2. This morning’s agenda
• Introductions
• Talent Brand Overview
• The Quest to Quantify: Improve ROI
• 5 Metrics To Measure Success
• Hear from your peers
• Networking

3. Introductions
Natalie Cramer
Talent Brand Consultant
LinkedIn
Nathan Phaneuf
Talent Brand Consultant
LinkedIn

5. believe talent brand
strength makes a
“significant impact”
on ability to hire
77%
Average reduction in
cost per hire
50%
Average reduction in
turnover
28%
talent professionals
who say talent brand is
a top priority in 2015
56%
We know that Talent Brand is important
Source: LinkedIn Global Recruiting Trends Report, Nov 2014

6. Candidates tell us it’s important
Source: LinkedIn Talent Trends Report, March 2014
Reputation as a
“great place to work”
Reputation for “great
products / services”
Reputation for
“great people”
Reputation for
“being prestigious”
56%

7. 7
Employer Brand n.
How you, the employer, promote your company
as a place to work

8. 8
Talent Brand n.
the highly social, totally public version of your
employer brand incorporating what talent thinks,
feels, and shares about your company as a
place to work
a significant asset for both hiring/retaining great
talent and promoting your corporate image to
the market

9. 50%
of professionals around the
world discover new job
opportunities through word of
mouth

12. The Quest to Quantify
Measuring the impact of your Talent Brand

13. Know the goal:
Attract Engage Pipeline

14. 1. Follower Quality
2. Talent Response Rate
3. Applicant Quality
4. Time To Hire
5. Opportunity Lost Cost
5 Simple Metrics to Quantify
Talent Brand Success

15. Follower Quality
Adapt your talent brand strategy for different audiences
#1

16. Tips for visualizing your success
Visualize success: track follower changes as a whole,
or for specific business-critical roles

17. Measuring your talent response rate setsEngaged
with your brand
No engagement
with your brand
Talent Response Rate
Engaged candidates more likely to respond to your recruiters
#2

18. Tips for visualizing your success
Visualize success: track response rate as a whole,
or for specific business-critical roles

19. 19
Subjective  What does it mean
to your company?
• Good fit for the company
• Good fit for the role
• Length of tenure
Who are the quality candidates for you?
Quality of Hire
Broadcasting an authentic talent brand increases retention
#3

20. 85%
95% 96%
100%
301
200
79
41
0
50
100
150
200
250
300
350
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Non-Impacted 1 Impact 2 Impact 3+ Impact
NumberofImpactedHires
RetentionRate(%)
Visualize success: track retention rate by
number of touch points engaged pre-hire
Retention Rate by Number of Interactions Pre-Hire

21. Your talent branding activities
should build a strong pipeline
and start more conversations
with qualified talent, thereby
lowering your time to hire.
Company with a strong
talent brand on
LinkedIn report a
20%
Faster rate of hire
Time to Hire
Engagement is the foundation of your pipeline
#4

22. Visualize success: track time to hire as a whole,
or for specific business-critical roles

23. Enterprise Sales, High Tech
Cost to Hire
Too often, we forget the cost of opportunity lost#5
Total Annual Revenue: $1MM
250 working days
$4,000 PER DAY

24.  Follower Quality
 Talent Response Rate
 Applicant Quality
 Time To Hire
 Opportunity Lost Cost
5 Simple Metrics to Quantify
Talent Brand Success

25. The goal of measurement is to trend relatively
to the effort you put in to each initiative

26. 26
The challenges of talent
acquisition and marketing
leaders aren’t that different:
Each needs to tell a
compelling story about
culture, people, opportunity,
and mission, and find a way
to do it at scale.
– Theodore Chestnut, Regional Accounts Manager, LinkedIn

28. Hear from your peers
Kirsten Davidson
Director, Employment Brand
Nicole Wanzer
Law School Recruiting Manager - US

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