUTIONS

Changing the way companies work.

18

Sell

Turn cold calls into

warm prospect

Market

Connect most effectively

with professionals

Hire

Engage the world’s

best passive talent

MARKETING SOLUTIONS

The largest professional 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

MENA members engagement on LinkedIn

MARKETING SOLUTIONS

LinkedIn member base 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

MARKETING SOLUTIONS

LinkedIn is the 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

MARKETING SOLUTIONS

23

70% Of new hires 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

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

MARKETING SOLUTIONS

research companies on 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

MARKETING SOLUTIONS

Notes:

100 is the 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?

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 currentcompany or an outside company

Increasing my salary

Professional Challenges

Source: LinkedIn Audience 360 Member Study, Middle East 2013, n=944

Talent Solutions

Introducing

80% of professionals today 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

TALENT SOLUTIONS

Three core components work together to drive recruiting

effectiveness

Proactive

Sourcing

Automated

Engagement

Strategic Sourcing

and Pipelining

Metrics and

Analytics

Personalized

Job Targeting

Talent Brand

Development

41

Financial Analyst Bank of America

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 IN JOBS 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


Members see personalized jobs every time they log in

Karim

Your ideal passive

candidate

Sales Manager

Cristal

Sales Manager

Sales Manager

Juniper Networks

LiveOps

Sales Manager

Senior


Impact them with Engagement Media

4,760 professionals visit your employees’

profile pages every month


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

Show relevant opportunities with rich employment

branding


Karim

Your ideal passive

candidate

Sales Manager

Influence candidates at every touch point

Karim

Your ideal passive candidate

Sales Manager

Hired

Networking

with employees

Researching

your company Following

your company

Viewing

relevant jobs


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

TALENT SOLUTIONS

Keyword

matching

Boolean

search

string

20

search

filters

Unlimited access to the 238 Million Members on

LinkedIn


The Transformational Power of Employer Brand

Malek Osseiran

Relationship Manager

What is employer brand?

50

Employer brand

A qualitative representation of what it is like to work at your company Related to culture, talent, and performance

www.talent.linkedin/indemand

It's about YOU

About identity

About how it makes you feel

About emotional attachment

What would it mean?

The beauty of employer brand is

you don’t need everybody to know

your name. Only the right people.

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

The Business Case

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

$

Talent Leaders Know that Brand Matters

83%

Agree that employer brand has significant

impact on ability to hire great talent

Employer Brand Investment is 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

1 Competition 1 Invest 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

Evolving Language: The Emergence 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.

The Power of Brands What HR and talent acquisition leaders can learn from

the world’s best marketers.


We’re going to talk 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

Identity

A Quality Promise

A Decision Making Short-Cut

Brand is

What does it mean to work for your organization?

Consumer Brand Attributes

Talent Brand Attributes

1 Series 3 Series 5 Series 7 Series

20’s Professionals

Recent graduate

Single

No children

Social / nightlife focus


Upwardly mobile

Single or married

Likely no children

Active lifestyle


Established career

Married

Growing children

Family-centric lifestyle


Executive career

Married

Teen / grown children

Luxury lifestyle

BMW Segmentation

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?


Education?

Experience?

Motivation?

Values?

Work Style?

Career ambition?


Education?

Experience?

Motivation?

Values?

Work Style?

Career ambition?


72

23% 19%

16% 15% 13%

34%

24%

19% 18% 17%

10%

by Job Function by Geographic Location

73

0%

3%

6%

9%

12%

15%

18%

Talent Brand Index over time

Impact of Jobs & Media combined

75

PEERS

Airbus

BAE Systems

Bombardier Aerospace

GE

Jaguar Land Rover

Optimized Systems and Solutions

2 of7

Talent Brand Index Benchmark

16% 14%

12% 10% 10%

8%

Rolls-Royce

Weaker employer brand Employer of choice

24%

76

Benefits & ROI

Fouad Nakhle

Territory Manager – Saudi Arabia

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

Most Essential Trends in 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?

What keeps Recruiting Leaders 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%

80

Note: 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?

LinkedIn’s Benefits, ROI

General Manager

Source Biggest Professional Network

Time to Hire Use our tools,

connections

Cost to Hire Reduce substantial

costs

Quality of Hire Passive Candidates


$$$

TALENT SOLUTIONS

Reach the best candidates, not just the actives

Active

Passive

80%

82

20%

Compare with your peers


Get access to powerful metrics about your company

Increase your influence

“LI hire” 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



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

https://na4.salesforce.com/70160000000Fqbo?srPos=0&srKp=701


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

http://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/site/pdf/cs/linkedin_ccc_case_study_us_en_130806.pdf

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…