11
93% of recruiters use or plan to use
LinkedIn for recruiting
Source: Jobvite 2012 Social Recruiting Survey.
Your biggest concern today?
12
Source: ConnectIn survey.
“Recruiting is extremely competitive. The talent pool is small and I fear it will only get worse this year.”
Your biggest concern today?
13
Source: LinkedIn Talent Blog.
“Taking a more proactive stance takes a cultural change, a reorientation of how we work and what we deliver. Not everyone is comfortable with it.”
Your biggest concern today?
14
“In a highly competitive marketplace, it’s critical to have a valid and engaging employer brand that differentiates.”
Source: ConnectIn survey.
Your biggest concern today?
15
Source: ConnectIn survey.
“Finding ways to increase internal talent pools and market internal openings.”
Rethink how you’re spending your =me
19
Screening/ interviewing applicants
Posting jobs Pipelining talent
Employer branding
Social recruiting
24% 22% 19% 16% 10% 6% 4% 6% 10% 3% 5% 6% 2% 7% 12%
Recruiting team time allocation, by activity
1
Source: LinkedIn survey of 272 recruiting leaders in North America, February 2013
Two years ago Currently Two years from now
Turn your team members into talent scouts
20
Ed Nathanson Director of Talent Acquisition at Rapid7 Previous Kronos, Veracode, Emptoris, Inc.
Education Ithaca College
2
Invest in your pipeline
24
Troy Grabel Talent Acquisition Manager at LeanLogistics Previous Kelly Services, Atwell LLC, Kensington Community Church
Education Central Michigan University
3
Hire from within
26
Falling Rising
3% YoY YoY
Best sources for key quality hires
Source: LinkedIn survey of 755 recruiting professionals in the US, May-July 2012
6%
Internet job boards
ATS/internal candidate database
4%
Internal hires
2%
Social professional
networks
5
Embrace the power of data
28
Average or poor at using data
72%
Utilizes data well
28%
How well does your organization use data to make hiring decisions?
6
Source: LinkedIn survey of 299 recruiting professionals in Canada, May-July 2012.
#inTalent New York
Embrace the power of data
29
only one out of three regularly measure employer brand in a quantifiable way
6
Source: LinkedIn survey of 3,028 recruiting professionals globally, October 2012.
#inTalent
Moneyball for Talent Acquisi=on
Will Hamlin Insights, LinkedIn @Will_Hamlin
Using LinkedIn Data to Inform Your Strategy
Let’s get to know the attendees
Most Endorsed
Most Prepared
Most Connected
Most Popular
Tony Giacobbe
John Fleischauer
Joseph Catricala
Paul Hamilton
#inTalent New York
LinkedIn data can measure much be[er than before
36
Star=ng with the profile
Broader
200M+ Members
Deeper Real-Time
Breakdown by geo, function, etc. Constantly updating
Recruiter can measure the talent pool
41 3 talent pool
Canada
KPMG
3 to 5 years
Calgary, Canada Area
Master’s Degree
Senior Accountant
Recruiter can measure the talent pool
42 3 talent pool
Senior Accountant
Canada
KPMG
3 to 5 years
Calgary, Canada Area
Master’s Degree
How can you use data to plan?
44
Set expectations with hiring managers 1
Identify markets for targeting talent 2
Your employees are engaging talent every day; mobilize them as brand ambassadors
48
36,527 Potential candidates view Husky’s employee profiles monthly
We first assess two important elements of your employer brand:
Reach and Engagement
LinkedIn Confiden=al ©2012 All Rights Reserved
50
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
106,713 members
members 28,949
Talent
Talent Brand Index can measure your employer brand What percent of people who know about you show an interest?
LinkedIn Confiden=al ©2012 All Rights Reserved
51
Talent Brand Index =
Talent Brand Engagement Talent Brand Reach
Husky 27%
Talent Brand Reach
Talent Brand Engagement
106,713 members
members 28,949
We can compare your Talent Brand Index against your peers
52
PEERS
A
B
C
D
E
F
27%
21%
16% 16% 14%
8% 7%
Husky
Weaker employer brand
Employer of choice
Talent more difficult to engage
Talent easiest to engage
We can measure your Talent Brand Index varies across the func=ons
you’re hiring…
53
43%
37% 37%
25% 24% 23%
Support Eng. IT Opera=ons Sales HR
We can track how your Talent Brand Index
progresses over =me
54
10%
13%
16%
19%
22%
25%
28%
Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13
How can you use data to priori=ze?
55
Identify engaged candidates 1
Benchmark against peers 2
Diagnose strengths / weaknesses 3
Start using data & keep it simple
57
What is the size of your talent pool?
How well are you engaging that talent?
Integrate and enhance your exis=ng workflow
59
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
Talent Tips from LinkedIn
60
Team TA Sourcing Ops &
Analytics Coordination
We embedded ops & analytics into TA
Measure, manage, iterate… Repeat
How can you best opera=onalize talent analy=cs?
61
Start using data & keep it simple 1
Integrate and enhance your workflow 2
Create the right team structure 3
Team TA
SourcingOps &
Analytics
Coordination
We can help companies to understand where they are skill leaders or skill trailers
64
Is that good?
• How does it compare to our peers?
• How does it vary by geo, function, etc.?
#inTalent
Recruitment Leader Panel
Sarah Bettencourt, Director, Human Resources at PointClickCare
Marc Viola, Senior Director, Talent at Loblaw Companies Limited
Jay Zaidi, Senior Manager, Recruitment at TMX Group
Sarah Lawless, Enterprise Relationship Manager at LinkedIn
#inTalent
Ann Barre[ Director, eRecruitment & Social Media Strategy Sun Life Financial
Customer Spotlight
Social Recruitment Landscape Today
Digital Media • Mobile usage • Sites that share
people’s opinions (Trip Advisor, Yelp, Glassdoor, etc.)
• Sign into other applica=ons via Social media
Recruiter • Building candidates
pipeline • More on line
searching • Emphasis on brand
(professional & company)
Job Seeker • Served up jobs while
on social sites • Easier to apply to
jobs via social networking site (Sign in w/ LinkedIn)
89
Professional & Company Branding
• Recruiters are the number one front line brand ambassadors for your company.
• Candidates look up Recruiters via LinkedIn to find about them. How do you want their profiles to represent them and the company?
• Take aways: – Introduce a LinkedIn brand standard for Recruiters – Add branding elements within current work experience
90
Training
• Take aways: – Assess the skill level of your team. – Develop a training plan. – Iden=fy your system champions and ask them to present success stories/ new things they are doing.
– Iden=fy skill gaps and use training to bridge the gaps. This may be 1:1 with certain individuals.
• Do Recruiters have the appropriate skill set to execute your strategy? • Don’t rely on a self-‐service approach. Engage vendors to work with your
Recruiters to build their skill set. e.g. Boolean search training. • The more confident Recruiters are, the more comfortable they will be to
execute.
91
Metrics
How do we know if we are successful? • Social recrui=ng means thinking about how and what you measure in different ways.
• Metrics should be part of your strategy to: – Anchor accountabili=es – Educate users/ communicate success – Refine strategy
92
Use Metrics to Anchor Accountability
• Guidelines around what will be measured. This sets expecta=ons around ROI
• Anchor accountabili=es by crea=ng benchmarks and frequently measuring against them
• Build transparency by communica=ng results. Iden=fy those who need more help and who your super stars are
• Focus on quality vs. quan=ty
93
Use Metrics to Communicate & Educate
Take aways: • Engagement: Followers, In Mail acceptance, views • Branding: Reach, Number of employees, shares • ROI: #Hires, CPH, #applica=ons, #searches, #InMails
Rethink about what you are measuring. Hires are not the only measure of success.
94
Dispel assump=ons through metrics: • Candidate Pool • Who are we hiring?
Use Metrics to Refine Your Strategy
What is the data telling us? Take data from repor=ng and use to refine your strategy.
95
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