HR and Social Media

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AGENDA

§  Important Recruitment Trends

§  LinkedIn a brief introduction

§  Five things you should do tomorrow

Newspapers & Job boards Professional Networks

Limited audience / Not targeted / No metrics

THEN NOW

Unlimited audience* / Targeted / Measurable

FROM ADS TO PROFESSIONAL NETWORKS

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Professional networks are increasingly impacting quality of hire

Employer branding is both a competitive threat and advantage

Data is used to make better hiring and branding decisions

Companies are investing in hiring internally

Companies are figuring out the mobile recruiting terrain

FIVE IMPORTANT TRENDS YOU SHOULD KNOW

Global recruiters agree: Social professional networks are the fastest-growing source of quality hires…

Top 10 most important places to find quality hires

“Think about the key quality hires that your organization made in 2012. Which of the following were the most important sources for those key positions?”

2011 2012 2013

Internet job boards 36% 39% 38% -1% Professional networks 20% 26% 37% +11% Recruitment agencies 41% 36% 35% -1% Employee referral programs 35% 31% 35% +4% Internal hires 32% 32% 34% +2% Company career website 28% 31% 30% -1% Internet resume databases 14% 13% 16% +3% Company ATS/internal candidate database 12% 12% 13% +1% College recruiting programs 12% 10% 11% +1% General career fairs 4% 4% 5% +1%

Increase (+) Decrease (-)

Recruiters are relying more and more on professional social networks to engage top talent. Stay ahead of the competition by training your team and employees how to be effective.

Sources of Quality Hires

The employer branding war is in full swing

Competitive Threat Competitive Advantage

Believe employer brand has a significant impact on ability to hire great talent

83% Top 3 Threats 1.  Invest in their employer

brand 2.  Improve employee

retention 3.  Learn to use social

networking and social media more effectively

“What are the things that your competitors have done or may plan on doing that would make you most nervous?”

LINKEDIN A BRIEF INTRODUCTION

A GLOBAL NETWORK. EVER GROWING The value increases with every new member

Europe, Middle East and Africa

74M+

US & Canada 91M+

Asia Pacific 42M+

Brazil 13M+

259M+ Members worldwide

143 M Monthly unique visitors

+2 new Members per second

Monthly uniques source:Comscore

Nordics 4M+

Developing

Foundational

Strategic

Traditional

Brand

Jobs M

etrics Sourcing

Reactive, over-reliant on agencies

Engage with strong pipeline of leads and

‘silver medalists’

Team-wide pipelining with engaged talent

communities

Post-and-pray Targeted engagement

to attract highly qualified candidates

Talent segmentation and prioritization

Defined employer brand strategy

Established metrics and benchmarks

Influential talent brand engaging employees and

candidates

Build internal capabilities to focus on passive talent

Jobs on niche boards and social platforms

Understanding of employee

value proposition

Data driven decision making

THE HIGH LEVEL BUSINESS CASE Quality. Speed. Cost.

Proactivity: Increases Quality Increases Speed

Lower Cost

WORK WITH THESE THREE COMPONENTS

STRUCTURE Company Page

CONTENT Jobs & Status updates

ACTIVITY ”Recruiter”

ESTABLISH A STRUCTURE FOR COMMUNICATION

§  Build a clear structure §  Make it clear how to subscribe §  Collect a dynamic pipeline

PUBLISH CONTENT TO DRIVE ENGAGEMENT

•  Publish jobs and reach the right candidates •  Increase awareness through status updates •  Reach people that didn’t know they were looking for a new job

REACH THE MOST ATTRACTIVE CANDIDATES DIRECTLY THROUGH PERSONAL ACTIVITY

•  Access +259 million profiles •  Go from recruitment to talent scouting •  Collaborate internally

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1.  It starts with yourself understanding the value of LinkedIn. Do you have a great profile? Do you follow industry news and interesting companies?

2.  Prioritize the quick wins and expand. Take control of your company page. Share updates to prove immediate results

3.  Evaluate your priorities being aligned with the recruitment trends and the framework ”from traditional to strategic recruitment”

4.  Build strategic alliances internally. The use of LinkedIn is often shared over departments

5.  Establish cooperation with your LinkedIn representative, explain your challenges, near- and long-term objectives and prioritizations

FIVE THINGS YOU SHOULD DO TOMORROW