how to win big talent as a small business | engagein

#hiretowin

Making the Most of Your Small Businesses Capabilities

How to Win Big Talent as a Small Business

#hiretowin

80% of LinkedIn’s customers are Small-Mid Sized

Businesses

Large Companies − Large, complex recruiter team

− Specialization by function

(sourcing, branding) and

audience (college, regions,

functions)

Passive Candidates - Small team with HR generalist or

solo recruiters

- Team engages in full cycle

recruiting

20% Large

80% Small-Mid Sized Companies

2

#hiretowin

What makes Small Business Unique?

what did

Bob learn from Emily?

Fish in a bigger pond 1

Think Differently 2

Better tools 3

#hiretowin

Engaging the BEST talent, not just active job seekers

10

20% Semi-active

& active

80% Passive

& Super-Passive

#hiretowin

Unemployment rate for in-demand skills

11

Source: http://online.wsj.com/article/SB10001424127887323936804578229873392511426.html

Biomed.

Engineers

Petroleum

Engineers

Real Estate

Appraisers

Insurance

Underwriters

Computer

Hardware

Financial

Analysts

.4% .6% 1%

1.7% 1.9%

2.3%

National

Avg.

7.6%

4000+ On LinkedIn in

the United States

Software Developer

#hiretowin Monthly uniques Source: Comscore

LinkedIn: A deep, wide, and rich talent pool

14

102M+ N. America

20M+ L. America

&

Caribbean

65M+ Europe,

Middle East

& Africa 39M+ Asia Pacific

277M+ Members Worldwide

+2 New Members

per Second

#hiretowin

Insights Be great at what

you do

Everywhere Work wherever our

members work

Identity Connect, find, and

be found

15

NEW MINDSETS for today’s talent opportunities

“Hiring the best person available for a position,

rather than the best person who applies to a

job posting, requires a different type of recruiter

and a different type of recruiting process.”

Lou Adler

CEO

Adler Group

1

2

3

4

5

6

1

Career Opportunities

NOT

Job Descriptions

#hiretowin

A different target…

21

Active Candidates

Regularly visit job boards &

career sites

Have a current resume

Eager to read job descriptions

Likely to apply for a variety of

positions

Don’t visit job boards or career

sites

Don’t have current resumes

Unlikely to read a standard job

description

Likely will listen to the right

opportunity

Passive Candidates

3

4

5

6

2

Recruiting

IS

Marketing

1

Career Opportunities NOT Job Descriptions

#hiretowin 23

Great recruiters think about jobs the

way marketers think about products

Strong brands move people toward

purchase long before they enter the store

Do you think people treat

CAREER DECISIONS any less seriously?

Most

InDemand

Employers

2013

It’s not about free food and ping pong tables

#hiretowin

Large company or small, every recruiter should

think like a marketer

Bold, memorable visuals

with lively colors

Focus on employees

through videos and

quotes that emphasize

culture

Arresting copy

that grabs the reader

Multiple page versions

highly targeted to

visiting talent

Custom Ads

with a branded look

26

#hiretowin

Talent leaders know that brand matters

83% Say employer brand

has significant impact

on ability to hire

great talent

28

Culture Authenticity

Dialogue Consistency

Engagement Awareness

Employer

of choice

Recruiting

IS

Sales

4

5

6

3

1


2 Recruiting IS Marketing

#hiretowin

Great recruiters do too

Sales people…

#hiretowin

The sales funnel

32

SOLD!

Qualified Prospects

Proposals

Solution Overviews

#hiretowin

The recruiting funnel is no different

33

Hires

Qualified Profiles

Interviews

Interested Responses

Ed Nathanson

Head of Talent Acquisition

Rapid7

“Talent acquisition will be run much more like sales

organizations and business partners than HR

organizations, with incentives in place beyond just

“hires” that measure retention and impact.”

5

6

4

1



Every Employee

IS

An Ambassador

Recruiting IS Sales 3

#hiretowin

Me

Every employee a hub

36

Every profile view AN OPPORTUNITY

#hiretowin

Engaging, friendly picture

Who wouldn‘t want to work

with Stacy?

Links

to branded destinations

Killer summary

Written in the first person,

oozing with passion.

Descriptive headline

That goes beyond the title

OTHER FEATURES WE LIKE

• Core skills, endorsed

by her network

• Volunteer experiences

• Just enough on prior

positions to build credibility

Lead by example The anatomy of a well-branded profile

#hiretowin

Warming up passive talent

38

High

Very

High

Extreme

Moderate

Low

6

5

1



Harness the

POWER

of Data


4

Every employee IS an ambassador

#hiretowin

Are you trying to find this little guy?

40

Do you use data

to make conversation

MORE productive?

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Understand and analyze data to understand options

41

Every “requirement”: 3

Remove or alter a second: 71

Remove or alter one: 19

Remove or alter a fourth: 126

Remove or alter a third: 82

6

1



Be

STRATEGIC


4


5 Harness the

POWER of data

#hiretowin

Developing

Foundational

Strategic

Traditional

Talent Acquisition is becoming more strategic as

organizations learn how to engage passive talent

Strategic Low cost

Efficient

Quality of hire focus

Proactive pipeline-based process

Reactive High cost

Labor-intensive

Applicant quantity focus

Req to req process

43

#hiretowin

Developing

Foundational

Strategic

Traditional

Strategic Low cost

Efficient

Quality of hire focus

Proactive pipeline-based process

Reactive High cost

Labor-intensive

Applicant quantity focus

Req to req process

44

Where is your

organization

today?

Where do

you want

to be?

1


2

3

4

5

Recruiting IS Marketing

Recruiting IS Sales


Harness the POWER of data

6 Be

STRATEGIC

6 Steps to Passive

Talent Recruiting

Excellence

Better Tools

#hiretowin

LinkedIn Core Solution

Personalized

Job Targeting

The right job, in front of

the right people, even

when they aren’t

looking.

Talent Brand

Development

Leverage your authentic

brand to improve applicant

quality and quantity.

Strategic

Sourcing

Find your ideal candidates

and engage them, quickly

and easily.

47

#hiretowin

Target candidates with the most relevant jobs

50% Of all applications for jobs

on LinkedIn come from

“Jobs You May Be Interested In”

#hiretowin

Showcase your talent brand on LinkedIn to compete

with larger companies

#hiretowin

Showcase your talent brand on LinkedIn to compete

with larger companies

Jim Young Account Executive, xyzCo San Francisco Bay Area | Software

Addison Augusto Sr. Account Executive xyzCo– San Francisco, CA

Current xyzCo, Account Excecutive

Previous Acme System, Associate Account Executive

Education San Jose University

Eric Robertson Product Manager at xyzCo

Picture Yourself at xyzCo

#hiretowin

Talent Brand ROI

51

50% Savings in cost per

hire is associated with

a strong employer brand

Companies with stronger employer brand have

28% lower turn-over rates than companies

with weaker employer brands

$

Source: LinkedIn Survey, 2010, 2250 Responses

#hiretowin

Find and engage your ideal candidates at the tips of

your fingers

Put a face to the name 1


Let your network

speak for you

Make your profile come to

life with Endorsements and

Recommendations from

colleagues, employers,

and customers

1

Your Company Page: The Basics

Create an information hub for talent to learn about your

company by adding a logo, banner image, and description

2

Connect your Team Encourage fellow employees to add their current position at

your company – they’ll appear directly on the Company Page

3

Search on LinkedIn Search using keywords that illustrate the attributes you’re looking

for in a candidate; quality talent might exist within your network

4

Search on LinkedIn

Narrow down your results using search facets

4


Engage in

LinkedIn Groups

Join groups that relate to your

hiring goals to identify industry

experts – they could make

great candidates

5

Get a warm introduction Leverage your network and get introduced

to potential candidates through mutual connections

6

Reach out with InMail Message any potential candidate on LinkedIn with InMail. Show you’re

being selective and highlight skills that make them an appealing candidate.

7

Make your interactions count 8

Be a subject matter expert, sharing relevant information.

Follow the Rule of 3’s

1). Personal post 2). Industry related post 3). Recruiting / Talent post

Follow companies

Jobs

Industry

8

300M+ stories are read per month on Pulse.

Stay up to date with Pulse 9

Bring the power of LinkedIn to your

career site

10

#hiretowin

A virtuous cycle of recruitment excellence

Strategic

Sourcing

Personalized

Job Targeting

Talent Brand

Development

68

#hiretowin

A new model for today’s recruitment challenges

how to win big talent as a small business | engagein

Business

job descriptions unlikely

career opportunities

great talent

best talent

active job seekers20

job boards career sites

todays talent opportunities

big talent