LinkedIn’s second annual European customer conference, Talent Connect Europe, will be held on Tuesday 23rd October 2012 in London’s Queen Elizabeth II Conference Centre. Register here now to take advantage of special Early Bird pricing.
With just five weeks to go, our presenters are polishing their presentations to share some very exciting stories on their secrets to success on a variety of exciting topics. Below is just a taste of what’s in store at the event!
As the web is increasingly going mobile, recruiting teams must find ways to reach candidates on the devices they use all day long. LinkedIn has become the home to professionals on the mobile web, with more than 23% of unique users coming from our mobile apps. Starting today, we’re making it easy for recruiters to reach these on-the-go professionals with job opportunities by adding recommended jobs to the LinkedIn mobile experience.
As in many industries, talent acquisition leaders need strategies that work both on the desktop and on the smaller screen. Some are already building mobile websites and apps to reach candidates on their phones. But how do you convince people to visit these sites in the first place? Reaching passive candidates is especially difficult, since they’re unlikely to find mobile careers websites, and even less likely to download job-seeking apps.
Engaging and building relationships with your Followers on LinkedIn got a lot more powerful today with the launch of Targeted Status Updates. Beginning today, you will be able to share updates to specific subsets of Followers, creating a more tailored and relevant message.
Your company’s Followers represent a valuable pool of talent who want to engage with your company and give you the opportunity to shine a light on your employment brand. In fact, 70% of followers on LinkedIn are interested in learning more about relevant job opportunities from companies they follow.
Last October, when we announced Talent Pipeline at our Talent Connect conference, the response was overwhelming—roaring applause and even some cheers from the audience (especially when LinkedIn CEO Jeff Weiner said “it’s Free”). Building and managing a pipeline of talent is becoming essential in this competitive, global economy and recruiting organizations have not had a simple solution to make this a reality. Until now.
This past weekend, we began the process of upgrading LinkedIn Recruiter accounts with powerful new capabilities to track and manage talent leads from any source, before they enter your ATS, right in LinkedIn Recruiter. Whether you have resumes, spreadsheets, or just a business card from a promising candidate, you will have the ability to add these individuals to Recruiter. No more scattered and lost leads across the recruiting team; they can all be in one place. What’s truly unique about our solution is that records you create for your leads are linked to their LinkedIn profile. Information automatically stays up to date as members update their profiles, so you don’t have to do the work yourself. And of course you get the additional insight from status updates, shared connections, skills, recommendations and more to help you really connect with individuals you are interested in.
Jim Schnyder has spent the last 11 years within the recruiting organization at PepsiCo, a $60B+ global company that counts Pepsi, Frito Lay, Tropicana, Quaker, Gatorade and many other household names in its stable of brands. He is SourceCon’s reigning GrandMaster Sourcer. He also headed up the initial rollout of LinkedIn’s Talent Pipeline across PepsiCo’s global talent acquisition team.
Imagine a world in which you have a way of sourcing just-in-time talent: where you can map out targeted talent pools in various geographies and functions, easily track their professional updates, cultivate relationships, and turn straight to those pools as opportunities arise in your organization. Now imagine you can do that seamlessly across a global talent acquisition team. I’ve spent the last several months testing and contributing to LinkedIn’s Talent Pipeline, a solution that I believe will get us there, sooner than you think.
At PepsiCo, thanks to our global brand strength, we have the fortune of having many active jobseekers in our system. But, like any organization intent on hiring the best of the best, we have our work cut out finding the right candidates. We need to scour the entire talent pool – whether or not they are looking. It’s not until someone taps a happily employed top performer on the shoulder with a stronger opportunity that they lift their head up from what they’re doing on a day-to-day basis and consider a change. Which is why, despite our brand position, recruiting passive prospects has never been more critical to PepsiCo.