La revolución ya ha empezado. ¿Puedes permitirte no formar parte de ella?
¿Tu primera prioridad es acortar el tiempo invertido en tus procesos de selección?
¿Te gustaría aumentar la calidad de los candidatos que encuentras?
¿Tienes dificultad para reducir los costes de selección de Talento?
Millones de compañías de todo el mundo han elegido nuestras soluciones de LinkedIn para encontrar, atraer y seleccionar el mejor talento del mercado.
No te pierdas este seminario online y descubre cómo puedes utilizar nuestras soluciones de Talento para:
• Cubrir en un tiempo record las vacantes o incluso anticiparte a las necesidades de negocio
• Crear un pool de candidatos de manera que estés preparado para cubrir posibles futuras posiciones difíciles y estratégicas
• Identifica y atrae el mejor talento del mercado gracias a las herramientas de contacto directo
5. Tiempo: ¿A qué nos referimos?
Survey Methodology: In September 2011, LinkedIn conducted online interviews among 389 in-house corporate recruiters who work for Fortune 500
companies and reside in the United States. Participants were randomly invited from thousands of eligible recruiters and HR professionals registered on
LinkedIn.com
8. Tiempo: ¿A qué nos referimos?
Attraction
Intermediate Stages
Brand
Awareness
Screening
Negotation
First Stages
Interview
and
assessment
Onboading
Program
Last Stages
10. Reclutar talento hoy en día es complicado
Ya sea gestionando las candidaturas o la información en diferentes bases de datos
A menudo los candidatos no conocen los valores y cultura de tu empresa
Recoger información de potenciales candidatos en eventos es costoso y engorroso
El escaso seguimiento posterior hace que los resultados sean escasos
Tus empleados son tus mejores embajadores… pero quién lo sabe?
13. Giulia visita LinkedIn.com bastante a menudo, es el lugar donde
encontrar noticias y ofertas relacionadas con su sector, y un día
encuentra…
Una pestaña específica de
carreras profesionales
Un mensaje dirigido
especialmente a
profesionales del marketing
La cultura y valores de la
empresa se ven reflejados en
texto y en archivos media
También ve los
puestos relacionados
con Marketing
16. Después de un rato dando vueltas y esperando en varias
colas, Giulia encuentra el stand de NISC y allí se encuentra
con CheckIn
Captura instantaneamente leads en los eventos
y gestiona estos candidatos en LinkedIn Recruiter,
de manera que no vuelvas a perder ningún lead!
23. CheckIn lets recruiters...
Instantaneamente captura los leads en tus eventos
utilizando una sencilla aplicación, que está conectada
con la red de LinkedIn
Realiza un seguimiento de manera automática con las
herramientas de pipelining, y mantente al tanto de todas las
novedades en los perfiles de tus candidatos
Observa los resultados, incluyendo el número de
potenciales candidatos conseguidos, dónde fueron
encontrados
… so you never miss an event lead again!
23
35. Adivina a quién encontrarás en recruiter?
Además puedes filtrar los candidatos según las respuestas que ofrezcan
al cumplimentar el formulario CheckIn.
36. LinkedIn Recruiter
Haz que tu equipo sea ultra eficiente
Incrementa la productividad
Consigue visibilidad de la actividad dentro
del equipo
Mantén la actividad de reclutamiento
36
43. “LinkedIn is a game changer for us in Asia because
it enables our recruiters to reach out to passive
candidates directly through a trusted platform. By
speaking to them directly, getting them engaged
and excited about opportunities at adidas group
while providing a great candidate experience that
we strive for, is a massive advantage”
Antes de pasar a la teoría, me gustaría que hicieramos juntos una breve reflexión. Al final es importante conocer la situación actual para poder fijar objetivos realistas. Desde luego no os voy a pedir que me enviéis todas las respuestas a estas preguntas por el chat, pero si que quiero que cada uno de vosotros reflexionéis y os hagáis estas preguntas
El tiempo es sólo una variable de la ecuación: conlos que medimos la eficacia en el reclutamiento no sólo son el coste, sino también la rapidez y la calidad
Script: Before we talk about best practices, let’s see what students are doing on LinkedIn. This new generation of students, called Gen “C”, which stands for Content, is very tech-savvy; social is their native habitat. They grew up using Social Networks; they primarily use LinkedIn to research companies, explore trends, and get inside scoop on careers from classmates, friends & family. Students, by definition, are active candidates. They are looking for a job and if the info is out there, they will find it. Their behaviors are very different from passive candidates. This generation is quick, connected and engaged. Surprisingly, they know exactly what to do when they join LinkedIn. Really?Generation “C”?“C” stands for “Content”. These are “digital natives”. Next generation of young professionals (born 1990-2004)More info: http://www.booz.com/media/uploads/Rise_Of_Generation_C.pdf
Script:First order of business is to establish an identity. The LinkedIn profile was previously a basic “title and company” form. This profile didn’t jive with this new “Generation C” where content matters. They spoke, we heard, and we changed. The LinkedIn profile now enables students to express their creativity; they can enter information about their education such as test scores, schools, degree of study as well as media content. Many of these facets are now searchable and targetable to help you find and reach out to the right candidate. Students can now create rich profiles even without actual work experience.
NISC
NISC
Now we are going to talk about a brand new product – CheckIn.
Introduce CheckIn – create a campus event interface where students / prospects can quickly and easily register their interest.Effortlessly improve campus recruiting efficiency by automating the process of gathering and managing leads in LinkedIn RecruiterGet a true picture of your events by capturing & managing student leads all in LinkedIn Recruiter.SIMPLE. MOBILE. DATA-DRIVEN.
Script: In summary, CheckIn enables you toInstantly capture event leads connected to LinkedInEngage immediately with automatic communication and pipelining toolsTrack results over time, to help you get insights into how your org is performing at events vis-à-vis your peers
Recruiter will make your best recruiters even better and your less successful recruiters as good as your best:Boost Productivity: Multiple tools to get to talent faster. Recruiter boosts productivity: 1-to-many InMails and saved templates let you contact more candidates in less time Saved Searches and Search alerts let you find new talent that matches your criteria even when you’re working on something else. You can be the first to get to candidates! Project folders let you stay on top of each search by saving the Req, search queries, interesting profiles and more in the same work spaceGet your Team on the same Page: Visibility into colleagues’ projects, notes on candidates and more.Get all your recruiters on the same page:No more duplication of effort or stepping on each others’ toes.With shared folders, your team can share notes on candidates, searches, contact history and InMail templates.Maintain Sourcing Activity: Team activity history stays with your companyDon’t lose weeks & months of work when your recruiters leave your team:Unlike with personal accounts, the sourcing activity and history of a seat holder does vanish when a recruiter leaves but can be re-assigned to another team member.And we also help you with your OFCCP compliance efforts.
Make sure people see your brand every time they interact with your employeesBoost visibility of jobs and career opportunities
Pasaron de tardar 70 días en cubrir la posición, a 52 días!! Son 20 días menos!!!
When building a strategyfor mobile recruitment make sureyouapply the bestpracticesand keep itsimple. To quote a abstract painting expressionist, Hans Hofmann, “The abilitytosimplify means toeliminate the unnecessarysothat the necessarymayspeak”Have you ever seenyourown company/career site on a mobile device? What do youthinkabout the experience? Becausewhat we see is that the company site hasn’t been optimised at all, let alone the career site. (numbers on research enforcethis is well)Thisresults in drop off ratesand a bad experiencefor a potential employee. These drop off rates are producedbecause the website is tooclutteredandunresponsiveSowhat we are aiming at is a website optimised on all fronts making itresponsiveA simplified design whereyouvisitors/candidatescan view the necessary information in a veryclearandunderstandable way