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Moneyball for Recruitment
Kevin Showkat
Senior Insights Analyst, LinkedIn
Leveraging Data to Maximize Your Impact

2. Let’s get to know the attendees
Most Popular Most Endorsed
Earliest Adopter Most Connected
Dan
Carney
Philip
Bartfield
Jesse
Marrus
Taj
Haslani

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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 Recruitment

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We search for the
right candidate but it
turns out another
bigger firm caught the
fish faster.
“ “

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LinkedIn data continues to grow larger
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Starting with the profile
Broader
238M+ Members
Deeper Real-Time
Breakdown by geo,
function, etc.
Constantly updating

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Put in practice
Plan
Prioritize
Today let’s discuss using LinkedIn data for 3 Ps
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How to:
Plan
Prioritize
Put in practice
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Let’s use Morgan Stanley as an example
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Start by sizing up the talent pool to set expectations
with clients
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Recruiter can measure the talent pool
144 talent pool
Greater New York City Area
J.P. Morgan
3 to 5 years
Master of Business Administration
VP
Investment Banker

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Recruiter can measure the talent pool
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Recruiter can measure the talent pool
164 talent pool
Greater New York City Area
Master of Business Administration
VP
Investment Banker
566

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Our strategic customers look at talent pool reports
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• Recruiter can show
supply of talent
DEMAND
SUPPLY
Los Angeles
Chicago NYC
• Now we can look at
demand for talent
• This helps identify
markets for talent

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We run surveys to identify what the talent pool is
looking for so you could tailor messaging
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Excellent compensation & benefits Job security
Strong career path Strong employee development
Challenging work
High Importance Low Importance

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You can now all measure this through Talent Pool
reports
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1) Healthcare providers
2) Technical salespeople
3) Software engineers
4) Financial services
5) Marketing – CPG
6) Drilling & petroleum
7) Procurement & supply

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You can find the Talent Pool reports at:
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lnkd.in/plan

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How can you use data to plan?
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Set expectations with
clients
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Act as an advisor to
clients on hireability of
certain markets
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How to
Plan
Prioritize
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 JEG Search as an example
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Your employees are engaging talent every day;
mobilize them as brand ambassadors
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6,576
Potential placements view JEG’s
employee profiles yearly

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Your company page draws in talent
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1,083
Engaged Talent
following JEG

27. We first assess two important elements of your
talent brand: Reach and Engagement

28. Talent Brand Index can measure your talent brand
What percent of people who know about you show an interest?

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We can compare your Talent Brand Index against
your peers
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PEERS
A
B
C
D
E
F
62%
26%
15%
15%
13%
13%
5%
JEG
1of 7
Weaker firm
brand
Stronger
firm brand

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Talent more
difficult to engage
Talent easiest to
engage
We can measure how your Talent Brand Index
varies across the functions you’re placing…
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Engaging talent at all touchpoints can help “warm up”
potential placements, according to an analysis of 2.6M
InMails

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How can you use data to prioritize?
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Identify potential
placements
1
Benchmark against peers2
Diagnose strengths /
weaknesses
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How to:
Plan
Prioritize
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?

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Should you create a new workflow?
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NO!

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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) Prioritize engaged
talent
Ask for the data:
1) How big is the talent
pool?
2) How many candidates
are we engaging?
Recruiter Client

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You should now know how to use data to:
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Put in practice
Plan
Prioritize

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