ConnectIn Milano 2015
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Scopri le presentazioni di ConnectIn Milano 2015: i keynote speech degli executive di LinkedIn e le esperienze dei clienti!
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ConnectIn Milano 2015
- 2. #connectinitalia Agenda Benvenuto Marcello Albergoni, Head of Italy, LinkedIn Building for the Future: HR & Talent Acquisition driving Talent Strategies together Wendy Murphy, HR Director EMEA, LinkedIn Lindsay Browning, Head of Talent Acquisition EMEA, LinkedIn Come cambia la Talent Acquisition: best practice italiane Mario Bastoni, Global Head of HR, Pioneer Global Asset Mgmt Francesca Chicaro, HR & Recruiting Manager, Benetton Group Riccardo Donelli, People & Change Associate Partner, PwC Coffee Break Comunicazione ed employee advocacy: l’impatto concreto dell’Employer Branding sul business Emanuela Angori, Head of Corp. & Internal Comm. Salini Impregilo Marcello Ferrozzi, Corp. Marketing & Comm. Manager, Datalogic Claudia Tattanelli, Chairman Strategic Board, Universum “Talentopoli: per lavorare veloci servono strade pulite!” In viaggio con Beppe Severgnini
- 4. Welcome Marcello Albergoni Marcello Albergoni, Head of Italy, LinkedIn #connectinitalia
- 5. relazione /rela'tsjone/ s. f. [dal lat. relatio -onis, der. di referre "riferire"]. 1. [esposizione orale o scritta intorno un determinato argomento: fare,presentare una r.] ≈ promemoria, (non com.) ragguaglio, rapporto, rendiconto, resoconto. 2. [corrispondenza che intercorre tra due o più enti: tra i due fatti non c'è alcuna r.] ≈ attinenza, collegamento, concatenamento, correlazione, legame, nesso, rapporto. ▼ Perifr. prep.: in relazione a ≈ a proposito di, con riferimento a, in ordine a, per quanto concerne (o riguarda), relativamente a, riguardo (o rispetto) a. 3. a. [contatto tra persone: r. di amicizia, di affari] ≈ legame, rapporto, vincolo.
- 13. “Building for the future” HR & Talent Acquisition drivingTalent Strategies together! Wendy Murphy HR Director EMEA LinkedIn @wendymurphy6 Lindsay Browning Head of Talent Acquisition EMEA LinkedIn @lindsay_chat #connectinitalia
- 15. Economic Graph Members Companies Jobs Skills Schools Knowledge @wendymurphy6, @lindsay_chat #connectinitalia
- 16. Scaling the Organisation • Organisation Design • Leadership Capability • Succession Planning
- 17. Scaling the Organisation Strategy Talent Analytics Succession Planning Employer Branding Talent Attraction Talent Pipelining @wendymurphy6, @lindsay_chat #connectinitalia
- 18. Talent Acquisition • We will not let each other fail • We are ambassadors for each others’ teams • 3 C’s • Seek to understand
- 20. Leveraging Data Org Effectiveness & Health Spans & layers Promotion rate Talent Flows Employee Engagement Gender Diversity 50% 50%
- 22. Succession Planning Potential to Scale Performance • Learning Agility • Aspiration • Potential @wendymurphy6, @lindsay_chat #connectinitalia
- 23. Internal Talent Branding • Culture & Values • Environment • Profiles • Posting @wendymurphy6, @lindsay_chat #connectinitalia
- 24. Employees have 10X more social followers than their company has Creating a hunger for content amongst potential talent!
- 25. Talent Attraction Elevation of Partnerships Profile of Hire Acquisition Strategy Talent Flow @wendymurphy6, @lindsay_chat #connectinitalia
- 27. Total Addressable Market (aka TAM) Revenue Opportunity Temperature Who is likely to buy? Low High High Tele-Sales “Red Carpet” Nurture Build Awareness @wendymurphy6, @lindsay_chat #connectinitalia
- 28. Planful and Prioritised Co-signors Search Once and Manage Prioritise High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered @wendymurphy6, @lindsay_chat #connectinitalia
- 29. Scaling the Organisation Strategy Build the Plan together Leverage Data Execute & Measure Unite the team #connectinitalia
- 32. Come cambia la Talent Acquisition: Best Practice Italiane
- 33. Come cambia la Talent Acquisition: Best Practice Italiane #connectinitalia Francesca Lanzara Relationship Manager LinkedIn Mario Bastoni Global Head of Human Resources Pioneer Global Asset Management Francesca Chicaro HR & Recruiting Manager Benetton Group Riccardo Donelli People & Change Associate Partner PwC
- 34. prescription of behaviours hierarchy rigid boundiaries rigidly designed processes expensive, one stop-shop HRIS Individual growth projects & heart-based practices collaboration & contribution Community, cross company & Work-life Custom business practices Commoditized apps and personalized tools Personal Career and Life Project The career game is changing
- 35. Reduced Time & Costs to hire Improved Candidate Quality In 2014 Hired through LinkedIn - 118 resources including execs Talent Acquisition @ Benetton Results Messico India Italy France Germany
- 36. • Pioneer & Linkedin: a bit of history • New hires impacted by Linkedin: 15% senior level • Quality of hire • Cost reduction and savings Talent Acquisition @ Pioneer Investments
- 38. Comunicazione ed employee advocacy: l’impatto concreto dell’Employer Branding sul business #connectinitalia Cristina Arbini Talent Brand Consultant LinkedIn Emanuela Angori Head of Corporate & Internal Communication Salini Impregilo Marcello Ferrozzi Corporate Marketing & Communication Manager Datalogic Claudia Tattanelli Chairman Strategic Board Universum
- 39. A FEW TRUTHS ON EMPLOYER BRANDING
- 42. Communication Strategies Utilizzo degli strumenti e del modo di comunicare tipici di Datalogic per nutrire un pubblico (follower) di possibili consumatori/business partner/candidati Video di prodotto e di eventi Teaser (video e immagini) Azioni virali sui follower Forte attenzione alla valorizzazione del sito corporate Datalogic.com Aumento dei visitatori mensili Miglioramento del posizionamento online (SEO ranking) e dell’ “affidabilità”
- 43. Negli ultimi 12 mesi, 44 persone sono state assunte da Datalogic tramite LinkedIn, senza ricorrere a società esterne. Questo ha reso possibile un importante impatto in termini di saving! Effetti sul recruitment
- 44. Perché LinkedIn per Salini Impregilo?
- 47. LinkedIn come attivatore di brand ambassadors Campagne di Comunicazione Interna Progetto Linkeding Future Builders Workshop interni (al management e ai dipendenti) per facilitare la comprensione e l’utilizzo di Linkedin
- 48. Lesson learned LinkedIn: non solo Talent Attraction ma anche canale a supporto di «Brand Equity» attraverso campagne di comunicazione e employee advocacy. Elementi di successo per una nuova strategia integrata su LinkedIn: Far percepire il valore di LinkedInal Top Management: non solo strumento di sourcing ma anche acceleratore di Brand Equity tramite conversazioni sul brand e storytelling con il network dei dipendenti Strategia integrata comunicazione interna ed esterna Gioco di squadra inter funzionale tra comunicazione e HR
- 50. HOW TO TRACK YOUR SUCCESS ONLINE?
- 51. The benefits of a strong Employer Value Proposition
- 53. Iscriviti subito a Talent Connect London 2015 con il codice CONNECT375 per usufruire della tariffa speciale di £375 entro fine maggio. Lnkd.in/seeyouinLondon Talent Connect London 2015
Notas del editor
- How about another big round of applause for Parker and Dan! We heard a lot about changing the game today. It is the central theme that ties together all of our discussions this week. It’s not just about changes to our platform, but to the industry as a whole. Don’t lose sight of the fact that people’s lives are literally being transformed through these changes. I am incredibly fortunate to be on the receiving end of hearing these incredible stories… the recent film school grad who closed financing through LinkedIn contacts… the small business owner in Ireland who prospered through relationships on LinkedIn… the unemployed mother who was out of work, unable to find a job, who then found her dream job through LinkedIn. And then there are the stories from our customers in which I hear about careers being transformed by virtue of the fact that you’ve given your companies a new way of doing business. When we talk about changing the game, we’re just providing the platform, but you are the visionaries who will change the world. You will evangelize what recruiting should be and will work to make that happen.
- Reference economic graph as the over arching strategy for Linkedin globally Our dream is to help people more easily navigate this increasingly challenging 21st century global economy by developing the world's first economic graph, what does that mean - we want to digitally map the global economy and in doing so, create economic opportunity for every one of the 3B people in the global workforce.
- We want to create a digital profile for every member of the global workforce We would like there to be a digital profile for every company in the world, and who you know at those companies up to three degrees to help you get your foot in the door. We would like to have a digital representation of every job offered by these companies, full-time and part-time for profit and volunteer. We would also like there to be a digital representation of every skill required to obtain these jobs. And a presence for every higher educational organization and learning and development tool that would enable the members to obtain those skills. And lastly, we want to be in a position where we can overlay the professionally relevant knowledge for every one of those individual members, companies and universities to the extent they want to share it. Then we want to step back and allow capital, all forms of capital, intellectual capital, working capital and human capital to flow, to where it can best be leveraged and in doing so, help lift and transform the global economy.
- LI has been in the very fortunate position to have grown significantly and very quickly in recent years but towards the end of last year we knew it was time to pause, reflect and be much more thoughtful about how we scale the organisation. When we think about scaling the org we think about OD and specifically org health, our leadership capability – we have grown fast and as a result of that people have progressed very quickly in their careers, much fast than they may have in other more established organisations, and lastly thinking in the context of maturing, what does our bench strength look like, do we have skills gaps, and in some cases do we have successors at all! To thoughtfully scale the organistion we need to build out a comprehensive plan, that leverages the Talent Organisation
- Talent Analytics Succession Planning Employer Branding Skills gaps 9 box The importance of building your brand internally – mention Glassdoor Diversity Org health Culture & Values - driving engagement Organisational metrics Focus on agility Creating Brand Ambassadors Engagement scores
- Traditional Succession plans often fail in hyper growth environments because they aren’t agile; we have changed the standard 9box grid to now reflect learning agility, aspiration of the employee, and their potential to take on more responsibility.
- They say a picture tells a thousand words so I have put up some photos that give an indication of the environment within which we work. When we think of Employer Branding, we have focussed on building our internal brand first before going big externally. We have been very thoughtful about what culture we want to have and thankfully that starts with our executive team who designed our culture & values, but mlklkjljlkjlklkmlkmmm Environment that is fun, engaging and but must ensure our ee’s can be productive and successful in what they do For those of you that were here last year I explained that in the every new hires induction we help them pimp their profile Phase II of our strategy for brand ambassadors was to encourage our empoyees to post their stories……. Give example of RotateIN
- To summarise ……..