Today was the keynote for LinkedIn’s new product announcement. LinkedIn pointed out that 33% of LinkedIn members access the professional social network via mobile channel and more than 30% of LinkedIn job views also from mobile.
LinkedIn Recruiter Moble: There were several but, the headline is the LinkedIn Recruiter mobile app. Now, the desktop version of Recruiter is designed for the mobile phone. Whoa!
WeChat Integration: Did you also know that LinkedIn is also available on WeChat? This is LinkedIn’s slow but deliberate move into the China market. The LinkedIn WeChat ID: linkedin_china. It’s quite easy to use although features are fairly basic and limited to simple search. (This as not part of today announcement. I thought I include this for those interested in the China market.)
Next up was Chris Hoyt of PepsiCo (aka TheRecrutierGuy). People think Pepsi has a big budget for recruitment advertising. Wrong. His group is just like any other. His is not a sales team but a cost center. He showed that many of their LinkedIn followers were curated through organic growth. Paid ads only accounted for very small percentage of their followers. He also suggested that rather than asking for HC for your new initiatives, ask for help. You’ll be surprise by how many people are willing to help. With no added HC, he takes his team for coffee and the time it takes to drink that coffee, his team will have updated their social media responses, content updates.
Creativity is the new corporate capital. This is from the “motivational” / “inspirtional” speaker today, Erik Wahl. He painted a portrait of U2’s Bono on stage.
Salesforce.com Recruiting Team – the best session I attendng in the afternoon was learning how Salesforce transformed their recruiting team structure to model after a sales organization. Prior to the change they had the same recruiting model as anyone else and the recruiters were scrappy. They delivered. But, it was not the most efficient.
- Careers Marking maps to Product Marketing
- Recruiting Research maps to Competitive Intelligence
- Inbound Candidate Sourcing maps to Inbounds Leads Generation
In addition, they leverage a lot of data and social media tools to help them mine candidate data. Did you know salesforce uses “social media listening” tools to capture social feeds and then later, identify key target candidates for recruiting targets. Smart.
Not everyone looks right on paper. Glen Cathey demonstrated his stealth search techniques. A LinkedIn profile is just that according to Glen. Not everyone can write a perfect profile. How do you search beyond the obvious and use “implied” search. You need think about how the person is writing the profile. If can understand this, then you will find that “needle in the haystack.”
Pictures from the 2nd Day:
If I had to summarize the key themes here at this year’s LinkedIn Talent Connect Conference, it would be the following: professional networking is the trend, employer and talent brand are the differentiator, big data and talent analytics is critical and mobile recruiting is next.
Talent Market Strategist. Recruiters need to make a mindset change from strategic sourcing to talent market strategist. LinkedIn data analytics gives recruiters insight into the candidate connections and relationships that recruiters can tap into. In the session on leveraging linkedin recruiter, jobs & talent pool data, presenters showed how they can tap map internal employees with their external network. By simply uploading your internal employee name and email LinkedIn will match the internal information to their profile and help you identify their external relationship and thus, allowing you to further identify targeted talent pool.
Targeted Leads. Most everyone is familar with the talent funnel, the new funnel will show strategic recruiters spending more time with generate and qualifying leads. The old model is simply castin a wide net and sourcing candidates. The targeted leads will lead to better candidate and higher rate of offer accepts.
Mobile. Generateing mobile relevenat content is the next big step in gaining engagment with candiates. On mobile, less is more. Currating content helps candidates gain
What 1 thing you can do? At minimum, leverage all that is avaialble from LinkedIn to become that talent advisor. In the session on Partnering Hiring Managers, the speakers suggested that when going into the hiring brief, go in with some prepared data. You will win instant credibiliyt and will be seen as an advisor; otherwise, if u go in with a blank paper, you are an order taker.
Wednesday will be the keynote speakers. Stay tuned for more updates.
The Talent Connect 2013 App is located here with presentations files.
And a few pictures from today:
LinkedIn held a recruiter training workshop earlier in the week in Beijing and Shanghai. They started off with the easy stuff – doing a basic search. Then they got into a bit more complex search parameters such as using Boolean search. Alright, maybe this isn’t so tough but, using the right search string can yield better results.
Other capabilities is doing skills search to map out common job description by peer industry companies. Following the approach of identifying peer companies it is quite easy to do market mapping and gather other market intelligence.
All this takes a bit of practice and some trial and error.
While I noticed that LinkedIn Recruiter platform use in the US is bread and butter for US recruiters. However, China-based recruiters have not adapted to LinkedIn Recruiter as quickly. Hence, the training this week. LinkedIn need to get their recruiter base up to speed quickly or risk its recruiter base using other local platforms.
Dan Shapero, Vice President & Global Head of Talent Solutions, visiting China this week, said China is about 3 years behind the US recruiter utilisation and capability. He also hosted a dinner for a few clients. LinkedIn indicated that we can expect to see more LinkedIn executives visiting China in the near future. China is a huge market for them and can’t be ignored in growing their membership base. Let’s see what LinkedIn has up its sleeves.
As the year is winding down, I am going to take a stab at looking into the future, the year in 2011.
The job market is picking up and corporate recruiters need to step up and be part of the game. The below are the 5 trends that will predominately occupy recruiting strategies for this next year.
#1) Use of Social Media – Top on the list is making traction with social media recruiting. While this is has been a hot topic in the last several years, few companies have effectively leveraged its maximum potential. Asia lags behind the US in using social media for recruiting.
- Recruiters need to improve their approach in utilizing social networks. It is more than just linking.
- This also requires company’s IT department to rethink their social media policies. Many companies disallow employees from accessing social network sites – leaving recruiters out of the game.
- Recruiting departments need to provide training to the recruiting team of effective use of social media. It is not about randomly linking people to increase the number of connections but the strength of those relationships is key.
#2) Executive Search Background – Corporate recruiters have relied too heavily on 3rd party agencies to supplement their recruitment efforts.
- Recruitment managers will increasingly hire recruiters with executive search background.
- A good recruiter will need to know market dynamics and industry knowledge. They need to have contacts; they know where to find key talent.
- Rather then processing a candidate, top-rate recruiters know how to interview and select talent. They have the experience to evaluate and help managers make decisions on critical hires. Pressure to reduce hiring costs will place increasing premium on the “executive recruiter.”
#3) Sales and Networking – In-house recruiters tend to work managing internal processes.
- Recruiters need to step out of the office to network with the industry. Attend industry conferences or business network events.
- Having 500 connections on LinkedIn isn’t enough. Sending job vacancy emails by itself will not get the necessary results. Recruiters need to pick up the phone to pitch candidates and jobs.
- Corporate recruiting need to know how to sell the company to candidates; and to identify and sell top-candidates to managers.
#4) Regional Recruiting – The recruiting function is moving towards a centralized function; another name for this is Center of excellence or shared service. Singapore used to be the center but, China is increasingly becoming a hub.
- Singapore recruiters need to hone in their exposure and expertise with China recruiting; at the same time maintain their core competencies in South East Asia.
- China recruiters need to live up to the “Greater China” label and source outside of the mainland market. Companies are starting to based their HQ in the China thus, recruiters are expected to have expertise in the Asia market.
- Learning to partner with the corporate headquarter teams is crucial to being successful. Always “educated upwards” with the corporate recruiting team to gain buy-in on the Asia’s unique recruiting market.
#5) Employer Branding – Businesses have been hit hard in the last couple of years. Companies made some tough choices with layoffs and salary freezes.
- Corporate recruiters should relook at their external message to rebuild trust that may have been eroded.
- Don’t forget about the existing employees – they are even more valuable. Building an internal brand messaging can help with retaining talent.
- Rebuild your employee referral programs. Getting your employee base excited again and leverage the base as an extension of your recruiting arm.