#InTalent

Moneyball for Talent Acquisition

Kyle PollLinkedIn Evangelist

Data Geek

@KylePoll

Using LinkedIn Data to Inform Your Strategy

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Disclosure Statement

LinkedIn Talent Connect 2013October 15-17, 2013

The MGM Grand, Las Vegashttp://talentconnect.linkedin.com/

Atlanta’s Most Amazing Profiles

Most Popular

Most Endorsed

Earliest Adopter

Most Connected

MikkiHubbard

AlexPutman

SherryTopper

KellyPiccininni

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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 baseballIt’s time for data to transform Talent Acquisition

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Of Talent Acquisition leaders believe that their organization utilizes data well when hiring

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LinkedIn data can measure much better than beforeStarting 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 Cardlytics as an example

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Start by sizing up the talent pool to set expectations with hiring managers

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Recruiter can measure the talent pool

8 talent pool

Greater Atlanta Area

SPSU Grad

3 to 5 years

VP

Software Engineer

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Recruiter can measure the talent pool

8 talent pool

Greater Atlanta Area

SPSU Grad

3 to 5 years

VP

Software Engineer

or Director

1496021,706

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Our strategic customers look at talent pool reports

• Recruiter can show supply of talent

DE

MA

ND

SUPPLY

Atlanta

• Now we can look at demand for talent

• This helps identify markets for talent

San Fran

Boston

NYC

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We run surveys to identify what the talent pool is looking for so you could tailor messaging

Work Life Balance

Job security

High Caliber People

Strong employee development

Challenging work

High Importance Low Importance

Compensation & Benefits

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You can now all measure this through Talent Pool reports

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:

lnkd.in/plan

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How can you use data to plan?

Set expectations with hiring managers

1

Identify markets for targeting talent

2

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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 Manhattan Associates as an example

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2,635Employees on LinkedIn

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Your employees are engaging talent every day; mobilize them as brand ambassadors

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10,918Potential candidates view Manhattan Associates’ employee profiles monthly

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Your company page draws in talent

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13,011Engaged ProfessionalsFollowing Manhattan

Associates

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We first assess two important elements of your talent brand: Reach and Engagement

Talent Brand Reach

Talent

Talent that’s familiar with you as an employer

Talent Brand Engagement

Talent that is interested in you as an employer

Researching company and career pages

Following your company

Viewing jobs and applying

Viewing employee profiles

Connecting with your employees

364,376members

members

85,548

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Talent

Talent Brand Index can measure your talent brand What percent of people who know about you show an interest?

Talent Brand Index=

Talent Brand Engagement

Talent Brand Reach

Manhattan Associates

23%

Talent Brand Reach

Talent Brand Engagement

364,376members

members

85,548

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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

26%23%

17%15%

13%

8% 8%

Manhatt. Assoc.

2 of 7

Weaker employer brand

Employer of choice

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Talent more

difficult to engageTalent easiest to engage

We can measure your Talent Brand Index varies across the functions you’re hiring…

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Prod Mgmt Finance Consulting IT HR Sales

29%27%

25% 24%

20% 19%

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We can track how your Talent Brand Index progresses over time

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Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-1310%

13%

16%

19%

22%

25%

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How can you use data to prioritize?

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Identify engaged candidates

1

Benchmark against peers2

Diagnose strengths / weaknesses

3

13,011Engaged TalentFollowing NB

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How to:

Plan

Prioritize

Put in practice

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Start using data & keep it simple

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?

NO!

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Integrate and enhance your existing workflow

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 TA Leader

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Talent Tips from LinkedIn

Team TA

Sourcing Ops & Analytics

Coordination

We embedded ops & analytics into TA

Measure, manage, iterate… Repeat

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How can you best operationalize talent analytics?

Start using data & keep it simple

1

Integrate and enhance your workflow

2

Create the right team structure

3Team TA

SourcingOps &

Analytics

Coordination

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Put in practice

Plan

Prioritize

You should now know how to use data to:

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You can now verify skills with endorsements

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We can help companies to understand where they are skill leaders or skill trailers

Is that good?

• How does it compare to our peers?

• How does it vary by geo, function, etc.?

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