The document discusses LinkedIn's Hiring Accelerator solution to help companies address challenges in filling open roles. The Hiring Accelerator uses targeted LinkedIn advertising, a customized company career page, sponsored jobs, and direct outreach to candidates to generate interest, drive applications, and hire top talent faster. It provides an example of how a passive candidate could be exposed to the company brand and job opportunities through the Hiring Accelerator funnel and ultimately get hired. Success is measured by metrics like job views, applications, candidate pipeline, and awareness and engagement with the company page.
9. LinkedIn drives higher-quality, better-fit candidates
New hires sourced through LinkedIn are up to
40% less likely to leave within the first six months
JOBS YOU MAYBE INTERESTED IN
Account Executive
XYZ co.
Megan Jain
Megan Jain
Your company
Your company
New Hire
Good fit
Megan Jain
Your company
XYZ co
Early departure
May
July
January
Viewed a job on
LinkedIn
Joined
Your company
Still there after 6
months?
TALENT SOLUTIONS
9
10. Hiring Accelerator helps you reach your goals
Attract more
quality candidates
Drive more
revenue
Decrease your
time to hire
Launch products
faster
Find people with
the right fit
Foster innovation
and growth
TALENT SOLUTIONS
12. Hiring Accelerator
•
What is it?
• A program focused on driving results for critical and
business-specific hiring pockets and accelerating your
ability to bring in top professionals faster.
Build awareness
Generate
interest
Drive
candidates
Hire top
talent
TALENT SOLUTIONS
14. Hiring Accelerator
How exactly do we drive members through the funnel?
Build awareness
Targeted
advertising
Generate
interest
Targeted
LinkedIn
Career Page
Drive
candidates
Sponsored
Jobs and Talent
Direct
Hire top
talent
TALENT SOLUTIONS
15. Member Experience
What will Megan see as she goes through the funnel?
Build awareness
Generate
interest
Drive
candidates
Hire top
talent
Megan Jain
Account Executive
Your ideal passive
candidate
TALENT SOLUTIONS
18. Sponsored Jobs
Drive
candidates
Boost your job views and applications by showing them to more
members more frequently
• Pay directly for results
• You control how often
your job appears here
Megan Jain
Account Executive
JOBS YOU MAY BE INTERESTED IN
Account Executive
Sponsored
XYZ co - Minneapolis, MN
x
ACME Company
Account Executive
x
Commona – Palo Alto, CA
Sr. Account Executive
x
Crosswise Group – Palo Alto, CA
Key Account Manager
x
Tyler Corp. – Palo Alto, CA
Feedback I See more »
TALENT SOLUTIONS 18
21. Hire top
talent
Megan is hired!
Hiring Accelerator exposed Megan to your brand, generated her interest
with engaging content, drove her to apply through targeted job
outreach, and led to a great fit with your company.
Targeted
advertising
Targeted
LinkedIn
Career Page
Megan Jain
Account Executive
XYZ Co
Good fit
Sponsored
Jobs and Talent
Direct
Today
Megan:
passive
candidate
at Acme Co.
Hiring
Accelerator
Awareness,
Interest,
Application
90 days
Megan is
hired!
TALENT SOLUTIONS 21
[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]
[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 hireIf Erica viewed one of your company’s jobs prior to joining your company, we recognize that LinkedIn’s jobs influenced that hireFrom 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.]
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.
[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 hireIf Erica viewed one of your company’s jobs prior to joining your company, we recognize that LinkedIn’s jobs influenced that hireFrom 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.]