The way to a successful launch. This playbook will set your organization up for success as it rolls out Talent Insights. 1) Build awareness and support 2) Set your team up for success 3) Track and measure success 4) How we can work together

1. Talent Insights
Launch Guide
How to successfully launch
Talent Insights within your organization.

2. The way to a
successful launch.
This playbook will set your organization up for success
as it rolls out Talent Insights.
1 Build awareness and support
2 Set your team up for success
3 Track and measure success
4 How we can work together

3. Build awareness
and support.

4. Let’s look at the three keys to building awareness and support:
Align on the business
challenges you’re
solving for.
Build and establish
your Talent Insights
program team.
Define success
and create
milestones.
Build awareness and support
1. 2. 3.

5. Hiring strategy
Employer branding
Competitive intelligence
Geolocation decisions
Workforce planning
Improving recruiting strategy and setting expectations
with hiring managers.
Identifying target audiences, informing campaigns,
and allocating budgets.
Gaining insights about peer companies and industry leaders.
Understanding how talent markets and competition
vary by region.
Crafting data-driven plans for talent acquisition,
development, and retention.
Reasons to invest:
Align on the business
challenges you’re solving for.
Build awareness and support
Step 1
Define why you invested in LinkedIn Talent
Insights. This is the business challenge
you’ll use Talent Insights to solve.

6. Executive sponsor
Program sponsor
Admin
Leadership
Champion users
Senior leadership committed to the success of the
investment who can influence change across an organization.
Drives awareness, success, and scaling.
Responsible for activation and user support in partnership
with your LinkedIn Customer Success team.
Influences business partners by driving talent strategy
in addition to driving accountability on their own teams.
Scale up by adopting a “train the trainer” approach that
lets peers support each other.
Roles to identify:
Build awareness and support
Build and establish
your Talent Insights
program team.
Step 2

7. Share KPIs
Track in a centralized place
Gather and share progress and success
Create a steering committee/champion
Decide who is accountable for tracking.
Can be quantitative or qualitative. Examples: gaining a seat
at a decision-making table or influencing a business decision.
Responsible for meetings, leading calls, and sharing success.
Identify your key performance indicators (KPIs) and communicate
them to your team.
Build awareness and support
Define success and
create milestones.
Step 3

8. Part of our induction training is
focused on the usage of LinkedIn to
make sure all employees can build
their brand and contribute.”
Clinton Holmes
Director
Blackbook Executive
“

9. Set your team
up for success.

10. Let’s look at the three keys to set your team up for success:
Educate your
internal organization.
Communicate across
your organization.
Activate
your licenses.
1. 2. 3.
Set your team up for success

11. Educate HR and recruitment leaders.
Use 1:1s to drive adoption and engagement
Elevate in team meetings
Celebrate success
Lead with insights aligned to recruiting priorities. Example:
“Sourcing JavaScript engineers? Here’s what we can learn
about the market to influence new sourcing approaches.”
Recruiting managers should share success stories and how
insights have influenced conversations with business partners.
Schedule one-on-one meetings with HR and recruitment
leaders to discuss how LinkedIn Talent Insights can benefit
them and your company.
Some ways to educate:
Set your team up for success
Educate your
internal organization.
Step 1
Make sure business leaders can
speak to the “why” and value of
LinkedIn Talent Insights.

12. • Become a subject matter expert.
• Communicate up to leadership on adoption challenges.
• Communicate best practices and product enhancements.
• Share success with peers.
Set your team up for success
• Managing your license activation plan.
• Reporting through the admin dashboard.
• Communicating back to leadership on adoption and
engagement success.
• Sharing challenges and roadblocks.
Champions should:
Create and connect admins.Create and educate champion groups.
Admins are responsible for:

13. • Speaks to the value of LinkedIn Talent Insights
• Includes asks of stakeholders and users
• Shares goals and KPIs
• Defines how you will track success
• Has an education plan for all groups
Set your team up for success
Build early momentum with a
communication plan that:
Communicate across
your organization.
Step 2

14. Meet as a
leadership team
Define KPIs, goals,
milestones, and how
you track success.
Communicate to
business leaders
Give them the plan and
goals you developed with
your leadership team.
Communicate to
champion groups
Share the leadership plan as
well as a product education
plan. Educate them about
their own unique roles.
Engage all
end users
Show what’s in it for them,
their responsibilities, and the
measurements for success your
leadership team developed.
1 2 3 4
Set your team up for success
Communication plan timeline:

15. • Include a welcome email to all users explaining the “why.”
• Outline core responsibilities, including best practices for
sharing to peers.
• Drive accountability for individual success tracking.
• Allocate licenses from admin dashboard.
• Share self-paced education paths.
Set your team up for success
How to distribute licenses.
Activate your licenses.
Step 3
Identify your users. Make sure they know
how their access to LinkedIn Talent
Insights aligns with core business priorities.
Use a “what’s in it for you” approach in
messaging to drive engagement.

16. Option 1
Launch in phases
Small group = higher impact
Working with a smaller group will
help us all give deeper attention to
early-access users and help them
use insights in impactful ways.
Lead with wins
Leverage early-access wins to roll
out to the remaining organization
with relatable stories and tangible
examples.
Longer duration
Repeated training, longer ramp
time, and a section of users have
to wait for access.
Equal access to opportunity
All users get access for the full
contract term.
Scaled resources and training
One-to-many training that can
feel irrelevant to certain sections
of the audience.
Lower adoption expected
Less skin in the game from users
unless part of performance reviews.
Launch to a small group of power users and/or
leadership, who can serve as resources to the
broader group as part of the full rollout.
Launch to all available license holders at once.
Option 2
Launch all at once
Set your team up for success
Phased activation.
For larger programs, consider a
phased approach for activation.
Consult your LinkedIn partner on
the best option for your organization.

17. We started with a small pilot group enabling us
to collect early stories [and] raise adoption. These
individuals also became local champions, where
a ‘train the trainer’ approach has enabled us to
scale to hundreds of users around the world.”
Nick Brooks
Senior Program Manager
Microsoft
“

18. Track and
measure success.

19. Let’s look at the three keys to maintaining momentum:
Track product
adoption.
Measure
ROI.
Long-term
management.
1. 2. 3.
Track and measure success

20. Uncover new champions
Highlight barriers to use
Share success, engagement, and growth
Engage power users to amplify their success and drive
greater adoption.
Discover why some people aren’t using LinkedIn Talent Insights
and what can be done to support them.
Share regularly with your leadership and recognize power users.
Admin reporting is key to:
Track and measure success
Track product adoption.
Step 1
Measure usage and adoption and make sure
to get feedback from users about how LinkedIn
Talent Insights is impacting their efforts.
Compare these results to the standards for
success you previously established.

21. • Success story surveys
• Centralized success tracking
• User interviews
• Organizationwide communication
Review your measurements and include
them in internal business reviews.
Ways to measure ROI:
Track and measure success
Measure ROI.
Step 2
Organizations that track and measure
success see deeper adoption. So make
sure to establish a process of tracking
success, and gather stories from users to
find out if they are seeing value.

22. • Sharing success with executive leadership
• Reassigning licenses when use case shifts
• Leveraging community platforms to scale announcements,
best practices, and readiness materials
Track and measure success
Long-term management.
Step 3
Continue to evaluate success and impact.
Your continued engagement will maintain
momentum throughout the program and
make sure that new processes and workflows
are used long-term.
You can do this by:

23. How we can
work together.

24. Roles and
responsibilities.
Here are the
things you are
responsible for:
Here’s what we are
responsible for:
• Executive sponsorship
• Centralized program
management
• Internal communication
• Defining training requirements
• Milestone tracking
• Success planning
• Self-paced learning
• Communication templates
• Quarterly business reviews
• Best practices
Communicate and understand the
roles and responsibilities of your
company and LinkedIn.

25. Accountability.
Executive sponsor Program lead Internal champions End users
• Set the vision and purpose
for the program and
communicate to the team.
• Ensure operational
execution rolling out
LinkedIn Talent Insights.
• Report back to executive
sponsor on milestones and
impact.
• Communicate best
practices and emphasize
wins regularly in team
meetings.
• Can ultimately drive
education and awareness
among user groups.
• Day-to-day usage.
• Sharing success
and impact.
Make sure your team understands why their role is critical.

26. Data-driven people strategies start here.
Talent Insights + Recruiter

27. Thank you.