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Social Media In Financial Services Mike Pilcher Linked In
The document summarizes key findings from a survey of 262 HR professionals on recruiting trends in 2009: 1. Traditional job boards were still sourcing the largest percentage of hires but resources were being shifted away from job boards and staffing agencies and toward other sources like professional and social networks. 2. Building a strong talent pool was seen as a key priority, with two-thirds of teams focusing on improving recruiting efficiency. 3. Utilizing social networks, particularly LinkedIn, was viewed as one of the most essential long-term trends in recruiting.
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Similar to Social Media In Financial Services Mike Pilcher Linked In
Social Media In Financial Services Mike Pilcher Linked In
- 1. 2009 Trends inRecruiting & Recruiting Smarter with LinkedIn
- 2. Surveyed 262 HRprofessionalsOnline survey
- 3. Using the LinkedInResearch Network
- 4. Respondents: Corporate recruitersor Corporate HR (no staffing agencies)All Manager level (58%) or above (42%)262 surveyedCompanies > 200 employeesJune 2009
- 5. Hired independent researchcompany to run and analyze surveyTraditional job boards source the largest percentage of hires right nowQ7. Now, looking at 2009, approximately what percentage of your hires will you source through the following services?
- 6. But resources arebeing taken away from job boards and agencies…Q9. In 2009, what do you plan on spending less time and money on?
- 7. … and arebeing given to other sources including professional and social networksQ8. To make your recruiting efforts more effective in 2009, what did you decide to spend more time and money on?
- 8. Building & nurturingstrong talent pool is keyQ27. What have you done or plan on doing to be able to ramp up hiring and be ready for the recovery?
- 9. Two-thirds of teamsare giving strong priority to efficiency improvementsQ26. What level of priority have you and your team given to achieving significant efficiency improvements during this downturn?
- 10. Utilizing social networksseen as the most essential recruiting trendQ30. What do you consider to be the 3 most essential and long-lasting trends in recruiting?
- 11. LinkedIn Talent AdvantageOverview
- 12. 1. Every Individualis Now an EntrepreneurJob tenure on the decline
- 13. Greater global competition/ availability of labor
- 14. We are allsmall businesses now
- 15. Our name/reputation =our brand
- 16. Our online profile= our business listing
- 17. Our network =our R&D, marketing department, sales team2. Every Professional Will Have an Online ProfileThe public profile will be professionalProfessional accomplishmentsCareer history, education, associations, certifications, industry geography, passions and skillsNetworkRecommendationsContributions
- 18. 3. You network= your successBuild networks you can truly rely onConnect with people you really know, you’re willing to help and who will support & inform youYou network filters & highlights the best information & opportunitiesIt helps you access the professionals & knowledge you need to stay competitive
- 19. “I need tobetter understand and act on social media advertising”4. The Change from Information to Insight
- 20. 5. Increased GlobalCollaborationPeople here in companies
- 21. Fact: thereare more smart, informed experts outside your company than there are inside
- 22. People here incompanies > 5000 employees?
- 23. Fact: thereare more smart, informed experts outside your company than there are insideHenk Van Ess in HollandConsulted LinkedIn Answers on how to extend battery life of iPhone 3GChinese battery supplier responded -> transactionHenk published ‘teaser’ LinkedIn status messageStarted receiving ordersBecame supplier to Chinese Battery companyDeveloped “3G Juice” productLaunched a companyIncreased Global Collaboration
- 24. When every professionalis connected360 Million Professionals
- 25. Hiring yesterdaySearchWeb SiteReferralsPostingsAdvertsDirectOutreachGraduates
- 26. Where’s LinkedIn Today?LinkedIn is the world’s largest professional network > 55 million professionals
- 27. > 170industries
- 28. > 200countries
- 29. > 350,000collaborative groups
- 30. Executives fromevery Fortune500 company
- 31. Billions ofconnections
- 32. Billions ofpeople searchesWhat is changing A Global professional network where everyone can connect, contact and communicate with everyone else 360 million professionals
- 33.
- 34.
- 35. Every executive fromevery Fortune 500 company
- 36. The NewWorld of Work
- 37. Broaden yourbase of knowledge
- 38. Accelerate solutionsto business problems
- 39. Global reachWhat it does and doesn’t mean
- 40. Hiring tomorrowSearchWeb SiteReferralsPostingsAdvertsDirectOutreachGraduates
- 41. How you searchfor one person
- 42. How you findteams of people
- 43. Target your brandat people who are actively searching
- 44. RecruiterExclusive Productivity &Collaboration Tools Share the dashboard, notes, projects, searches and templates between the team
- 45. Prevent duplicatedefforts through visibility to team activity
- 46. Set upSearch Alerts to be notified of new members that may be of interestData Ownership & Compliance All sourcing activity is owned by, and travels with, the Recruiter license (the company) – not personal accountsUnrestricted Search Access to the full network- 43 million people
- 47. Able toview names and complete profiles
- 48.
- 49. No need towaste time building your network50 InMails per month, per seat Contact any LinkedIn Member directly using InMails- secure and trusted platform
- 50. Automatic rollover and guarantee
- 51. Send bulkInMails to reduce timeEmployer AdvertisingAccurate, user-generated profile data enables highly targeted and high impact online advertisements that pitch candidates on the uniqueness of your company and its current openings.Target professional segments of high quality candidates
- 52. Improve candidate perception ofyour brand as an employer of choiceTalent Direct Identify and reach out to many highly qualified candidates whose profiles best match your criteria with a customized offer, opportunity or message.Targeted, relevant contact
- 53. Convenient and relevantto candidatesYour job postings work harder and find their way to passive candidates with uniquely effective distribution. Automated talent matching
- 54. Unique experience forjob seekers
- 55. Powerful referral hiringJobsNetwork
- 56. Present multiple, targetedcontent modules on your Company Profile page, customized for the exact people you want to reach. Relevant, engaging experiences for candidates
- 57. Various modules todifferentiate your brand
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Editor's Notes
- #3 Survey on LinkedInConducted in June 2009Completed by 262 Corporate Recruiters and / or Corporate HR professionals whose teams are involved in recruitingAll Director level or higher
- #4 Despite what we hear, traditional job boards are still the # 1 source of hire, with 25%. They still represent a LOT of volume.Smaller companies source even more from traditional job boards (32%)Hiring from within is the 2nd source.Larger companies have more hiring from within (22%)Referral programs emerge as #3 with 14% and we typically see that number higher in large companies.We’ve seen some for which it represents 30% of hires.In our survey from Mar 09, referral programs were getting close to 20% for companies of more than 5k employees.