LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition

  Brendan Browne  Director, Global Talent

Acquisition

Shannon Benjamin  Director , Sales & International TA

#intalent

Storytime…

#intalent

Data availability and transparency has changed everything We know more about talent & candidates than ever before No one has fully maximized the value of the data and created massive

recruiting leverage Low value order takers prevail Recruiting is not run like a business & getting a job in recruiting is ‘easy’

The World of Recruiting…Across Most Companies

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#intalent2010

I am going to nail this presentation…I am going to revolutionize recruiting

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Never cold contact anyone EVER AGAIN!!!!

2010

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Data Driven Predictive Recruiting

-Predictive Research

-Org Mapping

-Recruitment

Insights

-Connection graph

-Othello

-ID Fast Risers

-Referral Engine

-Predictive candidate engagement plan created and executed

-Massive leverage realized

2010

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The Way We Will Change the Game

“I skate to where the puck is going to be, not where it has been.”

2010

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Enough vision…we need engineers!!!!

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The Opportunity

The recruiting organization who figures out how to extract the value of the web’s people data and how to then build a recruiting team model to operationalize this @ scale

will define the future of talent acquisition.

#intalent

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LinkedIn: Data Center

Operations Manager

Using Data to Set Expectations…

Keywords: "Data Center" OR "Datacenter"

Location Within 50 Miles

Industry: Internet

Seniority: Manager

Interested In: Potential Employees

Company Size: 501-1,000 OR 1,001-5,000 OR

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

Years of Experience: 6 to 10 years OR More than 10 years

Years in Position: 3-5 years OR 6-10 years

Company Type: Public Company

Language: English

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

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Search Results

Initial Search = 7

Remove Recommendation = 19

Remove Years in Position = 71

Remove Company Type = 82

Remove Company Size = 126

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Data Center Operation Manager

Current LinkedIn

Previous Google

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Progress but…NOT A PLATFORM & NOT SCALABLE

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Identifying Candidates Is Not the Challenge

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Data for Supply & DemandTotal Talent Pool

479,489

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The Where:Big Markets vs. Hidden Gems

(based on LinkedIn recruiter contact Feb-Aug 2012)

More progress but…NOT THE PLATFORM

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Addressable MarketThe size of the talent pool that has the capabilities & experiences to meet your business’s talent requirement.

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Operationalizing the addressable market is the challenge

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Addressable Market End-to-End Process

Identify characteristics of internal groups

Define characteristics of AM

BuildAM

Refine & reviewAM

Go orno go?

 1-5 days for smaller markets, 1-2 weeks for larger markets

1-2 weeks

Segment & PrioritizeAM

1:1 approach

1:Many approach

Do nothing

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Data at Every Step: Start by taking stock of the talent already in your organization

iOS Development

Objective C

Node.js

Android SDK

Mobile UX

25

20

16

15

8

Internal Talent

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Data at Every Step:  What are the characteristics of developers in the team today?

Software engineers

Experienced in MySQL, Hadoop, or NoSQL

Likely have worked at xyzCo, or Acme Software Corp

From CMU, Berkely, UIUC

Internal Talent

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Data at Every Step: Define and Refine Target with Leaders

Seniority

Function

Company

Occupation

Industry

GroupFederation

GroupMembership

Title

CompanySize

Connections

Geo

So what?

Can you answer questions like this?

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Day 2:

Segment and

Prioritize

Day 1:Addressable Market at Scale

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In Sales and Marketing

Low

High

High

Tele-Sales

“Red Carpet”Nurture

Build Awareness

Size of PrizeHow Big?

Temperature How Likely?

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In Recruiting

QualityWho has

expertise we need?

Temperature Which prospects are most likely engage?

Low

High

High

Outreach

“Red Carpet”Nurture

Build Awareness

1:11: Many

1: Many 1: Many

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1:1, Red Carpet – Highest Priority

Hyper personalized – relationships, insights

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FocusedEngaged

80% follow up to 6 companies

61% will promote your

brand

71% are interested in

opportunities

Promoters

Followers are…

Leverage the Opportunity

1:Many – Next Priority

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Follower Ecosystem – Our Content Channel  Add Warmth with Targeted Status Updates, Content Shares

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1:Many – Leveraging Media

Eric RobertsonProduct Manager at xyzCo

Picture Yourself at xyzCo

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How are we applying the Method?

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Pilot: 2,000 Systems Infrastructure Engineers

QualityWho has expertise

we need?

Temperature Which prospects are most likely engage?

Low

High

High

Outreach

1:Many

“Red Carpet”

1:1

Nurture

1: Many

Build Awareness

1:Many

699

3458

1207

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Early Returns From the Pilot

Targeted updates

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Follower Trend

534,675Oct 1 2013: Total Followers

276,314,6571st Degree Connections of Total Followers

10x more likely to share content

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Future, are we there yet? Getting closer…

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We’ll know we’ve operationalized when get to After…

Before After

Reactive Recruiting Model Planful and Prioritized Co-signors

Keyword Searching Jockey Search Once and Manage

Prioritize the Top of List Prioritize High Fit & Affinity

Cold Outreach Tailored Outreach

See Activity See Activity

Market Intel Dispersed Market Intel Mastered

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Shift in Mindset Must Happen

Use the Framework

Social Recruiting

Create Engagement

New Role: Talent Market Strategist

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#intalent

Three To Dos:

Understand the world has changed

Test drive addressable market & segmentation on one of your critical Talent Pools

By Jan 1st walk into your exec’s office with aSegmented and Prioritized addressable market

This is OUR opportunity as TA leaders

It’s a choice!