Astri linkedin presentation

Editor's Notes

• #3: LinkedIn is the best global talent pool, with a rapidly growing member base [RMs may remove this slide if context has already been set]
• #4: LinkedIn is the only place on the web where you can recruit both passive and active candidates Traditional job boards provide access to only the 20% of professionals who are actively looking LinkedIn provides access to both these, and the over 80% of passive candidates who are not actively searching on job boards Many of these members are the people you’re interested in hiring. In fact, last year your company hired ### LinkedIn members We know this because we can track every time a member changes his or her profile to your company [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]
• #5: Not only is LinkedIn a great source of talent, but your company is already connected to talented professionals. You have two key assets on LinkedIn today Your ### employees are connected to over ### professionals, and over ### professionals are viewing their profile pages each month Your company page is visited by ### professionals each month who are coming here to research your company These professionals are interacting with your company every day on LinkedIn, but right now you’re missing this huge opportunity to influence them. Transition: I’m going to walk you through how you can very easily take advantage of this opportunity. [Note: All data excludes employees themselves]
• #6: Engaging candidates on LinkedIn begins with posting all of your professional jobs. This way, your outreach is relevant to the candidates you want to engage across the site. LinkedIn understands the professional background of every one of our members. Using our job matching algorithms, we can target each member with the most relevant jobs automatically When you post all of your jobs on LinkedIn, you’re able to show highly relevant jobs to all of your target candidates Steve will see marketing roles, Erica will see sales roles and Bryan will see finance roles (If you only post sales roles, for example, you miss an opportunity to engage people like Bryan and Steve) Sharing your relevant career opportunities is the #1 way to engage passive talent on the site Transition: I’ll show you exactly how candidates experience targeted jobs on LinkedIn.
• #7: Each time Erica logs into LinkedIn, the first thing she sees is relevant jobs in the Jobs You May Be Interested In module right on the home page, and in her Network Update Stream By putting all or most of your professional jobs on LinkedIn, you can ensure that all types of professionals you’re trying to hire see opportunities relevant to them.
• #8: Note: Can be removed from deck if need to streamline Our ability to reach passive candidates is a defining factor of the LinkedIn jobs network. But there are also high quality active candidates on LinkedIn. Our intelligent job matching also helps your jobs reach active candidates more effectively. Members who search for jobs receive highly personalized job recommendations directly to their email inboxes.
• #9: Another way to engage Erica is when she networks with your employees The most common activity we see on LinkedIn is viewing other members’ profiles. ### professionals view the profile pages of your employees every month [Note: This excludes employees viewing each other’s profiles] When they come to your employees’ profile pages today, this is what they see: Information about the person’s own background, and A Delta ad They aren’t learning about what it’s like to work at your company or what opportunities are available for them These viewers are interacting with your employees, but you’re missing an opportunity to engage with them
• #10: Your employees are already networking with the right candidates you’d want to hire: Relate Merlin data on job function to their hiring needs Relate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicable You can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?” [Note: This excludes employees visiting each other’s profiles]
• #11: As talent networks with your employees, help them learn about your company and the career opportunities you have for them. Engage them as they gain exposure to you as an employer.
• #12: [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 employees Again you’re missing an opportunity to truly engage them. [Note: This excludes employees viewing their own company’s page]
• #13: You can also engage talent when they research your company on LinkedIn. Over #### professionals are already visiting your company page every month. A career page on LinkedIn is your chance to impart a clear branding message about what your company is like and what sets you apart as an employer. Erica also sees jobs that are relevant for her background. Those career opportunities coupled with a strong employer branding message on your career page can leave a powerful impression on the potential candidates for your roles.
• #14: How can you boost your employer brand on LinkedIn? Meet Erica. She’s a passive candidate who is perfect for a role you are looking to hire. Engage her across LinkedIn with your employer brand. When you engage her, you are warming her up to the career opportunities you have at your company. You can engage her as she views the relevant jobs at your company, as she networks with your employees, when she is researching your company, and ultimately when she follows your company.
• #15: [Note: Use this slide to explain the “Merlin” methodology for calculating impact jobs have on customers’ hires:] LinkedIn can measure exactly how our jobs influence hires. For example: When a member like Erica changes her profile from ACME Systems to your company, we recognize that you’ve made a hire If Erica viewed one of your company’s jobs prior to joining your company, we recognize that LinkedIn’s jobs influenced that hire From this, we can calculate exactly how many hires LinkedIn influenced. This is an extremely powerful way of measuring influence. Many passive candidates don’t apply to jobs as soon as they see them. They may network their way to a job, or return to the careers website after an opportunity first sparks their interest. These candidates are lost in most source of hire reports, but they’re often first influenced by LinkedIn. [Note: Influenced hires viewed a job less than a year before joining the company. Excludes the month immediately before a member joined.]