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Finders Keepers: How to Target the Best Candidates Before Your Competition Does | Talent Connect London 2014
The document outlines a strategy for recruiting and engaging top talent using social media, particularly LinkedIn, emphasizing the importance of building a strong employer brand and maintaining active communication with followers. It underscores the effectiveness of treating recruitment like marketing, where candidates are more likely to apply and share job opportunities from companies they follow. The case study of Sunglass Hut illustrates successful implementation of this strategy, achieving significant follower growth and filling vacancies through targeted engagement.
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Similar to Finders Keepers: How to Target the Best Candidates Before Your Competition Does | Talent Connect London 2014
Finders Keepers: How to Target the Best Candidates Before Your Competition Does | Talent Connect London 2014
- 1. Finders keepers: howto target the best candidates before your competition does Leonardo Intriago Talent Solutions Consultant LinkedIn Rosalin Marshall Senior HR Business Partner Sunglass Hut / Luxottica UK Retail #intalent
- 2. Build Build yourbrand, your followers, your platform & talent pools #intalent
- 3. Build Engage Buildyour brand, your followers, your platform & talent pools Engage with them to position yourself front of mind and as a thought leader. #intalent
- 4. Build Engage Recruit Build your brand, your followers, your platform & talent pools Engage with them to position yourself front of mind and as a thought leader. Recruit your followers with jobs that are relevant to them. #intalent
- 5. Build Engage Recruit Build your brand, your followers, your platform & talent pools Engage with them to position yourself front of mind and as a thought leader. Recruit your followers with jobs that are relevant to them. #intalent
- 6. Agenda Thinking likea marketer Why followers matter Recruiting made easy #intalent
- 7. The world’s bestrecruiters think like the world’s best marketers. - Jeff Weiner, LinkedIn CEO #intalent
- 8. Great recruiters thinkabout jobs the way marketers think about products. Strong brands move people toward purchase long before they enter the store. #intalent
- 9. Do you thinkpeople treat career decisions any less seriously? #intalent
- 10. Every member travelsa different path… ensure that you engage them at every touch point Publishing content Researching universities Gaining insights from Influencers Staying connected and networking Participating in groups Searching for jobs #intalent
- 11.
- 12. Followers have amassive impact on your recruitment efforts 3X more likely to apply for jobs at companies they follow 10x more likely to share content distributed by companies they follow #intalent
- 13. Followers have amassive impact on your recruitment efforts Engaged talent pool Long-term relationships Brand evangelists 79% of members are interested in job opportunities from companies they follow 64% of followers would follow companies “indefinitely” 61% of members are more likely to share information as a result of following a company #intalent
- 14. Build and engage Awareness to your target audience directly in their news feed Amplify the reach of your critical roles LinkedIn APIs and plugins, and career page powered by LinkedIn #intalent
- 15. Jobs are thefuel that engages your followers Job posted Automatically update your followers when jobs are posted #intalent
- 16. % New hiresfollowed your company before being hired #intalent
- 17. Inbound followers arethe key to your passive-interest talent pool.
- 18. Manage inbound followers Save your search Activate an alert Use the Company followers filter #intalent
- 19. Manage LinkedIn inboundtalent Save your search Use the Joined filter Activate an alert #intalent
- 20. Now, it istime to harvest #intalent
- 21. InMail your Candidates Organise your Candidates Use the Linkedin Recruiter filters #intalent It is time to Recruit…
- 22. Prospecting Developing §Search § Refine § Organise § Reach § Interest § Close § Build § Interest § Close Reduction in Time to Hire Sourcing #intalent …or It is time to Pipeline Three phases for an efficient pipeline workflow
- 23. how is targetingthe best candidates before the competition? The Sunglass Hut UK Project #intalent
- 24.
- 25. Over 50 years of excellence 1 74.000 5 Creative Hubs >45 >8MN >7.000 Stores >75MN >60MN 130 Countries People OneSight Patients Costumers Brands Manufactured Frames Group #intalent
- 26. The best BrandPortfolio in the Industry Luxottica House brands License brands #intalent
- 27. 3000 Stores +50 stores in airports 17174 People 140 Stores 2 Flaghip Stores Covent Garden Oxford Street 60-70 seasonal stores 5 Avrg. people per store Sunglass Hut Around the world and in the UK & Ireland #intalent
- 28. Sunglass Hut Project’sAmbition • Spread and strengthen Sunglass Hut’s Employer Brand through LinkedIn, selectively reaching and engaging retail professionals. • Set up an innovative, effective and efficient “Talent Acquisition Process‘” to support the development plan of the Sunglass Hut Stores Network. • Develop a strong “Talent Pipeline” to manage proactively the seasonality typical of the retail business. #intalent
- 29. Sunglass Hut Strategysuggested by LinkedIn Communication and Employer Branding Plan Structure an Innovative “Social Sourcing” Process #intalent
- 30. Build Engage Recruit Build the Sunglass Hut presence on Linkedin to communicate with consumers and potential candidates Engage with them, to position Sunglass Hut in front of mind and as a leader in the sunglasses retail industry Recruit from all the sources: followers, jobs applications, checkin and massive InMail campaigns #intalent Sunglass Hut Strategy suggested by LinkedIn
- 31. Building the presenceof Sunglass Hut on Linkedin Before April 2014, Sunglass Hut did not have an official presence on Linkedin. #intalent
- 32. Building the presenceof Sunglass Hut on Linkedin #intalent +4500 Followers +1500 Employees Follow Us Permanent Ad Updates to Followers
- 33. Attracting and Engagingwith new followers Recruitment Ads Campaign was launched, followed by a Massive InMail to retail professionals Regular updates to Followers #intalent Follow «Sunglass Hut» Campaign
- 34. Engaging and Recruitingcandidates from the stores The 1st company that uses LinkedIn's “Checkin App” inside the stores Did you hear about my first LinkedIn recruit? I found someone for Ashford via LinkedIn and is absolutely amazing. HR made an offer this week and he accepted straight away. So, LinkedIn does work and I would encourage everyone to get on board. Sarita, Store Manager Bluewater #intalent
- 35. Engaging using othersocial media channels #intalent
- 36. #intalent Recruiting candidatesfrom all sources This approach has generated targeted leads in our Linkedin Recruiter Dabatase Sourcing within the database (Passive Candidates) Sourcing from Job Applications (Active Candidates) Talent Direct Leads (Active/Passive Candidates) Checkin Applications (Active Candidates)
- 37.
- 38. 78% of thefollowers are from desired industries 57,2% 2,1% 2,2% 2,7% 22,2% 13,6% Source: LinkedIn Company Pages Analytics Retail Apparel & Fashion Luxury & Goods Cosmetics Students Other #intalent
- 39. An interesting pipelineto Recruit from +130 So far, leads from Checkin at Stores +200 Leads from Talent Direct InMail 80% Vacancies filled via Linkedin 95% Applications coming from Linkedin #intalent +6000 Views from the job posted
- 40. Key takeaways Build Your follower growth Engage Followers with regular updates on your organization, culture, and opportunities Recruit Followers – they are your talent pipeline #intalent
- 41.