How LinkedIn Recruits with Data | Brendan Browne's SoureCon Presentation on Data Driven Recruiting
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LinkedIn's Brendan Browne presents at SourceCon on how to use LinkedIn Data and Talent Analytics to recruit faster and better. Become a data driven recruiting expert today -- download the free Data Driven Recruiting 101 E-book mentioned in this presentation: http://linkd.in/18VaR6U Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn
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How LinkedIn Recruits with Data | Brendan Browne's SoureCon Presentation on Data Driven Recruiting
- 4. #intalent
- 6. #SourceCon
- 7. #intalent The recruiting organization that figures out how to extract the value of the web’s people data and build a recruiting team model that operationalizes at scale will define the future of talent acquisition The Opportunity #SourceCon
- 9. #intalent 2010 I am going to nail this presentation…I am going to revolutionize recruiting! “I skate to where the puck is going to be, not where it has been.” The way we will change the gameData driven predictive recruiting #SourceCon
- 12. #intalent Use data to build credibility
- 16. #intalent 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 Using Data To Set Expectations #SourceCon
- 17. #intalent Initial search: 7 Remove recommendation: 19 Remove years in position: 71 Remove company type: 82 Remove company size: 126 Expectations Are High & Results Fall Short #SourceCon
- 21. #intalent The Where: 475K+ Software Engineers in US #SourceCon
- 22. #intalent (based on LinkedIn recruiter contact Feb-Aug 2012) The Where: Big Markets vs. Hidden Gems #SourceCon
- 23. #intalent 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% Supply Demand . The Where & Some Why: NYC Has 33% More Supply & Less Demand Than Seattle #SourceCon
- 24. #intalent Seattle New York (word size represents skill frequency) The Where & Why: Skill Mix By City #SourceCon
- 25. #intalent Manager and Above 9.6% Manager and Above 6.9% The Where & Why: NYC Has More Senior & Management-Level Talent #SourceCon
- 26. #intalent 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 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 With 618 Employees Connected To 2,255 Engineers #SourceCon
- 27. #intalent 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 “Connectedness” Matters #SourceCon
- 28. #intalent The Why: Talent Flows – Winning Or Losing? #SourceCon
- 30. #intalent The Where + Hidden Gems Connectedness Matters Skills & Seniority Win/Loss Rate #SourceCon
- 33. #intalent
- 34. #intalent
- 35. #intalent
- 36. #intalent In sales and marketing $ Dollars to spend Affinity Which prospects are most likely engage? Low High High Tele-Sales “Red Carpet”Nurture Build Awareness 1:1 approach1:Many 6991207 1:Many 58 1:Many 36 2,000 Systems Infrastructure Engineers #SourceCon
- 37. #intalent
- 40. #intalent 1:Many = World-Class Consumer Marketing #SourceCon
- 42. #intalent
- 43. #intalent Most Successful Systems Infra & Data Recruiter Most Successful Quarter in Eng Recruiting 3X increase in candidate response rate Highest conversion rate of applicant to onsite Highest conversion rate of applicant to offer 8:1vs13:1 TAM 1:Many served LI content more likely to make it to onsite vs. other applicants Key Lever For Driving Efficiency & Reducing Hours Eng SI Pilot Results #SourceCon
- 45. #intalent Reactive Recruiting Model Keyword Searching Jockey Prioritize the Top of List Cold Outreach See Activity Market Intel Dispersed #SourceCon
- 46. #intalent Planful and Prioritized Co-signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered #SourceCon
- 49. #intalent Lead with data Operationalize and iterate Don’t do it alone
- 50. #intalent Realize and internalize the world of talent has changed Test drive addressable market & segmentation on one of your critical talent pools Assess whether you and your team are ready to transform Three To Dos #SourceCon
- 52. #intalent yourToday is our opportunity!
- 53. 2016
- 54. #intalent What To Learn More? #SourceCon
Hinweis der Redaktion
- Working at LinkedIn, leading TA - I feel like a kid in a candy store!
- Sharing a little background I love working in the talent world – I’m not only the TA leader, but I’m “talent” as well
- Story background – buying directories Talent are calling the shots now Recruiting is now very different than 5 years, even a year ago
- The recruiting organization who figures out how to extract the value of the web’s people data and how to then build a recruiting team model to operationalize this @ scale will define the future of talent acquisition. NOTE: TBD, is this work?
- Share story But then, I heard “stop” <transition to next slide>
- <speak slowing, showing emphasis> <transition to next after you complete the story>
- So let’s start again, with the right plan
- What do you see here? It’s the ever-hard to find purple squirrel. You may even call it the purple unicorn. Either way, it’s the metaphorical image for the perfect candidate. Let’s talk about how we start executing and operating using the future of data NOW…TODAY. In the States we call the impossible to find candidate the “purple squirrel” because they don’t exist. Raise your hand if you have every worked with a hiring manager who is asking you to recruit a type of candidate who simply doesn’t exist. They are asking for too much. The Engineer with a PhD from Oxford who also speaks Italian, can lead teams, can also sell to customers and has worked at a multinational, a start-up and is now working at either company X, Y or Z. …Can any of you relate with that? Well we can now start using structured data to educate our clients, our executives and hiring managers about the market and the “addressable candidate pool”. What does this do for our function? It builds credibility. Let’s take a look at an actual example from LinkedIn.
- This was from an actual search we conducted for a Data Center Manager. David Henke, our SVP of Engineering, was under the gun, putting huge pressure on recruiting to get the search filled. We met with David to understand his requirements seen here. Told him we would be back in an hour to talk further. We knew that this was going to be very hard to fill, but we didn’t want to get in to a debate with our Sr. Vide President. So we went away, pulled some data and returned to his office to meet him.
- 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.
- Breakdown of each segment
- Breakdown of each segment The Where Connectedness of your employees Skills & Seniority Win/Loss Rate
- Breakdown of each segment Hidden Gems
- This is a formula to find the right talent. <click to see example after formula is explained>
- Breakdown of each segment
- Breakdown of each segment
- Breakdown of each segment
- Breakdown of each segment
- Breakdown of each segment Hidden Gems
- Breakdown of each segment
- Brands can no longer hide who they are We need to change the way we look at recruiting and talent. We need to lead in new ways, increase our partnerships, operationalize our worlds, listen a lot more and lead with data.
- Everything I shared is available to each one of us. It’s all possible. And the new world of talent is an amazing opportunity for TA, like never before. In fact, it’s your opportunity. You leverage all of these lessons and learnings to for your brand and organization and make your talent strategy amazing. The question I have, who will be on this stage next year telling us about their story? And the year after that and after that.