Hiring at Scale
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With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles? This presentation covers: - Challenges facing companies hiring at scale - The 2016 Global Recruiting Trends to embrace these - Tips and tricks to put you on the fast track of hiring at scale
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Hiring at Scale
- 1. Hiring at Scale Global Recruiting Trends 2016 This webinar will start at 10am BST Miranda White Customer Success Manager LinkedIn
- 2. Important trends & ideas for hiring at scale Share these stats 2 * What is the single most valuable metric that you use to track your recruiting team’s performance today? * Over the next 12 months, which of the following would you consider to be the most important priorities for your organisation? * What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles? * To what extent is the talent acquisition function at your company responsible for managing employer brand? Quality of Hire Employer BrandReferrals Retention
- 3. 75% Send these stats to your CFO 3 * How do you expect the hiring volume across your organisation to change in 2016 versus 2015? * How has your organisation’s budget for recruiting / talent acquisition solutions changed from 2015 to 2014? * What are your company’s biggest obstacles to attracting the best talent? Biggest challenges
- 4. Quality of Hire: The magic metric
- 5. * In general how well does your organisation measure quality of hire? Read more on the blog 5 Leaders lack confidence in measuring quality
- 6. 75% How can you successfully measure Quality of Hire? • Retention & turnover statistics • Hiring manager satisfaction • New hire performance evaluation
- 7. 7 “ ” Lou Adler CEO The Adler Group Improving and measuring quality of hire is a challenge that companies have been struggling with for years. That’s because – in my opinion – it’s simply not possible using current hiring practices. The problem relates to too much focus on generic skills and competencies, the use of ill-defined jobs for hiring purposes and indirect interviewing and assessment techniques (i.e. anything needing some type of statistical means for validation). Accurately measuring pre- and post quality of hire requires a clear understanding of actual job needs; sourcing and recruiting programs designed to attract the best, not weed out the weak; and direct measures of past performance.
- 9. 75% * Please indicate the extent to which you agree with the following as they relate to your company’s employer brand? * Which channels or tools have you found most effective in spreading your employer brand? The push for employer brand is paying off How organisations value employer brand Most effective employer branding tools Boost your talent brand 9
- 10. 75% * To what extent is the talent acquisition function at your company responsible for managing your company’s employer brand? Share these stats 10 Partnership with marketing is crucial
- 11. 11 “ ” Adam Sunman Employer Branding and Social Media Lead Vodafone Being Britain's most valuable brand, we have a really heavy emphasis on how we are positioned. So when we overhauled our employer brand, we had to work very closely with human resources, brand marketing and communications teams to ensure that we were all aligned. For nearly a year, we met regularly to create an employer brand framework and a launch plan to the markets. When you're rolling out a talent brand across more than 25 countries, you need every bit of help you can get. Marketing's vested interest in our employer brand refresh was invaluable to our success. We also found it vital to work with the communications teams, who ensured that the messaging was on point.
- 12. Retention and internal mobility: Time to align
- 13. Get the graphs 13 Retention emerges as a top priority
- 14. 75% * Which of the following statements best describes your company's internal hiring / internal transfer efforts? Time to focus on internal recruiting Re-recruit your talent 14
- 15. Benefits of internal recruiting • Saves time • Stronger Cultural Fit • Higher performers • Retain talent for longer 15
- 16. 16 “ ” Brendan Brown VP, Talent Acquisition LinkedIn One way to facilitate internal hiring is by incorporating an internal mobility program into your new hire onboarding process. On day one, employers can emphasize their commitment to advancing employees’ career doesn’t end with their hires. It’s just a start.
- 17. How can you incorporate LinkedIn into your strategy? 17
- 18. We recommend 3 simple steps Your followers & your brand Nurture your target audiences Do what you do best Build Engage Recruit
- 19. RECRUIT Promote your jobs Proactively source talent ENGAGE Update followers Tailor your content Your LinkedIn journey starts here BUILD Grow your followers Leverage Employees
- 21. Accelerate follower growth & leverage your employees BUILD Build your follower base IMAGES VIDEOS JOBS EMPLOYEES
- 23. Improve your follower engagement with relevant messagingENGAGE Page visitors see the content that is relevant to them ≤ 400% increases in candidate conversions achievable with targeted content1 Target your content 1 Source: David Edelman, McKinsey & Company, “Quality & Relevance”, March 2014 Images Videos JOBS
- 24. Keep your followers up to date Ensure you are always top of mind Relevant content Encourages likes & shares ENGAGE Content Updates Members are 61% more likely to share information as a result of following your company 61%
- 26. Promote your jobs to the best candidatesRECRUIT All Job Posts Only the most suitable candidates will see your jobs Job posts are a great engagement tool Job visibility can be increased with Sponsored Jobs of members are interested in job opportunities from companies they are following79%
- 27. Proactively reach candidates at scaleRECRUIT Talent Direct 2,500 targeted InMails to warm candidates and build solid leads and pipelines for your recruiters automatically in advance Typically leads to a pipeline of 100-200 bona fide relevant leads
- 28. Proactively find candidates with LinkedIn RecruiterRECRUIT Recruiter Tool People who follow your company on LinkedIn are 81% more likely to respond to your InMail than those who don’t.
- 29. Followers Time Build, engage and recruit for success Relevant Jobs Career Pages Targeted Media Employee Ads Recruiter & Talent DirectContent Updates BUILD ENGAGE RECRUIT
- 30. Important trends & ideas for hiring at scale Share these stats 30 * What is the single most valuable metric that you use to track your recruiting team’s performance today? * Over the next 12 months, which of the following would you consider to be the most important priorities for your organisation? * What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles? * To what extent is the talent acquisition function at your company responsible for managing employer brand? Quality of Hire Employer BrandReferrals Retention
- 31. Questions?
Editor's Notes
- Talent leaders in the U.K. consider quality of hire to be the most valuable performance metric, and they measure it through employee turnover. As a result, employee retention is seen as a top priority over the next 12 months. Lastly, many talent leaders consider elevating the employer brand to be a long term trend, and many are contributing to the employer brand via a strong partnership with marketing.
- Graph 1 (left): Q11: How do you expect the hiring volume across your organisation to change in 2016 versus 2015? & Q13: How has your organisation’s budget for recruiting / talent acquisition solutions changed from 2015 to 2014 Show “Increase” Answer Show values over 5 years Graph 2 (right): Q19: What are your company’s biggest obstacles to attracting the best talent? – show top 3 values for 2015. For the UK, it’s: Finding candidates in high demand talent pools Competition Compensation Talking point: Both hiring volume and budget have slightly decreased over the past year, but the gap between the two remains and will likely continue. This imbalance will prevent organisations from transforming their talent strategies or overcoming obstacles.
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- Q16d: In general how well does your organisation measure quality of hire? Hyperlink for “read more on the blog”: http://talent.linkedin.com/blog/?s=%22quality+of+hire%22 Globally, only 33% felt that they measure quality of hire effectively, and an even smaller 5% felt “best in class.” The U.K. sits below the global average, meaning there is a lot of opportunity for improvement. Talk about you’re not the only one who hasn’t started
- Talking Point: Quality of hire continues to be the most valuable performance KPI, followed by time to fill and hiring manager satisfaction. Most companies measure quality of hire using a long-term methodology like employee retention.
- Lou Adler who is renowned for measuring quality of hire says that Accurately measuring pre- and post quality of hire requires a clear understanding of actual job needs; sourcing and recruiting programs designed to attract the best, not weed out the weak; and direct measures of past performance.
- Talking point: After a dip last year, employer brand re-emerges as a top priority, and as a result, organisations are investing more resources. While the company website is still key, online professional networks continue to be a very effective employer branding tool.
- Talking Points: As organisations invest more in their employer brand, talent acquisition teams worldwide continue to share employer brand efforts. And who are they partnering with the most? Their marketing departments. A strong relationship with marketing will be key to employer brand excellence.
- Here’s an example from Vodafone who’s top priority is their employer brand. They have seen a huge success and leverage through partnering with their marketing team to roll out a localised talent brand across 25 countries.
- While employee retention is top of mind among Global talent leaders, hiring internally for open roles (which helps promote employee retention) is extremely low on the priority scale. Most organisations are only recruiting internally to some extent, so there is a huge opportunity to make this an essential part of their hiring process. graphs: http://bit.ly/1KWDvkq
- Q29: Which of the following statements best describes your company's internal hiring / internal transfer efforts? Hyperlink “r Since internal hiring isn’t a top priority, most internal hiring occurs on a case-by-case basis. There are few defined programs in place, and even 14% don’t have a program at all. Talent leaders should consider formalising the process. Recruiters could also maintain relationships with candidates post-hire to keep them in their long-term pipeline. e-recruit your talent” to http://talent.linkedin.com/blog/index.php/2015/03/3-ways-to-re-recruit-your-current-talent-with-linkedin
- About 80% of recruiters say the best channel to recruit quality candidates is employee referrals. Referral info: https://business.linkedin.com/talent-solutions/blog/product-updates/2015/introducing-the-next-generation-of-recruiter-and-linkedin-referrals
- So, your LinkedIn strategy should consist of three very simple steps.
- We have a series of products that help you on every step of this journey, and these combined will help you drive significant results when engaging with clients, candidates and consultants.We help you leverage the power of your own employees to build your Followers as well as sending targeted advertising campaigns to your key audiences. We then provide you with means that help you communicate and engage with your Followers with relevant content. And finally equip you with the tools to help you do what you do best – recruit.
- We saw from the global recruiting trends that companies are continuously referring to social media to find top talent. First thing you need to do is build your follower base which you can do by setting up a LinkedIn Career Page. The LinkedIn career page allows you to target your followers with job. 79% of members are interested in job opportunities from companies they are following. We then leverage your most valuable and networked asset – your employees. Each month your employees are receiving nearly 2,000 views to their profiles from LI members who are potential candidates, clients and consultants. Currently when they view your employees they are shown a generic ad campaign. We turn this missed opportunity into a marketing opportunity by encouraging these guys to Follow your company or apply for a relevant job. We import that LinkedIn members profile picture into a add unit which helps engage and grow your Followers.
- The second most important asset you have is your company presence. Our LinkedIn Career Page solution elevates and accelerates your engagement with the audiences you care about most. We help you build out dynamic content that will be relevant for your audience whether they be candidates, clients or potential consultants. We serve relevant images, engaging video content and relevant jobs. We also enable this audience to Follow your company from this page. We have found our customers who invest in building out this content have a significantly higher response rates to their job and Inmails and give potential clients, candidates and consultants are far more richer and relevant experience. Your LinkedIn Career page also acts as a content platform to ensure you’re targeting the right audience with your messaging.
- By having a thoughtful approach to providing content updates you influence the early stages of the purchasing decision process and demonstrate your domain expertise through adding value and being a thought leader to your Followers. So when your consultants start to reach out to candidates and clients you have built your reputation as a relevant and appropriate partner. You also leverage the power of social media by your Followers amplifying and sharing this content amongst their network, and as you know – good people know good people. LinkedIn have sponsored updates to ensure your content is landing with the right people and helps grow your follower base.We also provide full reporting and consulting services around understanding how to build and deploy a thoughtful content marketing strategy.
- By building and engaging with Followers your response rates from job postings will be far higher. We find Followers of a company are 3x more likely to apply for one of your jobs than a non Follower. Let me explain how they work … (include new feature of every application has to now “opt out” from the company they applied to.
- Build – help you build your brand through jymi exposure with candidates and clients Engage – relevant and targeted, helping your brand engage with candidates Recruit – applications and conversions
- So LinkedIn has all three of your core audiences to help your business be successful. By building your Followers from candidates, clients and consultants you will achieve far higher results and the strategy you need to deploy for each of these is around the concept of “build, engage and recruit”.
- Talent leaders in the U.K. consider quality of hire to be the most valuable performance metric, and they measure it through employee turnover. As a result, employee retention is seen as a top priority over the next 12 months. Lastly, many talent leaders consider elevating the employer brand to be a long term trend, and many are contributing to the employer brand via a strong partnership with marketing.
- This image in the bg should be same in EVERY Chapter Title page