Apresentação Banco Rendimento

Notas do Editor

• #9: [Note: Important to get the client’s agreement up front that passive candidate recruiting is a key to success]Because LinkedIn is a professional network, it’s home to both passive and active job seekers Getting passive candidate sourcing right is critical to achieving your recruiting goalsMany of today’s best candidates are not looking for a jobHowever Recruiting passive candidates requires a very different approach from recruiting active candidates.While active candidates frequent job boards and seek out many opportunities, passive candidates spend their time networking. They’ll listen to opportunities, but only if it’s the right opportunity for them.LinkedIn is the only platform that can help you recruit both passive and active candidates[NOTE: We should not overlook active candidates as a legitimate source of hire. Instead, focus on how LinkedIn helps you access BOTH these candidates and the tens of millions of passive candidates that can’t be reached anywhere else]
• #10: By becoming more strategic and less reactive, companies are able to increase the efficiency of their teams and increase quality of hire. [Link this statement back to the client’s explicit goals & challenges].Remaining status quo won’t help solve the issues we discussed.
• #11: In order to meet your key TA objectives [reference their specific objectives, which you should have already uncovered during discovery], we should first take a look at the evolution of recruiting and where your organization is today. Many companies are moving toward a model where they’re developing sourcing expertise in-house, using automation to personalize their job opportunities, ensuring the right talent brand is in front of the right individuals and arming their recruiters with access to the right talent pools. They are moving away from a reactive, traditional model and towards a proactive, strategic approach (Note: From bottom to top, each row in the framework represents a recruiting capability):SOURCING: From agency reliance  to developing in-house sourcing and pipelining expertiseJOBS: From post-and-pray  to targeted & personalized job matchingBRAND: From no consideration of talent brand  to developing an employer branding strategyMETRICS: From no metrics established  to using talent data to improve recruiting effectiveness and ultimately shape business strategyWhere do you think you are in this evolution? [Have a conversation with the client and calibrate where they think they are in this process vs. what you think and come to a mutual agreement. Anchor them so that you can create a vision of where they can go next.]:Many clients will start at the “Developing” stageThe LinkedIn Core Solution helps get them to “Foundational.” This is a necessary first step.Clients already using the LinkedIn Core products can then think about more advanced strategies to get to the “Strategic” stage in the longer term (e.g., through Student recruiting, Campaign media, Branding Accelerator, Followers, etc).
• #21: How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
• #22: We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
• #23: We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
• #24: Recruiter brings you the best Talent Search on LinkedIn, period.Get Unlimited Access: all names, full profiles.First, you get access to all names and full profiles. Not just those in your 3-degree network, allowing you to ace even the toughest searches in functions, industries or even locations you’re not well connected into.Find the Best, much Faster: all premium search filters. Second, premium search filters, some of which have been developed exclusively with recruiting in mind, allow you to zero-in exactly on the profiles you’re looking for in just a few clicks. No need to build advanced queries: you refine on the fly, with really powerful criteria such as “years of experience”, “years in current position”, “function”, “current company”, “groups” and many more.Contact Candidates Directly: 50 InMails / mth. Response guaranteed.Third, after finding just the right profiles, you can contact them directly in a trusted environment: the LinkedIn homepage and the email address which they tied to their LinkedIn account (personal email if they prefer that your emails do not end up on their work inbox). The very high response rates of InMail will surprise you. As if that was not enough, InMails that go unanswered get credited back after 7 days and rollover to the next month if unused. Think of 50 InMails / month as 50 replies from candidates / month!
• #25: Implementing this core strategy will help you solve the challenges we discussed earlier.There are three key things companies do to dramatically increase their hiring effectiveness on LinkedIn.The first is proactive sourcing—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 engage talent automatically 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.By adopting this holistic strategy, organizations hire more of the right candidates for their roles.
• #29: Each time Eric logs into LinkedIn, he sees relevant jobs targeted to his professional background.Through the “Jobs You May Be Interested In” module, your jobs automatically target members right on their homepages using LinkedIn’s matching algorithm. The majority of these members are passive candidates who will only be shown jobs relevant to them.
• #30: [NOTE: Remove slide if customer has already bought a LinkedIn Career Page]Another common thing members do on LinkedIn is research companies. ### professionals visit your company page each month. They may come from an employee’s profile, from a search on LinkedIn, from Google, or from another source.Today, though, they only see basic information about your company, and how they’re connected to your employeesAgain you’re missing an opportunity to truly engage them.[Note: This excludes employees viewing their own company’s page]