LinkedIn

CASE
STUDY
PIYUSH RAWAT
PGDM 3
 1 • Case History

2 • Case Summary

Table of 3 • Case Hotpoints

Contents 4 • Problems And Solutions

5 • RECRUITMENT AND JD

6
• Thank You

2
Case History • Sector:  business-oriented social networking Web site
• Country: USA, California
• Established: 5th May 2003
• Products and services : Strategic sourcing, pipelining
Personalized job targeting
Branding
Subscription
• Organizational structure: Functional structure
• Number of employees: 6,000 and increasing
• Key roles :
Roli Saxena
Pat Wadors (V.P)
Brendan Browen (Sr. director of TA)
CHRO’s

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 CASE SUMMARY
LINKEDIN, is the world's largest professional network, boosting over 300 million
members. It was experiencing explosive growth in 2014, and it needed to quickly
hire the best people to support and fuel that growth. This case examined
LinkedIn's hiring strategy and how the company used its own online recruiting
products. Roli Saxena, Linkedin’s director of sales in the talent solutions business
(leading the North American enterprise business), is about to begin rapidly hiring
40 new people across the country for her group's sales organization. Linkedin's
employee base consisted of approximately 43% sales and marketing, 41%
engineering, product development, and customer operations, and 16% general
and administrative functions. LinkedIn had done exceptionally well in attracting
top talent, with an excellent acceptance rate of candidates who interviewed at
the company. Nonetheless, one challenge for LinkedIn was finding enough high-
quality engineers as it rapidly scaled.
The competition was particularly fierce for each talent in the San Francisco Bay Area
and New York City. LinkedIn desired that this process be completed with minimal
effort and time. It already employed more than 100 full-time workers. LinkedIn
Talent Solutions, a powerful recruiting tool, was used by the company to find more
than half of its new hires. LinkedIn concentrated on passive hiring (recruiting
employees who are fully employed elsewhere and are not necessarily looking for a
new job), rather than candidate applications, with the remainder coming from
referrals and university recruiting. The company was looking for people who are
enthusiastic about LinkedIn and its products. Saxena, the director, hired 200 people
and discovered that she interviewed approximately 9 people for each position to
find the right candidate. To get them to sign on, she would need to clearly present
the company's Employee Value Proposition (EVP).
 CASE HOTPOINTS

 Flagship Talent.  International Presence.

 Employee Value Proposition  LinkedIn Connections.
[EVP].  Real-time searching.
 Warm path
 Job Slots.
 Tenet
 Building and Buying.
 LinkedIn Strategies.
 Pay for performance
 Passive Recruiting.
PROBLEM STATEMENT - Roli Saxena LinkedIn’s director of sales and she wanted to start
rapidly hiring 40 new people nationally for her group’s sales organization in just three to five months

SOLUTION - LinkedIn found external candidates in three main ways:

1) Using LinkedIn’s own online recruiting product: LinkedIn Talent Solutions ( 55 percent of hires)
2) Employee referrals (30 percent of hires)
3) University recruiting (15 percent of hires)
 
LinkedIn employee base composition
 Sales and Marketing (43%) – (18 out of 40)
 Engineering, product development and customer operations (41%) – (16 out of 40)
 General and Administrative (16%) – (6 out of 40)
 
Let's now begin the recruitment process for the abovementioned profiles.
Sourcing mix

would be going for LinkedIn talent solutions as

previous experience , live projects , previous achieved
Sales targets , conversion rates , lead generation

engineer Would be going for university recruitment as

can easily find new talents , skills ,
technological skills updated in millennials .

administration Would be going for employee referrals as

more secured and reliable , trust worthy
candidates can be hired

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 SKILLS AND QUALIFICATIONS
ENGINEER
Bachelor’s degree in engineering
from an ABET-accredited
institution
•7+ years experience as an
engineer
•Strong electronic testing and
database design capabilities
•Strong understanding of
electronic manufacturing
processes
•Strong focus on quality control
•Proven innovative approach to
electronic systems development
SALES ADMINISTRATION
High school diploma or
Successful track record in sales and equivalent
negotiation Proven administrative
experience
•Excellent verbal and written  Superb written and verbal
communication skills, Experience in sales communication skills
techniques  Strong time-management
•Proficiency in data analysis, forecasting, skills and multitasking
ability
and budgeting  Proficient in Microsoft
•Proven ability to plan and manage Office, with aptitude to
resources learn new software and
•Experience with CRM software (ex: systems
Salesforce)
 ENGINEER
 standards through the use of
simulations/modeling to support
expansions and change
 Utilize software programming for
the preparation of technical
specifications, user
documentation, presentations,
and progress and results tracking
 Develop a deep understanding of
products, customers, goals,
organization, and business
strategies, evaluating systems
and processes, and identifying
improvement needs
SALES
 Generate new leads, identify and
contact decision-makers, screen
potential business opportunities,
select deals in line with
strategies, and facilitate pitch
logistics.
 Assist in the coordination and
implementation of marketing
strategies, and delegate tasks to
achieve strategic goals
 Maintain and share professional
knowledge through education,
networking, events, and
presentations
 Develop strategies and positions
by analyzing new-venture
integration
ADMINISTRATION
 Provide direct administrative
support to senior leaders,
including email correspondence,
and generation and distribution of
memos, letters, spreadsheets,
forms,
 Serve as the eyes and ears of the
office, providing information,
answering questions, and
responding to requests
 Ensure optimal operation of office
equipment, supplies, and
inventories with preventive
maintenance
 Maintain workflow by analyzing
and refining standard operating
procedures, such as scheduling,
communications, office layout,
etc.