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Webcast Your roadmap to sourcing like a pro with Matt Davis
This document summarizes a LinkedIn webcast about data driven recruiting strategies. The webcast covers identifying talent pools using LinkedIn data insights, developing relationships between recruiters and hiring managers, and a 3-step process for data driven recruiting that begins with defining hiring needs and keywords. It also discusses building talent pools, understanding seniority and skills by location, competing for talent, and leveraging internal networks for referrals.
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Webcast Your roadmap to sourcing like a pro with Matt Davis
- 1. Webcast Series: Identify andattract the best talent in South Africa Webcast starts at 11.00 Your Roadmap to Sourcing Like a Pro
- 2. #hiretowin YOUR HOSTS FORTODAY Guest SpeakerModerator Emma Fortune Marketing Coordinator – Growth Markets LinkedIn Matt Davis Customer Success Consultant LinkedIn
- 3. What is socialrecruiting?
- 4. The Modern Recruiter Matchmaker Marketer Salesperson TalentAdvisor Data Nerd Researcher Technologist Art & Science
- 5. Your Recruiter BrandMatters
- 6. Your Personal Brand Theparticular skills, talents and areas of expertise you’ve cultivated • Professional reputation • Online image • Personal characteristics • Work style • Community engagement and worldview
- 7. Who would youtrust with your career?
- 8. Cultural fitFirst impressionCompany visibility Elevate your company culture by including it on your profile Before candidates call or email you back, they look you up By looking at your profile, candidates have an impression of what it’s like to work at your company Why is Your Company Brand Important? You are the company’s best brand ambassador
- 9.
- 10. 3 Steps ToA Data Driven Recruiting Strategy
- 11. It All StartsWith A Hiring Need… Keywords: "Data Center" OR "Datacenter" Location: Johannesburg OR Cape Town OR Durban Industry: Internet Seniority: Manager Interested In: Potential Employers Company Size: 501-1,000 OR 1,001-5,000 OR 5,001-10,000, OR 10,000+ Years of Experience: 6 to 10 years OR More than 10 years Years in Position: 3-5 years OR 6-10 years Company Type: Public Company Language(s): English Recommendations: 3-4 OR 5-10 OR 11-20 OR >20
- 12. #hiretowin Cape Town Joburg (word sizerepresents skill frequency) Look At Skill Mix By City
- 13. #hiretowin The Where &Why: Joburg Has More Senior & Management-Level Talent Understand Seniority Splits By City 12% manager level or above 7% manager level or above
- 14. #hiretowin Who Are YouCompeting Against For Talent? 0 50 100 150 200 250 Company L Company K Company J Company I Company H Company G Company F Company E Company D Company C Company B Company A Hires Leavers
- 15. #hiretowin LinkedIn Talent PoolReports lnkd.com/plan
- 16. #hiretowin Build Your OwnTalent Pools
- 17. Hiring Is ATeam Sport
- 18. Hiring Manager AndRecruiter Relationships Can Be A Problem Source: http://bit.ly/DataDrivenRecruiting
- 19. But Great ThingsHappen When We Get It Right! Source: http://bit.ly/DataDrivenRecruiting 4X Developing relationships with Hiring Managers is the #1 driver of talent acquisition performance – 4X more influential than any other
- 20. Putting It IntoPractice 1 2 3 Informational intake meeting with your Hiring Manager Research and refine your talent pool with data Follow-up strategy meeting with your Hiring Manager
- 21. Train Your RecruitersTo Have Consultative Hiring Manager Intake Meetings
- 22. Clarify Talent PoolAnd Align On Strategy Have or set realistic expectations grounded in data Widen the talent pool by removing non-priority job requirements
- 23. Leverage Your InternalNetwork Warm Outreach Works 1 2 3 Most Connected Employee Hiring Manager Recruiter
- 24. Learn more: Download ourData Driven Recruiting guide http://bit.ly/DataDrivenRecruiting
- 25. #hiretowin ©2014 LinkedIn Corporation.All Rights Reserved.
- 26. #hiretowin Webcast Series Identify andattract the best talent in South Africa Webcast 3 : November Date TBD
- 27. #hiretowin To Register forthe Live stream follow this link: http://bit.ly/TalentConnectLondon
- 28.