Get in, get out, LinkedIn Recruiter workflow success Oliver Garside, Customer Education Consultant, LinkedIn. Erin Schielzeth, Customer Success Consultant, LinkedIn The number one obstacle to LinkedIn Recruiter success is the following objection: "I don't have enough time." Do you also feel like you just don’t have time to make it work for you? LinkedIn Recruiter works best when it's part of your daily routine. In this session, learn how to efficiently and effectively manage your time in the platform, along with how to make new product enhancements work for you. Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN

2. ​ Erin Schielzeth
​ Customer Success Consultant
​ LinkedIn
Getting in and getting out:
LinkedIn Recruiter workflow success
Olly Garside
​ Customer Education Consultant
​ LinkedIn
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3. Time savers transform you from working hard to
working smart
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4. The road to recruiting success
1. Get Ahead – Smart and efficient search
2. Get Organised – Leverage smart projects
3. Get BuyIN – Streamlined feedback
Today’s Agenda

5. Give me six hours to chop down
a tree and I will spend the first
four sharpening the axe.
​ - Abraham Lincoln
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6. Get Ahead – Smart and efficient search
SaveSearch
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Set

7. Real time search results
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Build your
search string
See your
results
immediately
Search Filters
InMail
Insights
Profile Activity

8. SAVE searches and SET an alert
Save your search
Activate the alert
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9. Get Organised – Leverage ‘smart projects’
Set Up
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10. Smart projects – get organised
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11. Smart projects – get organised
Auto
pipeline
candidates
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12. See all actions in your project
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Profile Activity
Hiring Manager
Reviews

13. Get BuyIN – streamlined feedback
Profile Review
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14. Share profiles for hiring manager review
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15. One step review process
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16. Your road to recruiting success
1. Get Ahead - Lay the foundation with targeted searches and then
automate by setting up search alerts
2. Get Organised - Set up projects and leverage smart project
filters
3. Get Buy In - Streamline the feedback process using hiring
manager review
Source: “5 Tips to Improve Your Concentration,” Sam Horn. http://altmedicine.about.com/od/
optimumhealthessentials/a/Concentration.htm
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19. Transforming
Talent Acquisition
Christine Connor
Head of Talent Acquisition
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20. The Way We Were
Store
Support
Store
Operations
Contractor
Management
Graduate
Store
Support
Talent
Acquisition
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21. Hiring
Pain
What was the opportunity?
Speed Quality
• Consistent volume over
past 5 years
• 4 FTE
• Days open higher than
we’d like
• Some process
inefficiencies
• Candidate engagement
• Limited proactive
sourcing
• Active job seekers only
- “post & pray”
• Limited screening and
assessment
• Internal hires could be
greater
• Inconsistent market
message about Coles
• Year 1 attrition high
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22. DATA
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23. #intalent

24. #intalent

25. #intalent

26. The voice of Coles ...
Our values
Our ways of working
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27. Not
everyone is
looking
Everyone is
a potential
candidate or
brand
ambassador,
even your
consumers
Building relationships and communities is key
Recruitment
is boring
The New Recruitment…
Talent Acquisition
#intalent

28. Recruitment 1.0: post and pray candidate attraction, focus
on active job seekers, reliance on agency databases, print
advertising, fill the seat with someone
Recruitment 2.0: post and pray candidate attraction, focus on
active job seekers, online job-board adverts, ATS, hire the
‘right-ish’ person.
Recruitment 3.0: focus on non-active / passive
individuals, hire the best talent, build talent pipelines
and communities, competitor mapping , EVP, Branding
and PR
Recruitment 4.0: is all about leveraging the value of communities
created by Recruitment 3.0, external referrals
The Roadmap to Talent Acquisition
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29. Where we are currently…
#intalent
Developing
Foundational
Strategic
Traditional
Jobs
Post-and-pray
Targeted engagement
to attract highly
qualified candidates
Talent segmentation
and prioritization
Jobs on niche boards
and social platforms
Sourcing
Reactive, over-reliant on
agencies
Engage with strong
pipeline of leads and
‘silver medalists’
Team-wide pipelining
with engaged talent
communities
Build internal capabilities
to focus on passive talent
Metrics
Established metrics
and benchmarks
Data driven decision making
Brand
Defined employer
brand strategy
Influential talent brand
engaging employees
and candidates
Understanding
of employee
value proposition
2015
Partnership
Talent Acquisition
siloed from HR
Strong collaboration with
Marketing, PR,
Communications
Strategic business
advisor to C-Suite
Engage HR counterparts
and Hiring Managers

30. The Plan
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31. Where we’re headings towards…
#intalent
Developing
Foundational
Strategic
Traditional
Jobs
Post-and-pray
Targeted engagement
to attract highly
qualified candidates
Talent segmentation
and prioritization
Jobs on niche boards
and social platforms
Sourcing
Reactive, over-reliant on
agencies
Engage with strong
pipeline of leads and
‘silver medalists’
Team-wide pipelining
with engaged talent
communities
Build internal capabilities
to focus on passive talent
Metrics
Established metrics
and benchmarks
Data driven decision making
Brand
Defined employer
brand strategy
Influential talent brand
engaging employees
and candidates
Understanding
of employee
value proposition
2015
2016
2017
Partnership
Talent Acquisition
siloed from HR
Strong collaboration with
Marketing, PR,
Communications
Strategic business
advisor to C-Suite
Engage HR counterparts
and Hiring Managers