Moneyball for Talent AcquisitionUsing LinkedIn Data to Inform Your Strategy

Will HamlinInsights, LinkedIn

@Will_Hamlin

Josh CoulsonInsights, LinkedIn

@joshc0

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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In Moneyball data transformed baseball

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It’s time for data to transform Talent Acquisition

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7

of Talent Acquisition leaders believe that their organisation utilises data

well when hiring

LinkedIn data can measure much better than before

Broader

200M+ Members

Deeper Real-Time

Breakdown by geo, function, etc.

Constantly updating

 Starting with the profile

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Put in practice

Plan

Prioritise

Today let’s discuss using LinkedIn data for 3 Ps

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How to:

Plan

Prioritise

Put in practice

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Let’s use ANZ as an example

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

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10,8335073713

talent pool

Recruiter can measure the talent pool

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10,8335073713

talent pool

Recruiter can measure the talent pool

Our strategic customers look at talent pool reports

• Recruiter can show supply of talent

DE

MA

ND

SUPPLY

• Now we can look at demand for talent

• This helps identify markets for talent

Melbourne

SydneyPerth

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

Challenging work

Excellent compensation & benefits

High caliber people

Job security

Good work-life balance

Matters more Matters less

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You can now measure all this through Talent Pool reports

1. Software engineers

2. Financial services

3. Mining and Energy

4. Students and Recent Graduates

5. Women in Leadership

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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

Identify markets for targeting talent

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2

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How to

Plan

Prioritise

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 Aurecon, a global engineering, management & specialist technical services firm

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

130,104Potential candidates view Aurecon’s

employee profiles yearly23

Your company page draws in talent

21,448 Engaged Talent

following Aurecon 24

But how do you pull together the pieces? First, look at brand reach and engagement

Talent Brand Reach

Talent

Talent that’s familiar with you as an employer

Talent Brand EngagementTalent 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

263,229members

members

64,513

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But how do you pull together the pieces? First, look at brand reach and engagement

Talent Brand Reach

Talent

Talent Brand Engagement

263,229members

members

64,513

Talent Brand Index

=Talent Brand Engagement

Talent Brand Reach

Aurecon

25%

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We can compare your Talent Brand Index against your peers

PEERS

• Peer A

• Peer B

• Peer C

• Peer D

• Peer E

• Peer F

25%

14%12%

11% 11%

8%7%

Aurecon

1 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 across geographies you’re hiring in…

South Africa India USA Australia New Zealand UK

37%

34%

20% 19% 19%

8%

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We can track how your Talent Brand Index progresses over time

Jul 12 Aug 12 Sep 12 Oct 12 Nov 12 Dec 12 Jan 13 Feb 13 Mar 13

11.6% 12.1%

14.6%

17.5%18.5%

19.5%20.7%

22.4%

24.5%

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How can you use data to prioritise?

Identify engaged candidates

Benchmark against peers

Diagnose strengths / weaknesses

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2

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How to:

Plan

Prioritise

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?

Should you create a new workflow?

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NO!

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) Prioritise engaged talent

Ask for the data:

1) How big is the talent pool?

2) How many candidates are we engaging?

Recruiter TA Leader

Talent Tips from LinkedIn

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Team TA

Sourcing Ops & Analytics

Coordination

We embedded ops & analytics into TA

Measure, manage, iterate… Repeat

How can you best operationalise talent analytics?

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Start using data & keep it simple

Integrate and enhance your workflow

Create the right team structure

Team TA

SourcingOps &

Analytics

Coordination

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2

3

Put in practice

Plan

Prioritise

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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