Moneyball for Talent Acquisition

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A presentation that James Raybould and Will Hamlin from LinkedIn's Insights team gave at Talent Connect 2012

Transcript of Moneyball for Talent Acquisition

  • Moneyball for Talent Acquisition:Using LinkedIn Data to Inform Your StrategyJames RaybouldDirector of Insights, LinkedIn, @londonjamesWill HamlinInsights, LinkedIn, @Will_Hamlin
  • In Moneyball data transformed baseball TALENT CONNECT 2012 2
  • In Moneyball data transformed baseball TALENT CONNECT 2012 3
  • In Moneyball data transformed baseballIts time for data to transform Talent Acquisition TALENT CONNECT 2012 4
  • If you cant measure it, you cant manage it 5
  • However, TA is not yet great at measuring it 27% Talent Acquisition leaders believe that their organization utilizes data well when hiring TALENT CONNECT 2012 6
  • LinkedIn data can measure much better thanbefore, starting with the profile Broader Deeper In Real-Time 175M+ Breakdown by Constantly members geo, function, etc. updating TALENT CONNECT 2012 7
  • Today lets discuss using LinkedIn data for 3 Ps: Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 8
  • How to: Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 9
  • Lets use Caesars as an example TALENT CONNECT 2012 10
  • Start by sizing up the talent pool to setexpectations with hiring managers TALENT CONNECT 2012 11
  • Recruiter can measure the talent pool Doctor 8,207 talent pool TALENT CONNECT 2012 12
  • Our strategic customers look at talent pool reports Recruiter can show supply of talent NYC DEMAND Now we can look at Vegas demand for talent Denver This helps identify markets for talent SUPPLY TALENT CONNECT 2012 13
  • We run surveys to identify what the talent pool islooking for so you could tailor messaging Matter most Matter least Excellent compensation & benefits Feel more self-confident Job security Good relationship with colleagues Good work-life-balance Opportunity to apply what was learned at school TALENT CONNECT 2012 14
  • You can now all measure this through TalentPool reports 1) Healthcare providers 2) Technical salespeople 3) Software engineers 4) Financial services 5) Marketing CPG 6) Drilling & petroleum 7) Procurement & supply TALENT CONNECT 2012 15
  • You can find the Talent Pool reports at:talent.linkedin.com/blog TALENT CONNECT 2012 16
  • Brendan Brownes Talent TipsI use talent pools to figure outhow to deploy my recruitersWe spread out the purplesquirrels by giving recruiters fewerreqs for hard-to-find positions TALENT CONNECT 2012 17
  • How can you use data to plan? Set expectations with 1 hiring managers Identify markets for NYC DEMAND Vegas 2 targeting talent Denver SUPPLY Allocate recruiters time 3 most effectively TALENT CONNECT 2012 18
  • How to Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 19
  • Once youve identified the right people,are they interested in you? TALENT CONNECT 2012 20
  • Your employees are engaging talent every day;mobilize them as brand ambassadors 114,183 Potential candidates view Caesars employee profiles yearly TALENT CONNECT 2012 21
  • Your company page draws in talent 11,416 Engaged Talent following your company TALENT CONNECT 2012 22
  • But how are you engaging talent vs. your peers?Followers (K) 12 11.4K 10 8 6 4.1K 4 3.6K 2.5K 2.4K 2 0 Caesars MGM Grand Venetian Cosmopolitan Wynn TALENT CONNECT 2012 23
  • You can discover what talent is expressinginterest in your company TALENT CONNECT 2012 24
  • We first assess two important elements of youremployer brand: Reach & Engagement Talent Brand Reach Talent thats familiar with you as an employer ??? members Viewing employee profiles Connecting with your employees Talent Brand Engagement ??? Talent that is interested in you as an employer members Researching company pages Talent Following your company Viewing jobs and applying LinkedIn Confidential 2012 All Rights Reserved TALENT CONNECT 2012 25
  • We can now pull this together as part of yourTalent Brand Index Talent Brand Reach ??? YOUR members Talent Brand Index ?% Talent Brand Engagement = Talent Brand Reach Talent Brand Engagement ??? members Talent TALENT CONNECT 2012 26
  • Brendan Brownes Talent TipsI look at the Talent Brand Index toidentify strengths and weaknessesWeve noticed that we do better amongoperations and worse among HR TALENT CONNECT 2012 27
  • How can you use data to prioritize? Measure the reach of 1 your employees Identify engaged 11,416 2 Interested Talent candidates following your company Diagnose strengths / 3 weaknesses TALENT CONNECT 2012 28
  • How to: Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 29
  • Start using data & keep it simple What is the size of your talent pool? How well are you engaging that talent? TALENT CONNECT 2012 30
  • Should you create a new workflow? NO! TALENT CONNECT 2012 31