Moneyball for Recruitment
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21-Oct-2014 -
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Transcript of Moneyball for Recruitment
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Moneyball for Recruitment
Kevin Showkat Senior Insights Analyst, LinkedIn
Leveraging Data to Maximize Your Impact
Let’s get to know the attendees
Most Popular
Most Endorsed
Earliest Adopter
Most Connected
Dan Carney
Philip Bartfield
Jesse Marrus
Taj Haslani
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In Moneyball data transformed baseball
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In Moneyball data transformed baseball
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In Moneyball data transformed baseball
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It’s time for data to transform Recruitment
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We search for the right candidate but it
turns out another bigger firm caught the
fish faster.
“ “
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LinkedIn data continues to grow larger
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Starting with the profile
Broader
238M+ Members
Deeper Real-Time
Breakdown by geo, function, etc. Constantly updating
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Put in practice
Plan
Prioritize
Today let’s discuss using LinkedIn data for 3 Ps
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How to:
Plan
Prioritize
Put in practice
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Let’s use Morgan Stanley as an example
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Start by sizing up the talent pool to set expectations with clients
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Recruiter can measure the talent pool
14 4 talent pool
Greater New York City Area
J.P. Morgan
3 to 5 years
Master of Business Administration
VP
Investment Banker
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Recruiter can measure the talent pool
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Recruiter can measure the talent pool
16 4 talent pool
Greater New York City Area
Master of Business Administration
VP
Investment Banker
566
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Our strategic customers look at talent pool reports
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• Recruiter can show supply of talent
DEM
AN
D
SUPPLY
Los Angeles
Chicago NYC
• Now we can look at demand for talent
• This helps identify markets for talent
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We run surveys to identify what the talent pool is looking for so you could tailor messaging
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Excellent compensation & benefits Job security
Strong career path Strong employee development
Challenging work
High Importance
Low Importance
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You can now all measure this through Talent Pool reports
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1) Healthcare providers
2) Technical salespeople
3) Software engineers
4) Financial services
5) Marketing – CPG
6) Drilling & petroleum
7) Procurement & supply
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You can find the Talent Pool reports at:
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lnkd.in/plan
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How can you use data to plan?
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Set expectations with clients 1
Act as an advisor to clients on hireability of certain markets
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How to
Plan
Prioritize
Put in practice
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Once you’ve identified the right people, are they interested in you?
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Let’s look at JEG Search as an example
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Your employees are engaging talent every day; mobilize them as brand ambassadors
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6,576 Potential placements view JEG’s employee profiles yearly
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Your company page draws in talent
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1,083 Engaged Talent following JEG
We first assess two important elements of your talent brand: Reach and Engagement
Talent Brand Index can measure your talent brand What percent of people who know about you show an interest?
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We can compare your Talent Brand Index against your peers
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PEERS
A
B
C
D
E
F
62%
26%
15% 15% 13% 13%
5%
JEG
1 of 7
Weaker firm brand
Stronger firm brand
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Talent more difficult to engage
Talent easiest to engage
We can measure how your Talent Brand Index varies across the functions you’re placing…
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Engaging talent at all touchpoints can help “warm up” potential placements, according to an analysis of 2.6M InMails
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How can you use data to prioritize?
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Identify potential placements 1
Benchmark against peers 2
Diagnose strengths / weaknesses 3
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How to:
Plan
Prioritize
Put in practice
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Start using data & keep it simple
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What is the size of your talent pool?
How well are you engaging that talent?
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Should you create a new workflow?
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NO!
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Integrate and enhance your existing workflow
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Look at the data to:
1) Plan based on the size of the talent pool
2) Prioritize engaged talent
Ask for the data:
1) How big is the talent pool?
2) How many candidates are we engaging?
Recruiter
Client
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You should now know how to use data to:
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Put in practice
Plan
Prioritize
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