Webcast o que são as linked in talent solutions

Notas do Editor

• #3: >2 New members per second as of 12/31/13 based on internal estimates 187M Monthly unique visitors for Q4’13 according to comScore using LinkedIn + SlideShare http://press.linkedin.com/about
• #4: Why should you care about your employer brand? It’s something your talent peers are thinking about and investing in 93% are investing in it this year Even if it hasn’t been a priority for your company, it is for your peers, and it will impact your ability to hire 2) Why are your peers thinking about it? Having a strong talent brand makes it easier for you to hire talent A strong brand means that talent is more interested in working at your company It can reduce your overall cost per hire by up to 50% Today we want to talk about how LinkedIn can help you measure your employer brand and strengthen it to engage the talent you are looking to hire. (Discovery questions you can use to intro the discussion) How do you think about your employer brand? How do you measure/track your employer brand today? How would you rate your employer brand vs your peers? How easily would you say you attract talent to your roles vs your peers? Are there groups where it’s harder/easier? Who are your biggest competitors when it comes to hiring top talent? Why are they more effective? Is it related to brand?
• #5: Los candidatos pasivos estan en todos los jobboards, se inscriben en ofertas, buscan trabajo activamente, acuden a tu pagina de carreras, rellenan formularios, tienen CVs actualizados,……
• #17: Implementing this core solution will help to develop your talent brand, strategically source, and target the right candidates with opportunities. There are three key things companies do to dramatically increase their hiring effectiveness on LinkedIn: The first is using LinkedIn to find and engage the very best passive talent. Recruiter is the best sourcing tool out there, and recruiting teams are using Talent Pipeline features to become more proactive in managing pipelines of talent. Since organizations typically don’t have the bandwidth to source every hire proactively, it’s critical to be able to scale your recruiting efforts. The second element of the solution is personalized job targeting. Since we know that your target talent is on LinkedIn, we first need to ensure that all your professional roles are on the LinkedIn network. LinkedIn’s matching algorithm will serve up the right job to the right candidate, to ensure that only qualified candidates will be exposed to your open opportunities. The third element is developing a talent brand on LinkedIn. Companies are tapping into their employees’ networks and leveraging company pages to promote their brand and attract talent. These aren’t three independent pillars, but rather three elements of a single solution that reinforce one another. When companies post all professional jobs on LinkedIn, these jobs make their employer branding content more relevant for each candidate. Likewise, communicating a rich talent brand and leveraging employee profiles to connect with candidates creates a more compelling reason for candidates to apply to your job postings. Finally, when candidates understand what opportunities are available and have encountered your employer brand, they’re much more likely to respond to outreach from your recruiters, which makes your team’s proactive sourcing efforts more effective. Adopting this holistic strategy will help an organization to hire more of the right candidates for their roles.
• #18: In order to implement this core strategy, we recommend the following: Place all professional jobs on LinkedIn Own the ad space on your employees’ profiles so that their networks are aware of relevant opportunities at your company Deliver a relevant employer brand via your LinkedIn career page Enable your entire team to proactively and effectively source top talent