Introducing our speaker: Lauren Larose
[00:00:03] Hello everyone on the line. Thank you for joining us for today's webcast. Our topic for today is from insights to pipeline using data to plan and brand for the future. I'm glad you're able to all join us. Quick couple of logistics things before we get started. First my name is Rebecca Feldman. I am the senior global marketing and education program manager for our brand Solutions team here at LinkedIn and wanted to just let you know you will all receive a follow up email within the next few days with a link to the recording as well as to the slides. So no need to take serious notes you will get all of this afterword. We will leave time at the end for Q and A. So if you have any questions feel free to put them in the queue in a box. I'll be monitoring those and at the end and try to get to as many as possible. And then lastly if you have a minute at the end to fill out the feedback survey we greatly appreciate that we run these on a monthly basis. We look through all the feedback and we aim to always improve them and make them more valuable for you so we greatly appreciate any feedback that you provide. And with that I'm going to pass it over to Lauren La Rose our presenter for today's she'll introduce herself and dig into our presentation. Take it away Warren thank you so much.
[00:01:20] Thank you. Hi everyone. Thank you for joining us today. We're here to talk about it and how he's planning brands for the future. I'm more on the road ideas in your solutions consultant at LinkedIn specializing in employer brands. I've been with LinkedIn for just over two and a half years as an employer graining consultant working with our clients in Canada out of New York and Singapore and probably coming in I was actually a client I believed in working at a large oil and gas company in Canada where I helped to build the employer brand manager career marketing program for about four years. So I've worked in the talent enough conditions driving bayed and now consult with many of you on how we bring your plate right to life and I'm really excited today to be talking to you guys about how we really are able to use data to help us build our strategy and larger campaign. So today we're going to cover the talent landscape and then we're going to get into the importance of data and how we can really surgically some insights from data to help us actually put different plans in place to help build the pipeline.
The talent landscape is evolving, shifting information and power to the candidates
So the talent landscape is evolving and I think we're all keenly aware of them and evolving at a rapid pace. Long gone are the days paper made the new tool and we're very much into the era of social media online profile and increasing availability of information and that's really starting to challenge the market place in the past. Definitely companies were able to provide their skills and knowledge about finding excellent people were able to win talent but today we've really been able to do democratize information and that means that it's really cracked the market open for many more companies to be able to approach talent in a much different way.
[00:03:15] So the vast majority of candidates are online linked in our thoughts. We have over 500 million number globally and we continue to grow at a rapid rate. We also see close to 60 percent of our business even coming on a mobile device. So not only can it is that we have online but the way that they're experiencing experiencing US online has really began to change. This means that there's more opportunities for candidates now more than ever to really understand and connect with people. Our research companies and really find out what's going on making the competition for talent harder and harder than ever before.
[00:03:58] So the power has really shifted to the candidate and it's pretty alarming to think about but the thing is showing that on average adults are spending a lot an hour a day consuming media which if you think and reflect about yourself. I know for me I only work at a media company but I can think of the amount of time during our computers mobile phone all at once. I wondered that I actually have to double time because were so turned into our devices and our own were consuming so much media and information that it presents a really unique opportunity for us and China acquisition and there's definitely an audience available online and they're spending a lot of time online and they're even doing it in some pretty strange places.
[00:04:41] So we look at mobile job seekers we actually see that they're even looking at us when they're in the bad or you know at the bottom in their current job. So we really need to start thinking about notably the fact that these people are available on their online that have we are getting in front of them in a different way.
[00:04:59] And when we think about the competition for talent getting out we know that our social media can function in terms of networking and from that we see that there's been a real shift to a job candidate. There are fewer job openings and you know that gap between the skills that you're looking for and the availability of talent in that market has really changed. And this means that now more than ever candidate can be more selective in their career decision making it harder and harder for these companies to be able to attract that right talent. So prefer to know mate. We have a supreme opportunity to get in front of you know the exact audience we want but there but there is so much attention there's so many people buying from their attention.
Data can point you towards in-demand talent, and help you understand your place in the market
How do we really build strategy to break through the night that we're going to be talking with you today when we talk about data. So it's really data that can help point up in the right direction that data is going to be that tool that can actually help us uncover meaningful insights that we can really use to point out in the right direction and build a thoughtful acquisition strategy didn't help us to be able to find a demand talent. We're going to know how to prevent the right message to them. What we found. We're also going to better understand our competitive strengths and the opportunities that we have and as an organization within the market and you know I think that all of these really strong strategies are built out of the foundation of data.
[00:06:33] I also believe that this is the kind of thing that helped us get to an executive table and really become a part of the business infrastructure overall. We're bringing these data points to life to help our companies succeed.
[00:06:48] And so you know that we found that actually helped us in teams that have matured analytics are actually twice as likely to improve their recruiting. And I think that makes a lot of sense. We can monitor what we can't measure and when we actually have the proper data to be building inflatable strategy where we do see things that are more attractive. There's nothing worse than having a hiring manager having to tighten the recruiter and asking for something like a girl or all ages simply no other career talent doesn't exist in the marketplace or that you're not going to probably attract them. You don't have the data to take back to that measure or the business to prove yourself about how the right data to be able to build an effective strategy from the very beginning that you can improve the efficiency of improving recruiting hacker so we actually see that teams that have maturity that are three times more likely to actually realised cost reduction and gain efficiency within their marketing efforts. So what does it say to German recruiting mean we are to find that. You know this is the interpretation talent pool data to find that people or your organization factor the value that we haven't needed are recruiting is truly the interpretation part. Anyone can accumulate data. But the ability to actually rolled it up into powerful knowledge is what makes it useful for your organization. What's going to help drive value. You know that recruiter from all over know the value of data 77 percent over here told us that they're more efficient when they have a solid understanding of the market and the talent pool they're a copter back to that previous example of knowing you know having a thing got involved in an Intel mathematician program that orphaning got don't really have been. Military recruiters tell us that they don't have the tools necessary to actually understand the market that they're competing in the talent pool they're trying to attract. And unfortunately though today the goal is to really help empower you to become a data field powerhouse that can help you get help get you a leg up on competition. And so then we're first going to talk about the ways to find these different pieces of data. So we're going to look at two different types of data today. We're going to look at noctua data and that map of data is going to give us a broader understanding of the industry in town pool as all of the market opportunities. Right.
Reviewing macro data on industry talent gives you insight into competition within your talent search field
[00:09:37] And then we're going to look at a more micro look at data and really get into some of the more granular details on that account as you're trying to attract were able to do things on the macro and micro pieces of data that definitely start to have very powerful information and insight to build strategy from getting the big picture.
[00:10:02] We're going to start with the macro data walk through a couple of examples of different industry report it's called talent pool report that LinkedIn makes available to our customers to help us get that macro overview as a particular industry. And today we're going to use an example as a computer software company looking to hire salespeople. So when we look at the Industry report for the computer software industry we can start to get a broad picture of what's happening within the industry within a particular region. So we can see the top 10 regions for growth for computer software within theU.S. and definitive information starts to know not only some areas for growth but some areas that might be interesting for us to be competing and so we're going to be able to understand from this information if we're competing in region with higher competition for the talent. We're also going to be able to understand if there is talent available in these market that we're trying to attract and if we're thinking about expanding in the future we're going to be able to find out not only from regions with some good talent pool but also understand weather and hotter and lower markets for talent yes I'm saying that we can look within this industry data and to see the other top industry that are competing for the same talent we are within the computer software industry. So this is really important to think about within the computer software industry we're not just competing with in her own industries or talent but there's also other talent other industries that are looking for the same talent to think about the fact that we might benefit from expanding our search beyond computer software to information technology and services and Internet industry. It looks like we've actually been successful as an industry to hold talent from these industries in the past and they have very transferable skills. For a while everything even the hiring and early hiring strategies we can start looking at the top school that are producing talent for our industry and start thinking about giving them a timber accurate their expanding our search and focusing on campus hiring initiatives.
[00:12:26] These are the type of information that they need that true for us while we can see from his report that actually more than 16 million people in the U.S. about 8 percent have actor's degree. And there are a lot of them coming into the computer software industry.
Industry talent reports point you to cities where competition to hire talent may not be as high
[00:12:44] We can all start to understand not only where and talent pools are and what the demographic makeup of them then but we can also start to learn more about their behaviour so we can see that people within the industry are the popular content topics for them around leadership and startup sales and cloud computing and a popular group are all focused on cloud computing. So we're seeing even Content Marketing Strategy. We're going to want to be thinking about how we can jump into the conversation that there are a part of talking about things like cloud computing and start. We want to also be encouraging our own employees to be blogging about these topics and having thought leadership pieces focused on the.
[00:13:25] Once he's got a good assessment of the industry. We can then look at things like talent pool reports to actually understand at a macro level the talent pool that we're competing for talent pool reporters there's really amazing insight into the data they can get from link for your key talent audiences. So it's like this. We're trying to higher down people's copy. And on the first sheet of data we can see that the talent pool there's some really hot market for talent and there's also some hidden gem though the size of the bubbles actually indicate the size of the talent pool in each region. But we can also easily and indeed not only understand the size of the talent pool but how competitive it is for the talent pool within each region.
[00:14:09] So if we're starting to combine our information from what we learned previously to what we're getting from that we can see that with respect to recruiting from salespeople in the software industry we can go is there to see where we might have some good but all of the talent that might be transferable that are outside of that.
Understand talent’s behavior and hone your messaging to appeal to their specific interests
[00:14:31] If we look we might want to be focusing on places like L.A. and Dallas and they're actually lowering competition and there's a good sized talent pool there have been able to stand out. We're going to get some other information to figure out how we can really hit that talent was the right message.
[00:14:49] Once we've been able to get in front of so out of the industry reports we can also look for others that have a talent pool and see whether their behavior. So there are some really interesting information here. First of all LinkedIn conducted survey with 300000 LinkedIn matters annually. And we asked people what they are most interested in when they're looking for a new opportunity. Typically absent competition in their work life balance are always number one. Q So we think of the table. Take a look at some other thing that different topic will identify interesting for them they're looking for new opportunities. So here we can see culture that fits my personality and the ability to make an impact are very interesting for me. These are more things that we can use when we think about messaging for these different audiences to be able to work on opportunities that are with our company. And if you think about highlighting a culture that fits your personality that's not something we can just tell candidates. That's something that we have to show candidate through storytelling. On employees voices through Twitter and through rich media content we can also see popular content topics for this year so we can see that pop computing once again our hot topic within the family industry. These may be clues that the different tech thought leadership pieces we want to be promoting are placed right or the type of content we want to be sharing from our company. Now we have these views while we can also learn more about how to best approach that we can see here we have inside on the email that are working well for the bad guys in the day of the week. We can also see when they change jobs so we can see the majority of our candidates here are most likely to change jobs after 30000. So we want be our search and starting our outreach on this more tenured faculty.
Live demo of how you can find talent pool insights with LinkedIn Recruiter
[00:16:59] Next I'm going to show you how you can use your own life in her tool to actually clean some of these site.
[00:18:45] Okay. I think that they will soon follow. Just give me one third of that.
[00:18:56] Well Lawrence pulling that up to you I'll answer a quick question because a few people have asked this number of you have asked where you can get these industry reports. Mean it's something that your relationship manager can help you. They're available for our customers. So you reach out to your relationship manager or your solutions consultant that person can help you get something specific to your industry or the talent pool that you are interested in learning more about.
[00:19:23] I think I'm sharing my story now.
[00:19:28] I don't see it but let me refresh I still see this on his screen sure one more time.
[00:19:43] Otherwise I right. I think I've got it everyone for the technical difficulties. There we go it should be up in a moment. There we go.
[00:19:59] Okay. Sorry guys I have a plugin downloaded and it needed to be downloaded so I'm now blinking recorder and on my right to search for that fails you can see I'm looking in some locations across the U.S. I'm looking within the computer software industry for people in a sales job function that I have three to six years of experience. Neither of them are insights that we see from them with that talent pool and industry data. When I run the search I can actually see for the specific target audience some deeper insight so I can feel that there is five thousand five hundred twenty total candidates that match my search. But if I want to roll up some of these insights I can use that they've gotten their views heard in day to actually see a really nice summary.
[00:20:54] So the event is going to pull for me is going to be based on companies experience education location.
[00:21:00] If I could compare all of evil to see a really nice summary of this search that I ran I can see the current company that people within the talent pool are working at the company that they work out in the past.
[00:21:14] So these are all pieces of information that I can help you use my thoughts to target different different campaigns.
[00:21:21] I can see that for the years of experience I'm looking out over three years. We've got you know just a small fraction but these types of insight can help me understand that if we're looking to expand the search to six or more than 10 years we're going to be able to drastically increase the size of the talent pool that we have available. I can see that there's actually a good chunk of these people however that are that have three to five years of experience. I can also see the schools that they went to in their field day. So these are all the different types of insights that I can use to get a more granular view of my account what I'm going after and understanding the opportunity within the market.
Look at your own employee pool to gain insights into where you’re gaining—or losing—talent
[00:22:10] Rebecca We will see the presentation again.
[00:22:32] So using that information we now want to take a look at our own pool. This is where we can start to understand our own company and our own opportunities. You've probably seen as information before it kind of blink then we can actually see that our health club. And so that can be a good indicator if we know where talent is currently working and where the sales are going off with the we are winning and losing them of talent so we can see here we're pretty even with our main competitor that this with some of these guys that actually anybody's been dealing quite a bit of talent from this may be something that we wanted to go into to understand what are they offering or why are they so successful after hurting our people.
[00:23:11] Is there something that we should be looking at implementing. We can also see that HP we've actually been quite successful in pulling people from so we might want to learn the lesson here about what we've been working with and resonating with this particular audience. We can also see that our partners employees are connected to a lot of the company that have the talent that we're after as well. So this could help us understand if we're really going away leverage and for all types of cash for these roles because a lot of our own employees are connected to that talent.
[00:23:50] We can see that we're really trailing behind in follower base. We're at about 200000 bottlers where our competitors are up in the millions and millions. So we might want to focus on building our building our follower rate to better reach. We can also do a deeper search within our own company to better understand our own particular talent pool.
[00:24:16] So I'm going to try to share my reading..
[00:24:44] So once again using LinkedIn recruiter we can actually take a look at our own company and do searches to get a granular level of detail of what the make up for our different key companies are. I don't know if you've ever done this before but it's pretty neat exercise because how most of the time we have more granular detail on your actual employees and their current kind of your level of experience girls education then you might even have within your own system.
Take a granular view of your employee’s data using LinkedIn Recruiter
[00:25:13] So all you have to do to look at the data is actually enter your own company name within the company and look at the current company that I'm going to look at our actual job function without the words that we're using for these people. I'm I've been implemented but this is just an imaginary company. But is it something you do for any group. So you think you've got the key talent thing inside you're working on. You want to get an understanding of what the makeup of your own team like.
[00:25:40] And then you can start replicating some of that information is what if I could search once again it's going to pull out that tool candidate pool.
[00:25:47] And when I you search inside that's where I can get that summer gig at.
[00:26:05] So I can see here that for our own company whenever researching our own company our own company is going to be the largest employer because as people update their role within LinkedIn it's going to show a company. So that's great. We've been promoting a lot of our own people. We can offer see we have a lot of people who've also worked at Oracle. Google Salesforce Microsoft is going to show that we've actually had success recruiting for these companies in the past and maybe this is where we should start we can see that we've got a clear tenured workforce in terms of our years of experience. But right now we're really heavy on the people and it wants to redefine gears so we might want to be looking for people with maybe a little bit more experience around that. Do the schools that we've had a lot of success in hiring from as well as with a study about the locations that we're having a lot of success pulling from. Do we need this to take a more granular look at our different town schools within our own organization to understand where we're having success and where we might want to replicate some of those some of the targeting capabilities. And I'm just trying to stop sharing to the side.
Now that you’ve gathered the data, use it to build your pipeline
[00:27:31] Okay. Now we gather all of that data. What do you do with that. It's been a lot of data to look over and think you're bearing with me I hope you are having totally glaze over but it is hard to get really exciting. This is when we're actually able to turn the data into insight and start to drive how we can really attract the best talent for your organization. At the end of the day that's the point of all of this work.
[00:27:57] So are four key steps to using data to actually build your pipeline. So we've already gone through the first step of assessing the data for each of your key talent segments. And I just want to reiterate that these are exercises that you do for average growth in your organization but this is really the kind of accurate they are putting forward. For the most difficult roles you have to sell within your organization.
[00:28:20] Now we got the data. We're going to focus on how we build unique and unique value player value proposition pretty different ideas that could help us determine our risk strategy and that can actually help us launch campaigns and pipeline.
[00:28:38] So let's look at a person.
[00:28:40] So we're what we're looking for first help us to actually translate all of that data into insight so that we can actually understand our audience in a deeper way. So we think about a few of them on our computer software developers that she works in computer software IP or the Internet industry and she most likely to change jobs after three years.
[00:29:04] The topic that she's really interested in aren't sales tactics cloud computing and startup that the content that she's engaging with most online she values culture and the ability to make an impact in her role and date back to contactor early in the week or on the week she waits you know he's trying to come you know any other time of the week.
Strategize to connect with candidates in a meaningful way
[00:29:28] Now we have all this information online that it makes quite a bit easier to understand how we're going to approach her and what's the best range plan for messaging the so when we're determining our outreach strategy we're going to think about how we can manage engagement along her journey.
[00:29:50] We first raised awareness with Melissa and raising awareness. We really want to help her start thinking about your company your work.
[00:29:59] We want to be warming her up once you're out there we're going to generate interest and that's how we're going to be able to turn her into a leader and how can I do the same thing.
[00:30:10] Warming up all of that making sure just who you are is really important. What comes next is about driving preference for your brand. That's where we really need to be so your company and your culture so that thinking about you what she wants to pursue when you put her opportunity what she's interested. That's how we're able to be more likely to apply to a job posting or more likely to reach out to your refund your team. When they reach out also understanding the appropriate outreach strategy along with the industry insights that we'll be able to understand the market that we're competing and you might already have a lot of awareness within the market formula. So we might not need to do much to raise awareness. Good to want to really focus on driving preference and building that culture identity within your brand or you maybe be entering new markets that you haven't ever competed in before. And you know that they're incredibly hot competition. So you know you're going to have to bring out the big guns to be able to bring people like that into your organization.
[00:31:18] So there's very there's very different or you can choose to do that. And there's very different tactic along the way. We're going to focus on LinkedIn and how we really take our candidates through the journey on LinkedIn. The very top to follow. We're going to be wanting to talk about and we're going to be wanting to launch things like recruiting Sponsored Updates to raise awareness. We have awareness we're going to be focused on delivering our message to your career pages and things like pipeline builder. And then we're going to be able to convert that into a lead using job and recruiter so we'll get to that in just a moment. But we're going to focus today on pipeline builder pipeline builder is a relatively new product for a cure at.
Use recruitment ads and sponsored updates to connect with your target candidate persona
And it really fit in well with the candidate in Germany and probably something new that you haven't been before that I'm really excited to show you so with a holistic campaign approach we're going to start to raise awareness with M.S. through recurring out in the budget update the the offing for a appear with the desktop on the right hand panel and it's starting to warm up. Making her aware of this as the company and the role that we're hiring for now. We're getting the insight that we have gleaned about how the content wasn't engaging with just boxers and content directly and the need to Lot that computing now is going to be more aware of you as an organization. And that's where she's going to want to then take an interest when she takes an interest that is worth something like your career age comes into play. You're going to be able to understand your company culture. We're going to be able to showcase different employers who are working with you and your employer value proposition and that is where she can start to explore your brand and your job opportunities.
[00:33:13] At this point Melissa should be very open to your career opportunities. And after something like pipelines are committed by pipeline builder is a personalized page that we're targeting that allows her to spread interest in joining your company. All the things we just spoke about the ad sponsored content company page those are driving the awareness and the interest. The pipeline builder is something really unique that you probably haven't seen before and it's really alive.
[00:33:42] Please bear with me again while I did follow up okay.
With Pipeline Builder, target candidates can see your sponsored content on their LinkedIn newsfeed
[00:33:58] So this is the mobile experience for pipeline builder with pipeline go there. You could see before the final client that was actually in the middle of all this is in addition to all those dollars previously something like pipeline builder is going to be even more active. So this is Melissa news feed and she's actually just trolling through her new mobile device which is a very likely behavior. She's going to be a PETA sponsored content pop up in her news feed from this and it's going to be really relevant to her where we're in a computer software company in the music industry and we're sending her piece of content talking about joining a world class team like that what she clicks through on this is sponsored content that she's brought to the landing page the pipeline the landing page where she gets where this specific opportunity for her.
[00:34:51] So we're getting information about the fact that for Mary or Allen we're looking for our engineering team and we're looking for people to use this as a broad showing that hey only 8 percent of the members within differences go. Software engineering is going to this as a very unique opportunity.
[00:35:11] We're not standing up to everyone we can talk more about the opportunity and try to highlight the specific role that we're looking for. McGinty's we can highlight our candidates that are perfectly normal important to her and we can also serve to bring it to light by actually putting their team member from scene here as well as the team that she puts through to see the actual profile as well as some of her team. There to be more information here but for the company overall there's even a video highlighting engineering. So all of this is the really great way that once again be hitting her that right now we got her attention and being able to convert her into it with one less she can get interested and as she says I said this is what her LinkedIn profile is events into your product folder a legitimate concern for her convincing to follow up where we now know it was a leverage a gal a media marketing strategy to go after the That's talent that we want and we know we're going to be more open to us to be able to fill the role version factor.
[00:36:16] So student wasn't the men should prompt us to follow the pipeline.
Pipeline Builder builds a customized campaign for your target audience—ultimately driving leads to your company
[00:36:33] This is a really really unique opportunity for us to leverage and when we put all of the data together to build a very very customized campaign for a very targeted artist based on data and insight. And so the initial results in the themas pipeline builder there is that 83 percent of the lead after pipeline builder had not even previously applied to a job at a company. So really it will start tapping into some new talent pool and some new markets by using a tool like pipeline builder and then some of the invite to build a campaign.
[00:37:11] The other amazing thing about pipeline builder is truly that mobile experience is so simple and easy for someone on a mobile device to express interest in talking to her. They don't usually come up asking them to go and apply for a job posting while they're probably sitting on the toilet at their current company looking for a new job but were really able to build that brand and showcase that culture and be able to translate that audience into a leader who can focus on doing what they do best selling that company and finding that people are truly Autodesk has been an initial part of our pipeline go there and visited one of our permanent product manager there. They're really impressed with how quickly we were able to engage people and find that people who were from at the same was probably there in the web and are coming up with Autodesk in October talking about their actual pipeline experience.
[00:38:12] And so just under all all I know a lot of information and data that we went through.
Pair macro and micro data to get a detailed view of your hiring landscape
So would he take away the ability to pair that background Mangrum data to help you picture of your hiring and Gabe is what's going to help you really be effective. Well manage your should be able to use those insights to build a robust profile and be able to truly deeply understand your ideal talent audience will help us determine the best way to approach and build a strategy. And then once we launch the tailored outreach programs are really going to help them feel your pipeline.
[00:38:51] One short video from our LinkedIn Recruiter about how LinkedIn are using data to transform how companies people experience the world and find opportunities.
[00:39:20] The vision and our dream is to create economic opportunities for every member of the growing workforce of 3 billion people in the global workforce and we want to profoundly impact and change the lives of everyone. The way we're going to do that is by developing the world's first economic graph. In other words we're going to digitally map the global economy. What does that mean specifically. We're not a profile for every member of the global workforce. We're not a profile for every company in the world. We're gonna have a digital representation of every job and every skill required to obtain those jobs offered through those companies. We're going to have a digital presence for every higher educational organization and university that enables people to obtain those skills and we want to make it easy for every individual every company.
[00:40:07] And every University to share their professionally relevant knowledge to the extent they're interested in doing so. The hope is that we can lift and transform the global economy. It's not enough to just standardize the data around the skills required to obtain a role. It's important that we're training today's workforce for the jobs that are and will be enough the jobs that once were.
[00:40:45] Great thank you Lauren. Just a quick reminder for everyone on the line you will get a follow up email within the next few days with a link to the presentation as well as the reporting. I know we get a lot of questions about that. So just wanted to remind you all.
LinkedIn Talent Pool and industry reports are free—just touch base with your relationship manager
So we've had a couple questions Lauren about the search insights in recruiters so I hate to make you pull up the screen again but maybe you just want to quickly show people exactly where the search insights button is after you run the search I think when you're kind of quickly I just to reiterate and show people where that search insights button is so that they can get to it on their own.
[00:41:23] Yeah no problem.
[00:41:28] And while Lauren is pulling that up I can answer a couple of the other questions. We've also gotten so a number of people earlier asked about the telephone industry reports and where you can get those. And those are actually available free through your relationship manager for delinquent customers. So feel free to reach out to your relationship manager if there's a specific report you're interested in and warn you that you've got this pull up now so I will let you show everybody where that search insights button is again.
[00:41:57] Yeah actually guys the ones we got just back and Linkedin Recruiter did a search. So any time I'm running it certainly didn't hurt her and I certainly never got the visas. Fact is the big button right. So this is where we can actually see a summary of that search rewrap and the uncertainty the little faster. So this is really really amazing intimidation I think to be following out and having your team take meetings with your hiring managers or wreathing to believe more about strategy. I think this is the kind of stuff that even to bring to the table to really be seen as a proper consultant for that and be very very aware of the market that you're trying to attract talent. So is there once again as the top search result of the news today and you can do this for any thoughts of your writing as well as with within your own company. So this is the voters that I ran looking within the computer software and fail function. When you could do that or you know unique in deep searches you are building within recruiter simply doesn't say great.
Search insights are easy to use in LinkedIn Recruiter—but Pipeline Builder is a separate media product
[00:43:05] And a similar question someone's asking if they can see those search results for their employees in specific positions where they came from so maybe they just want to see their sales employees or their engineering employees for example Yeah absolutely.
[00:43:20] All the same the same functionality is available. You're using your own company whatever filter so you could use job title specifically boring to be looking at job function. Think that all the schools that people can choose that are at your company and your what roles they are feeling what the possibilities are instead of you wanting to use your company.
[00:43:47] Thank you. We've had a number of different questions to about pipeline builder. So people asking where can they assess it is it and recruiter Judy don't have to buy it. So maybe you can give a little bit of detail around how you can get access to use pipeline builder if you're interested.
[00:44:04] Yeah absolutely. So there is one of our newer Employer Branding media outlets. And so it is something available through purchase of Campaign Media and it's something that you can partner with your relationship manager and your solutions consultant on a strategy. The pipeline builder is essentially a campaign that we're running and we're driving people to that branded landing page. So we're using media which we can use to recreate Sponsored Updates we're sending them to that branding that branded landing page where they're able to click I'm interested and get integrated into recruiter. The pricing varies on the size of the need within your organization and that the talent pool that we're going after. But it is a newer product that you can stick to one of your relationship managers about great thank you.
[00:44:57] We have a question Lauren. I'm not sure I know the answer to and you may not either which is totally ok but I'm going to post it anyway on the show just asking if LinkedIn utilizes any third parties to assist in generating true labor market data outside of the database. I don't think so. I don't know if that's something that our economic growth team might be working on. I don't know if you know anything about that yet. My apologies to the person who asked this that they don't know the answer yet.
LinkedIn Talent Pool data is vast, but there’s no third-party integration with the data
[00:45:24] From my understanding the data that we have available through our whole report and the Industry report that we were revising today. LinkedIn only data and we don't by outdated any other third party companies. I believe that there are some that claim that they can actually clean them inside based on those options but it is proprietary information. There are a couple days going into our own things and data are and we have a wealth of data. You can see into those are the divorce report that we can provide to provide for free. There are more details were brought to the court and you can see just the level of detail and information that we can get from those can be incredibly actionable. But as far as I know possibly our economic team that's working with organizations like WEO and the idea that there is no integration with their data.
[00:46:20] She is asking for the example of Millicent's or computer software sales person for theoretical flexors company today. For the example of Melissa are there any hints I'm linking to inform us about what are Melissa's interests saying you may want to use pipeline builder email to contactor. So maybe you want to go back to showing some of the talent pool and industry report showing what she might be interested in. They think that will help answer this person's question.
[00:46:50] Yeah absolutely.
[00:46:51] Let me just navigate back to that though the behavior data is where we really are. To be able to translate some of that and to how we can measure how we can either stand what they're interested in. So this is that homeschooler Berghain for salespeople is summarizing that sales people. Again this survey that surveyed 300000 people and asking them what they want in a job. This is how people in these different roles clearly telling us what motivates them within a role. So this is a value proposition should be built something like a culture that fits my personality and the ability to make an impact. Those are things that people are looking for when they're picking a new opportunity. So those are going to be the types of things that you want to make sure you're promoting content around and sharing your own people's stories around as well. You can see there is more information here about popular content topics popular topic or sales than we actually can feed them. Some of the articles that are resonating outside of LinkedIn. There is one site that I like to use quite a bit. Can you identify turning content topics trending content for different audiences. So you said you know dot com and you can use it to get real time information on different topics that are trending within different industries and for different audiences. And that could be a really useful tool to help aggregate them additional content within your content strategy.
Pipeline Builder ads are targeted and the URLs can be shared to your talent community
[00:48:38] Thanks Florence. Next question this person is asking you. Pipeline builder ads show up on other social media sites Facebook Twitter etc.
[00:48:47] They do not. The way that it currently built is within LinkedIn and within LinkedIn advertising with us within our own quarter. However the Yooralla to the links to the Pipeline builder page is unique. You are all they can share it when you purchase the pipeline builder campaign. You actually have access to that you are AL for after and you can change that content with enough pipeline builder page as frequently as you want. So while we generally want to make sure that we're not it's something that you are able to broadly so that we're making sure that the leads that come through are very relevant to the different talent pool that were put in for as we run a campaign and is really successful. And you just want to be promoting that on your own website or on a few other places to create talent community. You can change the messaging to be a little bit more thought out and promote it that way because it's unique you are out. But generally we are going through campaigns to really leverage the targeting that we have available within LinkedIn. Nothing like being able to actually target company years of experience as their profile. So we're making sure that we're getting a very very relevant pipeline.
[00:50:09] Great thank you. A couple people ask to see the pipeline builder demo again if you wouldn't mind pulling that up.
[00:50:20] And while Lauren is pulling that up to address a few questions we've also gotten on pipeline builder topic I think we've answered them. I just want to make sure that they're covered. You can talk your relationship manager about the pipeline builder solution if it's something that you'd like to be able to take advantage of. It's a solution that is included with either a recruitment ad or sponsored updates campaign. So again pipeline builder is actually free. It's the media that drives the pipeline builder that would be what you would purchase. And again you're relationship manager or solutions consultant can help you figure out what that rate solution and and package looks like for you.
Check out BuzzSumo to find content that appeals to your target talent pool
[00:50:59] Perfect. I'm just learning the lowlights durians from pipelined again just trying to get back to the beginning here.
[00:51:13] Paul and then also while that is pulling up for anyone who once again just as a reminder any of the helpful reports the company's satellite data any of the information that we share with you today day for our theoretical facts again that's something you can get through your relationship manager we'll be happy to help you with that. I've also done a number of fashion they think I've individually responded to most of them but those Websites that Lauren mentioned are that has information about topics that people are interested in.
[00:51:51] Would be using these apps you oh so buzz like a b and Sumo like a wrestler. Sumo so that is the Website that she imagined.
[00:52:03] That the it is exploring. There is a lot happening on my computer.
[00:52:15] What's happening there show you right by the others and you find frightening when you don't get to know I think I've covered most of the questions will backloading but I was gonna say for anybody who if we can't get this to load again.
[00:52:32] If you go to our business that link dot com Web site and you go to the higher section and then go on a product update there's information about pipeline builder on there you can demo a video you can see a lot of information there but it looks like a clean up so that's good. So let Lauren walk you through that and then I'll see if we have any more questions.
Pipeline Builder is a tool that helps you recruit more effectively—and lets candidates easily show interest
[00:52:55] Yeah. Perfect. And there's some really good KSAT on that website as well if you want to be looking at some of our early results. Okay so again is the mobile experience for pipeline builder. So this is often selective targeting software engineers that were trying to recruit her organization. And so we're using softer content to actually raise that awareness and drive traffic to the pipeline builder landing page. So and here Allen is on her news feed. She's going to be seeing and turning content and then the second update that she sees is actually sponsored content that we have forces have sponsored to her that I'm visiting her right in the movie you can see where we're having their messaging here we're a computer software company or other within the music that we're talking about. You love music are interested in reading some of the artists and bringing their music to the world. So you know there's a bit of a vision and a purpose there. You know join the engineering team in fact it is called action. So is this resonating with our target audience and they click through that one they're going to be sent to that branded landing page. So once they're on the landing page this is where we have some really custom messaging built in for software developer software engineers that we're hiring for. And we're going to have been using cues from things like to understand the messaging that we really really need to leverage to resonate with this. OK. So automatically pulling in some information here for four days. No Alan. So it's actually I mean that's you know three people that work there already which really increases the relevance for her. It's pulling in that only 8 percent a number that are offering here in San Francisco or even seeing that. So again very very relevant for her. And then even using her name within the first sentence there and then left is helping build this information where they're actually talking about the opportunity within their engineering team. So we're looking for someone to join our engineering team. We're looking for people who have the expertise. We're going to value your teamwork and botheration you're going to grow again fine. You have creative team made etc. and then fluxes is also able to highlight the different roles that they're hiring for because this is a marketing campaign. We might want to be using it for a number of different roles so that we can expand our reach a little bit. So we cast a wide net a little bit wide with the uptake that we're finding out that we can get more specific than that. They know that there's typically you know about me is Islandia that doesn't feel free to highlight the benefits in Perth and we're all able to even just put in the recruiter the actual return is going to be reaching out so she can go and see that recruiters information. And while we can argue the actual hiring team are the team that should be joining so this is super important especially for a role like engineering where they're very very interested in the types that the calibre of the team that they're working with and that their level of expertise. So she really puts her in the hiring manager profile as well as some of her team members. It would be really cool and nothin's as well because she'll be able to see their own career further and work out in the path and what their progression been like. Like out like that. She can see iteration at the company as well as the video or another piece of media and upload it at the top and the bottom there that they find that interesting. So as soon as she could I'm interested that's where it can automatically pull in her emails. She can either phone number and she input as as she puts the net that's when her profile is sent to a project folder with links within Linkedin Recruiter for that are preventing do follow up way. They do need a recruiter to be able to manage these leads. But think of them and their hot leads for you. So you've already gone through and we made sure that we're targeting your income needs to be happy with the right user experience with the right skills in their profile. We have a project folder and people who are 100 percent that are on two three most difficult to fill roles so that we're using all of that information to actually fuel pipeline for great.
To learn more, register for the LinkedIn Talent Connect Conferences
[00:57:21] That is all our questions for today. Big thank you to Lauren for taking us through today's presentation. I will have a quick plug. I would be remiss if I did not mention that next week is our big talent Connect conference. Suddenly many of you online are going to be attending in person. But if you are not and are unable to be there alive you can actually watch all the keynotes and some of the sessions through our channel connect to livestream on that end if you register for the livestream you can actually have access to the videos afterword as well even if you can't view them lives. So I encourage you all to view Rogister Talent Connect LinkedIn. It's going to be an awesome conference on the theme this year is really all around what we call talent intelligence and it's about instinct meeting your insight and using data and insights to drive your strategy. So very related to our topic here today. So since you you were interested in today's topic I think you'll find a lot of really great information through what we'll be sharing that Talent Connect next week as well so hopefully some of you will be there in person and maybe a few and if not maybe you'll be live on or watching the livestream. And so is that again big thank you to Lauren and I hope the rest of you enjoy your afternoon slash morning wherever you are. Thank you very much.
[00:58:45] Thank you.