Download - Moneyball for Talent Acquisition

Moneyball for Talent Acquisition: Using LinkedIn Data to Inform Your Strategy

James RaybouldDirector of Insights, LinkedIn, @londonjamesWill HamlinInsights, LinkedIn, @Will_Hamlin

TALENT CONNECT 2012 2

In Moneyball data transformed baseball



It’s time for data to transform Talent Acquisition

5

If you can’t measure it, you can’t manage it


However, TA is not yet great at measuring it

27%Talent Acquisition leaders

believe that their organization utilizes data well when hiring


• Breakdown by geo, function, etc.

LinkedIn data can measure much better than before, starting with the profile

• 175M+ members

• Constantly updating

Broader Deeper In Real-Time


Today let’s discuss using LinkedIn data for 3 Ps:

Plan

Prioritize

Put-in-Practice

Talent Pool

Talent Brand


How to:

Plan

Prioritize

Put-in-Practice

Talent Pool

Talent Brand


Let’s use Caesar’s as an example


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


Recruiter can measure the talent pool

Doctor

8,207 talent pool


Our strategic customers look at talent pool reports

• Recruiter can show supply of talent

DEM

AN

D

SUPPLY

NYCVegas

Denver

• Now we can look at demand for talent

• This helps identify markets for talent


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

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

Matter most Matter least


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


You can find the Talent Pool reports at:

talent.linkedin.com/blog


Brendan Browne’s Talent Tips

I use talent pools to figure out how to deploy my recruiters…

We spread out the “purple squirrels” by giving recruiters fewer reqs for hard-to-find positions


How can you use data to plan?

Set expectations with hiring managers1

Identify markets for targeting talent2

Allocate recruiters' time most effectively3

DEM

AN

D

SUPPLY

NYCVegas

Denver


How to

Plan

Prioritize

Put-in-Practice

Talent Pool

Talent Brand


Once you’ve identified the right people, are they interested in you?


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

114,183Potential candidates view Caesars’ employee profiles yearly


Your company page draws in talent

11,416 Engaged Talent following your company


But how are you engaging talent vs. your peers?

Caesars MGM Grand Venetian Cosmopolitan Wynn

0

2,000

4,000

6,000

8,000

10,000

12,000 11.4KFollowers (K)

4.1K3.6K

2.5K 2.4K


You can discover what talent is expressing interest in your company

TALENT CONNECT 2012LinkedIn Confidential ©2012 All Rights Reserved

25

We first assess two important elements of your employer brand: Reach & 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 pages

Following your company

Viewing jobs and applying

Viewing employee profiles

Connecting with your employees

???members

members???


We can now pull this together as part of your Talent Brand Index

Talent

Talent Brand Index

= Talent Brand Engagement Talent Brand Reach

YOUR?%

Talent Brand Reach

Talent Brand Engagement

???members

members???



I look at the Talent Brand Index to identify strengths and weaknesses

We’ve noticed that we do better among operations and worse among HR


How can you use data to prioritize?

Measure the reach of your employees1

Identify engaged candidates2

Diagnose strengths / weaknesses3

11,416Interested Talent following your company


How to:

Plan

Prioritize

Put-in-Practice

Talent Pool

Talent Brand


Start using data & keep it simple

What is the size of your talent pool?

How well are you engaging that talent?


Should you create a new workflow? NO!


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



Team TA

SourcingOps &

Analytics

Coordination

We embedded ops & analytics into TA

Measure, manage, iterate… Repeat


How can you best operationalize talent analytics?

Start using data & keep it simple1

Integrate and enhance your workflow2

Create the right team structure3

Team TA

SourcingOps &

Analytics

Coordination


You should now know how to use data to:

Plan

Prioritize

Put-in-Practice

Talent Pool

Talent Brand


You can now verify skills with endorsements


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.?


Soon, we can help companies predict the skills they will need to succeed

Subsea Engineering

Oil & Energy

Machine Learning

Computer Software

Gluten-Free

Food & BeverageMobile Health

Health Care+

39

LinkedIn can help you measure & manage it