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Optimize your LinkedIn presence Your hiring team is the solution to the LinkedIn puzzle. This research is designed for:   HR leaders who are assessing their organization’s LinkedIn investment. Talent acquisition specialists who want to make the most of their LinkedIn presence. Hiring managers who need to align their personal LinkedIn presence with the organization’s talent acquisition strategy. HR professionals who need a LinkedIn profile to facilitate networking and collaboration.   This resear

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Optimize your LinkedIn presence Your hiring team is the solution to the LinkedIn puzzle. This research is designed for:   HR leaders who are assessing their organization’s LinkedIn investment. Talent acquisition specialists who want to make the most of their LinkedIn presence. Hiring managers who need to align their personal LinkedIn presence with the organization’s talent acquisition strategy. HR professionals who need a LinkedIn profile to facilitate networking and collaboration.   This research will help you:   Make the case to optimize your use of LinkedIn. Choose an account that meets your organizational needs. Build a profile to help the right talent find you. Build a company page to promote a consistent employer brand. Optimize your individual LinkedIn profile to improve its visibility on the network. Talent acquisition is undergoing rapid change. Organizations face greater talent scarcity, hiring volumes, and retention challenges.   Hiring volumes are increasing. Talent acquisition teams are set to experience increased hiring volumes in 2015. Source: LinkedIn, 2015 Global Recruiting Trends   Organizations are spending on talent acquisition. Organizations are planning to spend more of their 2015 HR budget on Talent Acquisition than they did in 2014 as the economy heats up and recruiting becomes more of a priority. Source: McLean & Company, 2015 HR Trends and Priorities   Organizations worry about the looming skills gap. 67% of organizations are implementing strategic plans within two years to address looming skills gaps. Source: McLean & Company, 2015 HR Trends and Priorities Organizations often embrace social recruiting as a low-cost solution.   LinkedIn is the most popular social recruiting network. LinkedIn has more than 332 million users in 200 countries and counting. More than 95% of talent acquisition specialists worldwide are connected to the business network. Talent acquisition specialists in Australia, Canada, the U.K. and the U.S. have an average of 922.5 connections. Source: Bullhorn, 2014 Global Social Recruiting Activity Report.   How do recruiters use LinkedIn? Search for candidates (95%). Contact candidates (95%). Keep tabs on potential candidates (93%). Pre-screen candidates (93%). Post jobs (92%) Despite its widespread adoption, few users use LinkedIn effectively. The average talent acquisition specialist struggles with incomplete profiles, and a lack of strategic direction, investment, and training.   Meanwhile, leaders don’t know what hiring teams are doing online, and whether what they are doing is working. Despite the network’s growing maturity, few expect much from their LinkedIn presence. Key insight: Your hiring team can’t afford to miss the mark on LinkedIn. The return on social recruiting depends on the investment. Organizations can only target the benefits of their LinkedIn presence once they optimize their use of the account that meets their needs. Hiring teams need strategic direction, access to the right tools, and training to use them properly to be successful. LinkedIn is more than an online spot to store your resume. The network is a business database you can use to find talent, collaborate, and develop their employer brand. Skilled teams coordinate their LinkedIn presence to share why their company is a great place to work. LinkedIn is sometimes presented as a social media network on par with Facebook or Twitter. While it belongs to a family of social recruiting tools that organizations use to source candidates and build their employment brand, LinkedIn is more like an online database than a social media network. It is a site where professionals identify what they’re interested in and how they can provide value. LinkedIn works as a network multiplier: it extends the reach of hiring teams to 2nd degree and 3rd degree connections, which puts them in touch with people they would never have interacted with if not for the database. Understanding degrees of separation Imagine that you stand in the middle of nested concentric circles with an old fashioned rolodex. Your 1st degree connections are the people whose name are in your rolodex. Your 2nd degree connections are the people whose names are in the rolodex of your 1st degree connections. Your 3rd degree connections are the people whose names are the rolodex of your 2nd degree connections.   Why do 2nd an 3rd degree connections maater?   An optimal LinkedIn presence puts talent acquisition specialists in touch with more professionals than they will meet in their lifetime.   Think of it this way.   Dunbar’s number is an estimate of the maximum number of people with whom you can have stable social relationships, that is, where you know how everyone relates to everyone else. Sociologists set this number at no more than 230 people [Source: Dunbar, R.I.M. (1992)].   A person with only 500 connections already has more people in their network than they could realistically hope to know well.   Now, hiring teams get access to 2nd and 3rd degree connections, which dramatically increases the number of people in their network. A talent acquisition specialist with 500 connections and an optimized LinkedIn presence can easily have access to a database of more than 8,000,000 professionals organized by skills, interest, and experience.   If a person met 2 people from the day they were born, shaking hands, learning their names, and having a short conversation, they would only meet 85,410 people by their 78th birthday.  


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http://hr.mcleanco.com/research/ss/optimize-the-organization-s-linkedin-presence


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