The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015. Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D

1. People Analytics is the New HR
Wharton People Analytics Conference │ April 2015

2. What we tell our friends about people analytics…
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3. …what our business partners think of people analytics…
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4. …what we actually do in people analytics
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5. People analytics:
A tiny but growing field in HR
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6. People analytics is a small field within HR
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Number of member profiles in 2015 (not to scale)
Source: LinkedIn, estimate based on member reported job titles and skills, (Apr 2015).
4.5M
HR professionals
9,500
People analytics
professionals

7. Source: LinkedIn self-reported member data based on job title, start date, and company
…but it’s growing quickly
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2,000 2,400 3,000 3,400 3,500 3,900 4,300 4,700 5,300 8,100 9,500
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
Q1
Number of People Analytics Professionals Growth Rate
Number of people analytics members on LinkedIn
~5X growth
over 10 years

8. People analytics professionals have diverse skill profiles
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Percent of profiles by segment
Source: LinkedIn, estimate based on member reported job titles and skills
8%
17%
10%
13%24%
28%
Data guru
Staffing
expert
Talent
manager
Reporting
analyst
Workforce
consultants
HR process
manager

9. 4,500Companies have
employees focused on
people analytics
43%
of the Fortune 1000
55%
of all people analytics
functions have been
started within the last 5
years
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Companies are catching on

10. ©2015 LinkedIn Corporation. All Rights Reserved.
People analytics: What it is and how it’s evolving

11. The 4-step evolution of people analytics functions
We create business value through behavior change, not predictive analytics
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Impact
People Analytics Maturity
Level 1
Data monkey
Level 2
“Why?” asker
Level 3
Proactive
business partner
Level 4
Change leader
“I need this data tomorrow for the company All Hands”
“How do we shape our talent strategy to
meet our business goals?”
“Help me understand what problem you are
trying to solve?”
“How do we reduce bias in our people decisions?”

12. People analytics professionals tackle big business questions
Sample business & HR problems across the employee lifecycle
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Workforce
Planning
What is our talent strategy to grow the business in key areas?
How do we forecast talent demand & supply of critical talent?
Talent
acquisition How do we quickly identify and prioritize critical talent pools?
Learning &
Development
How do we define, assess, and develop great leaders at LinkedIn?
How do we measure the impact of learning?
Talent
Management
What are the drivers of attrition?
How do we reduce regrettable attrition and retain top talent?

13. Example: Implementing Data Driven Recruiting at LinkedIn
Problem: How do we efficiently identify and prioritize critical talent pools?
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We sized & prioritized the market of Systems & Infrastructure engineers
Affinity
Which prospects are most likely engage?
SkillMatch
Whohasexpertiseinskillsweneed?
1:Many
“Nurture”
High
HighLow
1:1
“Blue Carpet”
1:Many
Talent Brand
1:Many
“Telesales”
Pilot results
 Most successful
quarter in Systems
& Infrastructure
Engineering
recruiting
 Influenced LinkedIn
Recruiter product
roadmap

14. Data driven recruiting led to sky high InMail response rates
We used engagement & connectedness to target candidates w/ high affinity
No
engagagement /
connection
Engaged w/
Competitor
Connected w/ LI Engaged w/ LI Engaged w/ LI &
w/ Competitor
Engaged w/ LI &
Connected w/LI
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2.8x higher
response rates
vs. no connection
InMail response rates
Source: North America; n=100k

15. So you think you want to do people analytics?
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Professionals
Get to know people who work in people
analytics! Sharpen your analytics skills.
Companies
Don’t wait for the data infrastructure to
be finished. Pursue quick wins that
build credibility and provide immediate
business value.

16. Reporting
Analytics Dashboards
Ad Hoc Reporting
Data Mining & Cleaning
Technical Project
Manager
Consulting
Process Improvement
Performance Mgmt.
Organization Design
Strategic Planning
Analytics
Statistical Modeling
A/B Testing
Survey Design
Research
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How to build your people analytics function
Successful people analytics teams start with 3 critical skill areas

17. Questions?
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Lorenzo Canlas
Head of Talent Analytics
LinkedIn
Will Gaker
Senior Manager, Talent Analytics
LinkedIn

18. Get started today –
Learn how to apply people analytics to recruiting
Learn more