LinkedIn on LinkedIn   October 2014   Brendan Browne

  LinkedIn

Recruiting has changed

VS

Our Opportunity

The recruiting organization who figures out how to extract the value of the web’s people data and how to build a recruiting team model that operationalizes

at scale, will define the future of talent acquisition!

Let’s do this together…

Data Center Operations Manager Use data to set expectations with hiring managers

Keywords

Location

Industry

Seniority

Interested In

Company Size

Company Type

Years of Experience

Years in Position

"Data Center" OR "Datacenter"

Within 50 Miles

Internet

Manager

Potential Employees

501-1,000 OR 1,001-5,000 OR 5,001-10,000, OR 10,000+

Public Company

6 to 10 years OR More than 10 years

3-5 years OR 6-10 years

Language English

Recommendations 3-4 OR 5-10 OR 11-20 OR >20

 Initial Search

 7

 Remove Recommendation

 19

 Remove years in position

 71

 Remove company type

 82

 Remove company size

 126

Shared accountability and change in perception

We made progress… But it wasn’t scalable

Up Your Data Game

 Over 475,000 Software Engineers on LinkedIn in the US The Where

 Big Markets vs. Hidden Gems The Where

(based on LinkedIn recruiter contact Feb-Aug 2012)

 New York provides a 33% larger supply of talent than Seattle, and has less overall demand for talent

The Where & Some Why

Region / Metro Area # SW Engineers # SW Eng

Jobs posted (Q2 2012)

Jobs Posted (% of total pool)

% w job change (past 12 months)

SF Bay Area 65,000 24,500 37.7% 19% NYC 36,100 5,200 14.4% 13% Boston 28,900 5,600 19.5% 15% Seattle 26,900 20,200* 75.1% 17% Washington DC 20,100 4,200 21.0% 12% Chicago 17,300 2,100 12.4% 13%

Supply Demand

Seattle

New York

 Skill Mix by City The Where & Why

(word size represents skill frequency)

 Seattle has more entry-level engineers NY has more senior and manager-level talent

The Where & Why

Manager and Above

9.6% Manager and Above

6.9%

 ABC Co is more connected in Seattle with 618 employees connected to 2,255 engineers in Seattle

The Why

Company # Connected in pool

% Connected in pool

# Connected at company

Company 1 9,721 27% 22,280

Company 2 8,666 24% 8,620

Company 3 7,500 21% 7,583

Company 4 7,435 21% 11,844

Company 5 7,026 19% 8,974

Company 6 6,381 18% 5,583

Company 7 6,299 17% 5,241

Company 8 6,230 17% 5,103

ABC Co 1,106 3% 597

Company # Connected in pool

% Connected in pool

# Connected at company

Company 1 20,335 76% 43,248

Company 2 15,573 58% 10,340

Company 3 11,675 43% 8,965

Company 4 6,474 24% 1,754

Company 5 6,311 23% 11,418

Company 6 5,523 21% 6,745

Company 7 5,183 19% 6,680

Company 8 5,097 19% 7,959

ABC Co 2,255 8% 618

New York Seattle

“Connectedness” Matters…

21% 12% 10%

more likely to be knowledgeable of employers

more likely to have a positive impression

of employers

more likely to consider a job with employers

 Talent Flows: Are we winning and losing talent? The Why

Did you get it?

The Where

Skills & Seniority

Connectedness Matters

Win-Loss Rate

Up Your Data Game

Now you’re the influencer

We made more progress But still it’s not scalable

Total Addressable Market aka TAM

Revenue Opportunity

Temperature Who is likely to buy?

Low"

High"

High"

Tele-Sales

“Red Carpet” Nurture

Build Awareness

We’ve been busy over the last year!

 —Operationalizing the TAM

We Segmented and Prioritized 2,000 Systems Infrastructure Engineers

Quality Who has expertise in skills we need?

Temperature Which prospects are most likely engage?

Low"

High"

High"

1:Many 35

1:1 approach 699

1:Many 1207

1:Many 59

  Hyper personalized – relationships, insights 1:1: Red Carpet Highest Priority

NEVER COLD CONTACT ANYONE

EVER!!…OR YOU FAIL THE IQ TEST!

1:Many = Content Strategy

So what were the results?

Engineering Pilot Results

Most successful recruiter in

Systems Infra Engineering

85% response rate via warm intros

Enable Eng Recruiting team to set a company

record in quarterly hiring results

50 Top Sales Execs in

Nuture Stage

Sales Pilot Results

…Executive Talent Review

Do You Prioritize?

Reactive Recruiting Model

Keyword Searching Jockey

Prioritize the Top of List

Cold Outreach

See Activity Market Intel Dispersed

Planful and Prioritized Co-signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity

Market Intel Mastered

Truly Influence Strategy

Ensure that Talent Acquisition is not a gate to meeting objectives for Engineering !

& Sales over 5 year horizon!!

Project Catapult Objective

Faster Path to Growth

Supply

Demand

Capacity

TA Efficiency Accelerators

Project Catapult

Identify business implications

Supply ID total TAM for All Roles globally

1

Demand 5 year estimated workforce plan

2

Capacity Estimate TA capacity required

3

Efficiency accelerators

4

“TAM” for Every Job “Track” & Level

Quality Who has expertise in skills we need?

Temperature Which prospects are most likely engage?

Low"

High"

High"

1Many

1:1 approach 1:Many

1:Many

TA Accelerators

Current path

Increase social

recruiting

Use the “TAM”

Approach

Operational efficiency

Change Org Design of BUs

Target New geographies

Increase campus hiring

Increase Social

Recruiting

Increase Campus Hiring

Manager Impact & Org Design?

L&D Impact?

Revenue Tradeoffs to Hire Faster

Product Roadmap Impact

Executive Commitment

So what?

Do you know how you

impact your company

and the talent strategy?

Conversation

Quality Elevates

Recognize the world of talent has changed

We solve business problems!!!

Data & Knowledge are free

Tools & processes are different

Shift in mindset must happen

We are business people first

Never Show Up Without Data

It is not about you or the TA team

It is about everyone outside TA

Mediocrity in Talent Acquisition can not hide

Don’t do it alone!!

Evolve & Transform!!

Or Be Obsolete!!

This is OUR call to LEADERSHIP