Linked in demo_transitionteam
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Linked in demo_transitionteam
- 1. 1 For Government Partnership for Public Service – Ready to Govern March 7, 2016
- 2. Title 01 Review LinkedIn Recruiting Model 02 Product Overview 03 Recruiter Demo 2 AgendaToday’s Objective: Review LinkedIn’s products and platform. Assess the platform’s ability to improve the speed, efficiency, and reach of Presidential transition efforts Transition’s Objectives: 1. “Stealth”: Identification of candidates & creation of talent pools 2. Assess propensity to serve / party affiliation 3. Engage and nurture candidates to openings
- 3. Title Different stages of the candidate journey call for different recruiting strategies Recruiting Strategies Planning & Analysis Build Awareness Engage Audiences Recruit 3 Candidate Journey Recruiter [Research] Talent Pool Reports, Talent Flow Analysis Internal Workforce Planning Company Page Ads & Media, Job Distribution Career Page, Sponsored Updates Talent Direct Job Posts Recruiter [Sourcing], InMail Talent Direct LinkedIn Talent Solutions Unaware Aware Considering Hired Phase 1 “Anonymous” Phase 2
- 4. Title Phase 1: Planning & analysis, Talent Pool Reports & Recruiter
- 5. Title Veteran MobileTop Performer Expand your reach to access the full network Added to project Met them. Ready to move in 6 months. Follow up in Oct. Cyber Security Cyber Security Engage candidates directly with InMail Manage your pipeline of talentACME Systems Jenny Chen 500+ Connections 2nd Security Engineer Jenny Chen Phase 1: Find and engage the world’s best passive talent Access to 400M+ LinkedIn Members
- 6. Title Phase 2: Segment, engage & recruit strategically Affinity Job Fit / Skills Match Proactive Recruiting - Recruiter - InMails Awareness & Engagement - Sponsored Content - Talent Direct - Company Pages Awareness - Social Media - Content Marketing - Digital Media / Ads Reactive Recruiting 6
- 7. Title Company Page: Core of Presence on LinkedIn Build Followers Engage with Updates Increase Awareness & Affinity Ready to Govern Ready to Govern
- 8. Title Sponsored Content: Highly Targeted, In-Feed, Native Ad Solicit Response To Test For Propensity / Interest Organize Respondents Into a Community of Candidates Continue Engagement By Updating New Followers Generate Awareness of Organization / Opportunity
- 9. Title Talent Direct: Targeting Members At Scale Members Receive Notification
- 10. Title Talent Direct: Targeting Members At Scale Up to 1,500 Members Receive Custom InMail Single CTA Capture Candidate in Recruiter I’m Interested I’m Interested
Notes de l'éditeur
- Good morning – Introductions: Brett Mikoy – Account Manager responsible for DoD and DoJ customer business Michael Cirrito – General Manager responsible for all Federal business
- With that in mind, we’ve broken our presentation into 3 sections: Build a foundational understanding of what LinkedIn is today, and what we’re trying to build over the next 10 years Discuss how talent acquisition has changed, and what it means for recruiters in the government Provide some examples of how the FBI can leverage LinkedIn for off ramping
- First, it is incredibly important to understand every stage of the candidate journey correlates to a different recruiting strategy. Today we will discuss the tools we offer to help our clients along the entire process from planning and analysis through building awareness, engaging with talent and finally hiring the most qualified candidates. Let’s talk through how LinkedIn can help you educate, engage and hire at scale.
- As part of your planning process, LinkedIn can provide information around talent pools, such as the population of the pool, where people are, competition in regions, and the ability to go get them.
- Talked about co page for general awareness Now we’re talking about how we further engage candidates and make them believe the FBI might be an employer for them Your career page is the center piece for answering the question “why work for the FBI” You can see here from an example from NSA Message what it’s like to work here Talk about the work Bring stories to life through video’s and testimonials Continue to serve targeted jobs and engage candidates in a warm contextual environment
- Today’s most effective recruiters segment the market, using different strategies and tactics to deal with different candidates at discrete points in the process. In the upper right hand quadrant, you can see how LinkedIn helps you do this, easily and effectively.
- Our objective here today is to educate this group on LinkedIn and to provide some direction and ideas on ways that we can help to modernize DOD recruiting efforts in the near term. We have a lot to cover and a short amount of time. So by design, this hour will be a bit of a mile high and an inch deep. Part of what will make this time a success is if we can provide you with some ideas and threads that you determine are worth of additional investigation. With that in mind, we’ve broken our presentation into 4 sections: Begin with a level set of our understanding of where the DOD stands today vis-à-vis platforms like LinkedIn Build a foundational understanding of what LinkedIn is today, and what we’re trying to build over the next 10 years Talk about how talent acquisition has changed, and what it means for recruiters in the government Provide some examples of how other agencies and organizations are using LinkedIn