Brendan Browne, Senior Director of Global Talent Acquisition at LinkedIn, walks you through LinkedIn’s secrets too using data for recruiting.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
6. #intalent
Our Opportunity
The recruiting organization who figures out how to
extract the value of the web’s people data and
how to build a recruiting team model that
operationalizes at scale,
will define the future of talent acquisition
11. #intalent
Use data to set expectations with hiring managers
Keywords: "Data Center" OR "Datacenter"
Location Within 50 Miles
Industry: Internet
Seniority: Manager
Interested In: Potential Employees
Company Size: 501-1,000 OR 1,001-5,000 OR
5,001-10,000, OR 10,000+
Years of Experience: 6 to 10 years OR More than 10 years
Years in Position: 3-5 years OR 6-10 years
Company Type: Public Company
Language: English
Recommendations: 3-4 OR 5-10 OR 11-20 OR >20
12. #intalent
Initial search: 7
Remove recommendation: 19
Remove years in position: 71
Remove company type: 82
Remove company size: 126
Expectations are high and results fall short
18. #intalent
The Where & Some Why:
New York provides a 33% larger supply of talent than
Seattle, and has less overall demand for talent
Region / Metro
Area
# SW
Engineers
# SW Eng
Jobs posted
(Q2 2012)
Jobs
Posted (%
of total
pool)
% w job change
(past 12 months)
SF Bay Area 65,000 24,500 37.7% 19%
NYC 36,100 5,200 14.4% 13%
Boston 28,900 5,600 19.5% 15%
Seattle 26,900 20,200* 75.1% 17%
Washington DC 20,100 4,200 21.0% 12%
Chicago 17,300 2,100 12.4% 13%
18
Supply Demand
.
20. #intalent
The Where & Why
Seattle has more entry-level engineers
NY has more senior and manager-level talent
20
Manager and Above
9.6%
Manager and Above
6.9%
21. #intalent
The Why:
ABC Co is more connected in Seattle
with 618 employees connected to 2,255 engineers in Seattle
Company #
Connected
in pool
%
Connected
in pool
#
Connected
at
company
Company 1 9,721 27% 22,280
Company 2 8,666 24% 8,620
Company 3 7,500 21% 7,583
Company 4 7,435 21% 11,844
Company 5 7,026 19% 8,974
Company 6 6,381 18% 5,583
Company 7 6,299 17% 5,241
Company 8 6,230 17% 5,103
ABC Co 1,106 3% 597
21
Company #
Connected
in pool
%
Connected
in pool
#
Connected
at
company
Company 1 20,335 76% 43,248
Company 2 15,573 58% 10,340
Company 3 11,675 43% 8,965
Company 4 6,474 24% 1,754
Company 5 6,311 23% 11,418
Company 6 5,523 21% 6,745
Company 7 5,183 19% 6,680
Company 8 5,097 19% 7,959
ABC Co 2,255 8% 618
New York Seattle
22. #intalent
“Connectedness” Matters…
21% more likely to be knowledgeable of employers
12% more likely to have a positive impression of
employers
10% more likely to consider a job with employers
32. #intalent
We Segmented and Prioritized Candidates:
Total Addressable Market Framework
Quality
Who has expertise
in skills we need?
Temperature
Which prospects are most likely
engage?
Low
High
High
Tele-
Sales
“Red Carpet”Nurture
Build
Awareness
33. #intalent
We Segmented and Prioritized 2,000
Systems Infrastructure Engineers
Quality
Who has expertise
in skills we need?
Temperature
Which prospects are most likely
engage?
Low
High
High
1:1 approach1:Many
6991207
1:Many
59
1:Many
35
45. #intalent
Planful and Prioritized Co-
signors
Search Once and Manage
Prioritize High Fit & Affinity
Tailored Outreach
See Activity
Market Intel Mastered
59. #intalent
Now try it yourself: 3 To Do’s
Lead with data: Identify where and whom to recruit
using data …start simple! Due Date: August 15th
Operationalize: Segment and prioritize one of
your critical Talent Pools & share it with one of
your Execs. Due Date: August 30th
Listen & Adjust: Survey to understand what
candidates think about your company…use NPS!
Due Date: September 30th
This slide shows us who we’re winning talent from, and who we’re losing talent to. As you might expect, red means we’re losing talent to the organizations listed on the left, and green means we’re winning talent from those organizations. [NOTE: this isn’t our actual data, but we’re sharing it here as an example of what we review regularly]
The left-hand side of this slide is fairly straightforward: we can see how many hires we’ve made from those companies in the past four quarters, and how many hires they’ve made from us.
On the right side, we’ve calculated that data as a ratio.
We can watch this data over time to understand what’s trending. It helps us identify competitive hiring risks or areas where we need more focus.
Execs don’t expect this
Add one slide on 1:Many approach
Replace with Brendan’s InMail from JobVite example
What is a plugin
A Plugin is -- <insert copy what a plugin is>
Easy to implement
Cost to implement
Time to implement
Build partnerships and create a comprehensive plan together – transparency is critical