If you’re going to build a strategic presence on LinkedIn, the first thing you need is a business page. Benefits of using LinkedIn for business.We show you all the essential steps starting from how to build your business page. This post serves as a comprehensive guide on using LinkedIn for business marketing. For that, you need to learn how to use LinkedIn for business. That’s why you need an effective LinkedIn marketing strategy to grow your presence on the platform. It’s a place where you can attract top talent and market your brand to a B2B audience. We want to perfect it so that we can be even more of an assistance to the business in the future.LinkedIn isn’t just a place to grow your professional network. “Now, the Talent Champions programme and LinkedIn are part of what we are calling Agile Recruitment 3.0 – Talent Champions is one of our building blocks. LinkedIn has matured as a platform in terms of what you can do with it and project capabilities, and it has become our number one go to. “We knew that creating Talent Champions was a good idea and our engagement rates have confirmed that.” Gabor concluded: “We do use other platforms, but LinkedIn is our number one tool. The model we have adopted allows us to do that because it has flexibility. “If you want to be successful, you have to engage the business. We would certainly not have accomplished that had it not been for the Talent Champions participation. We wanted to interview 32 people in two days and to do that we had to send 2,500 messages in four days. The collaboration has been a great success. Now, HERE has more than 200 Talent Champions working with a team of 40 recruiters and HERE has signed a two-year contract with LinkedIn to use Enterprise. Gabor described the way that talent is being engaged as “more authentic” and honest. Furthermore, the ratio of people going through to panel interview stage is also higher. In fact, the Talent Champions – more than 140 of them in CJ’s department alone – soon got to appreciate just what kind of impact their involvement was having. For instance, if a Talent Champion reaches out to a potential candidate, the average response rate is 40 per cent, compared to 25 per cent if a recruiter reaches out. Some people in the business were not used to reaching out but they soon discovered the significant value in the programme and were fully supportive. There were some initial “growing pains” with the programme. They used the templates we had given them and if they got a positive response, they would jump on a call and then pass that candidate on to Talent Acquisition.” “We populated project folders with candidates who we thought would be a good fit and asked the Talent Champions to reach out. Importantly, they did not have to search for the talent. The Talent Acquisition team gave employees the “ingredients” and all they had to do was “follow the recipe”. “We worked with some key executive sponsors like CJ King in the development department to introduce and champion the Talent Champion programme.” Employees received specific training and they were given templates and advice on how to approach potential candidates. Gabor continued: “Traditional recruitment doesn’t work anymore. Acquiring talent was not only a talent acquisition problem, it was a business problem. It was positioned as an opportunity for the business to “Win Together”, which is one of HERE’s five values be bold, be true, learn fast, win together, and give back. HERE created an internal Talent Champion programme. With LinkedIn supporting HERE from all directions. This move has had such positive results in the past, it was time to mobilise the business and take recruitment up a notch. There was pressure from the business to increase our talent pipeline and to introduce people to the business faster.” In the past, HERE has experimented with how it recruits by encouraging team members within the business to use LinkedIn to engage potential talent and talk to them about the company. When COVID hit, the world changed so rapidly. “At the same time, our Talent Acquisition team was not equipped with the right amount of people to battle and conquer this new situation that we found ourselves in. “The business is growing significantly because of a raft of new products and services that are available. “This year, it’s been the year of the ‘great resignation’ and as a result we have had more difficulty with refilling our talent pipelines, a problem which was particularly acute in our Development organization,” explained Gabor Talan, Head of Global Talent Acquisition at HERE.
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