3-step recruiting team makeover | webcast

#passivetalent | talent.linkedin.com

Your 3-Step Recruiting Team Makeover

How to transform from Reactive to Proactive Recruiting

Originally aired on July 9th - access recording at

lnkd.in/recruiting-culture

Srinivasan Group Marketing

Manager, LinkedIn

Talent Solutions

Ganiere Strategic Sourcing

Leader, Johnson

Controls

Please tweet questions and comments

using the hashtag #passivetalent

Meet your presenters

Why we’re here

of recruiting leaders today say

their teams focus on

recruiting passive talent

…but it takes a completely different mindset, skills and approach

3 Steps to a Recruiting Culture Makeover

• Use Cold Hard

STEP 1

Build the Business

• Audited recent hires

• Found 95% of US hires

& 75% of international

hires already on

“We can find quality

people ourselves”

“We need engineers &

they’re not coming to us”

• X product launches

delayed due to talent

shortage

• Y engineers in our area

are identifiable today

4 out of 5 working professionals are

passive candidates

Passive

Active

Source: Lou Adler/

LinkedIn study, 2011

Read more: lnkd.in/casestudies

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

STEP 1

Build the Business

Source: Johnson Controls

What are you REALLY spending?

Why an internal sourcing team?

• Average

Agency

• $23,000

Average

Sourcer Salary =

$50k - $75k

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

• Focus on one

actionable

skill each

STEP 1

Build the Business

STEP 2

Invest in your people

Sample skills to develop on your team

Writing a killer inMail

Leveraging data

How to give a great elevator pitch

Social media 101 (or 601?!)

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

• Focus on one

actionable skill

each month

• Carve out time

to work on

passive talent

STEP 1

Build the Business

STEP 2

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

• Focus on one

actionable skill

each month

• Carve out time

to work on

passive talent

• Use incentives

STEP 1

Build the Business

STEP 2

Source

Employee referrals

Retention

Business objectives

Hear more: lnkd.in/talentscout

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

• Focus on one

actionable skill

each month

• Carve out time

to work on

passive talent

• Use incentives

• Partner with

your hiring

managers

STEP 1

Build the Business

STEP 2

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

• Focus on one

actionable skill

each month

• Carve out time

to work on

passive talent

• Use incentives

• Partner with

your hiring

managers

• Praise team

triumphs

STEP 1

Build the Business

STEP 2

STEP 3

Monitor and

Communicate Progress

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

• Focus on one

actionable skill

each month

• Carve out time

to work on

passive talent

• Use incentives

• Partner with

your hiring

managers

• Praise team

triumphs

• Know your

numbers

STEP 1

Build the Business

STEP 2

STEP 3

Monitor and

#talentbrand | talent.linkedin.com

“If you don’t

measure

it you can’t

manage

Quality of Pipeline

# Ads to Pipeline

# Connects / Leads

# Interviews

# Submittals

Submittal Lifecycle

# People Sourced / Req

# Calls

Customer Survey

Time to Submittal

# Submittals / Week

# Reqs w/ Target

Companies

# Reqs Engaged /

Sourcer

# Submittals / Month

InMail Response Rate

# Responded vs.

# Sourced

# Open Reqs in CRM

Reqs Engaged vs.

Reqs Open

# Target Companies

# Process

Improvements

# Screens / Sourcer # Logins to

Source Tools

% Shared vs. Hired

% Shared vs. Accepted

# Logins to Taleo # Records Updated w/

Proper Source

# Invites to Connect

% Shared vs. Rejected

# Logins to CRM

% Shared vs. Offered

Time from Engagement

to Disengagement Time from Engagement

to Research Complete

# Screened vs. #

Targeted

# Screened vs.

# Sourced

Call Length

SLA Execution

Number of qualified

candidates submitted per

requisition / pipeline

Building An Internal Sourcing Team -

What should be measured?

#passivetalent | talent.linkedin.com Source: Johnson Controls

• Use Cold Hard

• Highlight the

competition

• Find out what

you’re (really)

spending

• Focus on one

actionable skill

each month

• Carve out time

to work on

passive talent

recruiting

• Use incentives

• Partner with

your hiring

managers

• Praise team

triumphs

• Know your

numbers

• Don’t be shy!

STEP 1

Build the Business

STEP 2

STEP 3

Monitor and

Download the tip sheet!

http://lnkd.in/go-proactive

Questions?

Resources

• Tip sheet from today’s

webinar http://lnkd.in/go-proactive

• Lou Adler passive

talent survey lnkd.in/louadler

• How other companies

have done it lnkd.in/casestudies

• Rapid7 on building a

team of talent scouts lnkd.in/talentscout

• Future webinars &

greatest hits lnkd.in/webinars

• All the latest industry

trends & insights lnkd.in/talent-blog

• Our favorite

presentations lnkd.in/LTS-SS

• Follow us!

@hireonlinkedin

Hear this 30-minute webinar

recording at:

lnkd.in/recruiting-culture

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