linkedin day abu dhabi

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS

The Importance of a Strong Employer BrandAbu Dhabi, Nov 13

Agenda09:30 - 09:50 Welcome and Introduction to LinkedIn

09:50 - 10:10 Maximising your presence on LinkedIn

10:10 - 10:45 Building Talent Pipeline with LinkedIn

10:45 - 11:00 Break

11:00 - 12:00 The Transformational Power of Employer Brand

12:00 - 12:20 Customer Panel

12:20 - 12:30 Q&A

12:30 Networking and Lunch


Ali MatarHead of Talent Solutions LinkedIn

Introducing LinkedIn


Am I just one brand?

Entertainment / Socializing: friends and family

Social Network: Professional Network:

Professional Affiliations

Education

Industry

Function/Title

GeographyKnowledge/Productivity: business colleagues


LinkedIn Globally is the #1 Destination for ProfessionalsWith an Engaged, Active Audience

Linke

dIn

CNN.com BBC

NY Tim

es.c

om

Guard

ian.c

o.uk

WSJ.

com

Forbe

s.co

m

Busine

ssW

eek.

..

CNBC.com

Econo

mist

.com

FT.com

184,878

87,662

65,526

50,80040,457

25,215 24,63610,250 9,861 5,233 3,667

Global Unique Audience in Millions

Source: comScore Global Key Measures Report, April 2013

3B 16.6

minutes spent on LinkedIn

monthly minutes/user

4.4B

page views

23 B

monthly page views/ user

The world’s largest professional network

1 As of Aug 1, 2013

2 As of June 27, 2013

259M+Members Worldwide

Growing at more than two members per second

1


MENA members

LinkedIn in MENA

+9M +1M

UAE members UAE Groups

Construction Oil & energy

IT and services

+2,5K

Our Vision

Create economic opportunity for every professional in the world


Creating economic opportunity for every professional

Worldwide Workforce

3,300M+2

Worldwide Professionals

640M+2

LinkedIn Members

259M+ 1

As of Feb 9 ’12 | International Planning & Research

Our Mission

Connect the world’s professionals to make them more productive and

successful


EverywhereWork wherever our

members work

InsightsBe great at what

you do

IdentityConnect, find, and

be found


Your network today……Tomorrow’s opportunities

12


2M+ LinkedIn Groups

UAE2545 groups

Employer Branding118 groups

Emiratisation20 groups


Home & Company Updates


Now featuring 250+ global Influencers

Introducing LinkedIn for Higher Education

“Compared to two years ago, the number of college students using LinkedIn

to find job opportunities has increased by 700%.”


30,000,000+Students & Recent Grads Worldwide

1

The Fastest Growing & Most Highly Engaged Demographic on LinkedIn

20,000+

275,000

Schools

New Student Members Per Month


Alumni tool: Zayed University Students Network


Munish SudanTerritory Head- UAE LinkedIn

Maximising your presence

on LinkedIn

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 21

Everyone has a unique id

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS©2013 LinkedIn Corporation. All Rights Reserved.

Googled yourself lately?

What does your personnal brand look like?

Don’t feel bad, we all do it…


Everyone of you is a Talent Ambassador


Your Talentpowers everything you will do.


Know your profile


Visual Attention Level


7 LinkedIn tips


Tip #1No Profile Picture/ Bad Picture

28

X X X X


Tip #2Vague/ Non-relevant Professional Headline

29

Why is your headline so important?• It is your first impression on other people when they see you on

LinkedIn.• It almost always follows the mention of your name, everywhere on

LinkedIn – this is your tagline!

X X


Tip #3Boring Summary

30

Keep it interesting & precise – It’s your elevator pitch!

Tip #4Incomplete Description of ExperienceYour Career history tells your story


No Mention of Skills & Expertise in the relevant profile section

Why mentioning Skills & Expertise is important?

Tip #5


Tip #6No Recommendations

32

Why Recommendations are important?• Adds to your professional image by letting viewers know what other professionals who

have worked with you think about you• Recommendations lend credibility to what you say about yourself• Recommendations that you write for others also impact your credibility – be careful &

honest when you recommend others

Tip #7Excessive/ Irrelevant Group Memberships

How are Groups important?• Allow you to learn & stay abreast through participation in industry/ domain specific

discussions with other relevant professionals• Allow you to position yourself as a subject matter expert


Set your visibility right


Adapt the inbound messages to your needs


Follow companies

35


2M+ LinkedIn Groups

UAE2545 groups

Employer Branding118 groups

Emiratisation20 groups


Listen in on Groups

37

Join many

Participate in a few

Run one

Groups

IT ProsCXOs Fashion

1,000,000 +


Get LinkedIn Today…and every day

38


Jeff Weiner

Francois Dufour

Wade Burgess

Nick Besbeas

Alison EngelMary LeeJohn Smith

Dan Green

Nicole German

Visualize your connections with inMap

Mike Gamson

Jonathan Lister

http://inmaps.linkedinlabs.com

http://inmaps.linkedinlabs.com/

http://inmaps.linkedinlabs.com/


Stay connected on the go with the brand new LinkedIn app

40

Job you may be interested in:

Senior Advisor- IMMubadala

3 things to do for yourself

1. Complete your profile(Photo, Tagline, summary, vanity url and links)

2. Set your parameters according to your needs

(visibility, accessibility, frequency of messages)

3. Set news for you(Join 3 Groups, Follow 3 companies, Subscribe to 3 News

sources)


Lindsay BrowningEMEA Talent Acquisition ManagerLinkedIn

Building a Strong Talent Pipeline

With LinkedIn

Today’s Session

Why Pipeline

‘How to’ Pipeline Tips and Thoughts

Live Talent Pipeline demonstration

Q&A Session

Why is Pipelining Important?


Reasons to Build Pipeline

1. Identify the Right Talent Early

2. Reduce your Time to Hire

3. Prevent Superstar Candidates from Slipping Away

4. Strengthen your Employer Brand

5. Strengthen Partnerships with the Business

6. Roles and Talent-Ideal State

How many of your partners interview when there are no open roles?

“None”Any recruiter pipelining will positively effect time to hire with minimal/ no impact in interview process through

to offer acceptance

“Half of them”Pockets of success in

significantly reducing time to hire within areas where

recruiting repeatable skillsets due to on-going

hiring needs

“They all do.”Time to hire is significantly

reduced and defined by identifying prospective hire

availability and offer acceptance

Business asks “I need to hire ASAP, what candidates do you have in pipeline?”

“We have no pipeline”

Addressable Market-not identifying and optimizing key talent pools. Recruiter

starts from scratch

“I’ve spoken to a couple of potentials already”

Met for coffee, pre-screened. Exploring conversations have

happened. Start discussions

“We have candidates who are in “Talent Tribes”

and you have previously

interviewed them.”Benchmarking previously

interviewed candidates can lead to valuable conversations

about candidate quality, capability and build credibility.

Some ‘How to’ Tips

Simply Grow, Track, and Stay Connected with all Your Talent Leads

Pipeline ReportTeamBusiness

Strategy Engage

With Business Priorities and Talent Acquisition Leverage connected

Business

Strategy Team Pipeline Engage Report

Pipeline

Naming

How many?

Talent Tribes

Skills (Java,

Mobile)

Business Units

Amount?

Keywords

(language)

LinkedIn

Referrals

Recruiter

Job Boards

Willing to

relocate

Compensation

Availability

New Prospect

Outreach

Underway

Future

Prospect

Not a fit

Moved to ATS

Projects Tags Custom Fields Sources Status


Let’s Review

1. Engage the Business to enable success

2. Outline a clear Strategy

3. Involve the Team while building capability

4. Define a structured Pipeline workflow

5. Further Engage the business to deliver talent

6. Identify, monitor and Report key measures to show success


Jonathan KiddSenior Relationship ManagerLinkedIn

The Transformational

Power of Employer Brand

Mary PrattTalent Brand Consultant


It's about YOU

About identity

About how it makes you feel

About emotional attachment


What would it mean?


The beauty of employer brand is you don’t need everybody to know your name. Only the right people.


The BIG Takeaways

Employer brand is vital to improving recruiting outcomes

Every company, regardless of industry, location, and size can harness the power of a strong employer brand

Social Media is leveling the playing field like never before, enabling organizations to articulate their brand every day, in many ways


The Power of BrandsWhat HR and talent acquisition leaders can learn from the world’s best marketers.


We’re going to talk about…

1

2

3

4

5

6

The Power of Brands

How Marketers Think About Branding

Your Talent Brand

Every Organization

Going to Market

Measurement


Identity

A Quality Promise

A Decision Making Short-Cut

Brand is Talent


What does it mean to work for your organization?


Relevant– To the target audience

Consistent– Must build trust

Credible– Must deliver on its promises

Inspirational– A strong brand will connect

on an emotional level

Unique– Set apart from its competitors

Consumer Brand Attributes


Relevant– To the target audience

Consistent– Must build trust

Credible– Must deliver on its promises

Inspirational– A strong brand will connect

on an emotional level

Unique– Set apart from its competitors

Talent Brand Attributes


1 Series 3 Series 5 Series 7 Series

20’s Professionals

Recent graduate

Single

No children

Social / nightlife focus


Upwardly mobile

Single or married

Likely no children

Active lifestyle


Established career

Married

Growing children

Family-centric lifestyle


Executive career

Married

Teen / grown children

Luxury lifestyle

BMW Segmentation


Jr. Engineer Sr. Engineer Sales Executive

Education?

Experience?

Motivation?

Values?

Work Style?

Career ambition?

Other considerations?

Talent Segmentation

Education?

Experience?

Motivation?

Values?

Work Style?

Career ambition?


Education?

Experience?

Motivation?

Values?

Work Style?

Career ambition?


Education?

Experience?

Motivation?

Values?

Work Style?

Career ambition?



The Real Rock Starsof Your Business areeverywhere you look, if you know what you

are looking for!

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONSSources: Forbes, EBI and Universum

10% increase in EB can increase annual

profits by $2,400 per

person per year

$

Attraction!

Managing Corporate Reputation

as an awesome place

to work

Career

Top Talent comes to

you

Engaged Staff.36% more likely

to perform above average

36%

An Average of 10%

reduction In Cost per

Hire to the

Company

Helpsto

differentiate you from

your Competitors

Deliv

ery

10% Growth in Talent

Branding Management Jobs in the

last 2 years

Development

Total Talent Brand Investment increased 86% over the last 3

years

86%

83% of Global Recruiting

Leaders identify TB as a Critical

Driver toAttractingTop Talent

Some Food for Thought…..


The ‘Team’ with the Best Players WinsJack Welch


Power of Brands

©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONSSources: Arabian Business, Merrill Lynch, Brand Finance

Visitors will more than DOUBLE

Up to 300,000 New Jobs expected

Potential windfall of $23 Billion

UAE Brand Value

Estimated to Exceed

$8 Billion!!


THE UNLOVED

They can Deflate you…..


People Power Brands

Effective Talent Branding is Critical to Winning Top TalentTop Talent have Top OpportunitiesThe Best Differentiator you have are your PeopleIt’s time to Humanize your Talent Function


Your Employees are your best asset. Happy

Employees make for happy Customers

Richard Branson

People Power Brands


But What is Talent Branding?


“Talent Branding is a logical process

through which Employers strive for one

main goal: to have a strong appeal on

their future and current ideal Employees”

Source: Universum


Paint the Right Picture


The Challenge…

Effective Talent Branding needs HR people to start thinking like

Marketers….

You are simply Marketingto a different audience…..

…….Talent


From This…….


To This…….


Fad or the Future?


Fad or Future?


Benjamin Franklin

An Ounce of Preventionis Worth a Pound of Cure


It’s all about shifting from good.. ……to FIRST CLASS


The Talent Revolution…


The Talent Revolution

From this……


The Talent Revolution

…To This

More than 1 million hits in 8 days

More than 800 LinkedIn requests

In excess of 1,000 ‘messages’ + 150 JOB OFFERS!!!!


Employee Review Websites


Create the Beat…


Wondering where to start?

1. Dig Deep

2. Define

3. Build the ‘A’ Team

4. Develop Proposition5. CommsStrategy

6. Roll out

7. Measure It

8. Enhance & Improve


Candidate Experience

referralsSocial Media

AdvertisementsWebsite

Awards

Internal CommunicationsOn-BoardingCorporate Social Responsibility

assessment centres

One Voice…..Many Channels


Time to Think Differently….


A Totally Different Mindset…

• Think like your Target Audience• Dare to be Different• Create your Candidate Experience Legacy


Consistency is key….


The Future……Some Facts!!

259 million LinkedIn Members

+9 million LinkedIn Members in MENA

2 New LinkedIn Members Every SECOND

By end of 2013, there will be more mobile devices on earth than there are people

84% cannot last one day without a mobile phone

50% of Americans sleep with their mobiles next to them

20% of people check their phones more than once every 10 minutes

Global mobile data grew 70% just in 2012

77% of Job Seekers use a mobile Job Search App

The Business Case


The ROI Story

Source: LinkedIn Survey, 2010, 2250 Responses.

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


Talent Leaders Know that Brand Matters

83%

Agree that employer brand has significant impact on ability to

hire great talent


Employer Brand Investment is Rising

51% 40% 9%

Spent More

SpentSame

SpentLess

91% of companies spent more or the sameon employer brand in 2012 compared to 2011


Showcase your talent brand on LinkedIn


Showcase your talent brand on LinkedIn

Jim YoungAccount Executive, xyzCoSan Francisco Bay Area | Software

Addison AugustoSr. Account ExecutivexyzCo– San Francisco, CA

Current xyzCo, Account Excecutive

Previous Acme System, Associate Account Executive

Education San Jose University

Eric RobertsonProduct Manager at xyzCo

Picture Yourself at xyzCo

107

Only 1 out of 3

How do you measure success?

Companies measure their employer brand in a quantifiable way


Your Talent Brand vs. Your Talent Competitors

Peers:

Dynamic, Inc.

Golden Phase

six28 Enterprise

Wavesynthe

Commona

Paularino Systems

Employer of choice Weaker employer brand

4/6

Measure. Engage. Improve. Repeat.


Back to the BIG Takeaways

Talent brand is vital to improving recruiting outcomes

Every company, regardless of industry, location, and size can harness the power of a strong talent brand

Social Media is leveling the playing field like never before, enabling organizations to articulate their brand every day, in many ways


Q & A

linkedin day abu dhabi

Technology

linkedin members640m

familyprofessional network

social network

new student members

worldwide professionals3

worlds professionals

economic opportunity

engaged demographic