Going Beyond Linkedin: How Smart Recruiters Find Today's Candidates

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Going BeyondLinkedIn

How Smart Recruiters Find Today’s Candidates


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Featured Speakers

Alison HaddenDirector of Product Marketing

[email protected]@AlisonHadden

John WilsonFounder and CEO at [email protected]

@WilsonCEO

mailto:[email protected]



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Agenda

What LinkedIn Delivers What Today’s Candidates Care About How to Bridge the Gap 3 Strategies for Recruiting Beyond LinkedIn

– Find Next Generation Talent– Use Your Resources and Optimize– Get Social

Questions?


Why Do PeopleUse LinkedIn?

To network

To look for a job

Marketing/communication

Search for professional talent


Challenges

Limited to business professionals

Many people aren’t interested in finding a newjob or being contacted

Limited information for potential candidates to get to know your company


How do you reach

EVERYONE who is open to

a new job opportunity?


Reach Candidates Where They Are Researching Companies


Today’s Candidates Seek Transparency and Authenticity in their Job Search


51% of new employees todayhave buyer’s remorse


Say reviews from employees influencetheir job decision95%


69% of job seekers would not take a job with a company that had a bad reputation...

Even if they were unemployed!


How do you influence job

seekers at thepoint of career

decision?


Building Trust Is Key


“Woo” the Candidates


Be Real and Get Your Employees Onboard


Showcase Your Employer Value Proposition


Amplify Your Message


Expand Your Talent Pool Beyond LinkedIn’s Audience


1.) Find the Next Generation of Talent


2.) Use Your Resources & Optimize


3.) Get Social

Networking andEvents

Highlight the goodon career site and

social media

GlassdoorProfile

Twitter Facebook

Career Sites


Attract the Right Talent


Find Today’s Candidates Where They Are Looking for Jobs

Non-Traditional Talent Is Not on LinkedIn


Gain More Than Just the Employer’s Perspective


Helping People Find The Jobs & Companies They Love

6Mcontent

300Kcompanies

15Mjobs

190countries

22Mmembers

has become the most trusted and transparent place for today’s candidates

to search for jobs and research companies

Member growth over 4 years

48%of job seekersuse Glassdoor

(Source: Software Advice Report, Jan 2014)


Reach Candidates Where They Are


of Americans keep their mobile devices within reach 24/7. 91%40% of Glassdoor traffic comes through mobile.


lowercost per

hire30%3x more

influence over candidates

at the

momentthey aremaking

decisionsbetter

applicant quality2x

Reach the Right Fit Candidates


1-800 Contacts Case Study

CHALLENGES Negative reviews Hiring technical employees in a very

competitive local market Profile on Glassdoor did not adequately

represent the company

“You are given the real estate to present your company well at a low cost.”- Rod Lace Director of Human Resources

Improved qualified Glass Technicians for 1-800 Contacts by

5x!


RailInc Case Study

CHALLENGES Too many resumes to sift through Not advertising jobs to ideal candidates Brand presence was not strong enough

“Glassdoor is a no brainer if you want to be in front of where your candidates are doing their homework.”- Patrick O’Neil

Director of Corporate and Brand Communities

page views on their Glassdoor page vs. LinkedIn

6x


Questions?


Get In Touch

Alison HaddenDirector of Product Marketing

[email protected]@AlisonHadden

John WilsonFounder and CEO at [email protected]

@WilsonCEO

