Both data and transparency are secret sauces that each company has, but may not harness. Brendan Browne, LinkedIn's Sr. Director of Global Talent Acquisition, shares how you can use them correctly to know where to invest and when you’re making a mistake.
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Transform Your Approach To Talent By Leveraging Transparency and Data | Talent Connect Sydney 2014
1. Brendan Browne
Senior Director, Talent Acquisition
Inside the Pressure Cauldron:
Transform Your Approach to Talent by
Leveraging Transparency and Data
6. #intalent
The opportunity
The recruiting organization who figures out how to
extract the value of the web’s people data and
how to build a recruiting team model that
operationalizes at scale,
will define the future of talent acquisition
12. #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
game
Data driven predictive recruiting
25. #intalent
Using data to set expectations
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
26. #intalent
Initial search: 7
Remove recommendation: 19
Remove years in position: 71
Remove company type: 82
Remove company size: 126
Expectations are high and results fall short
35. #intalent
The Where & Why
Seattle has more entry-level engineers
NY has more senior and manager-level talent
Manager and Above
9.6%
Manager and Above
6.9%
36. #intalent
The Why:
ABC Co is more connected in Seattle
with 618 employees connected to 2,255 engineers in Seattle
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
36
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
37. #intalent
“Connectedness” matters
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
47. #intalent
In sales and marketing
Quality
Who has expertise
in skills we need?
Temperature
Which prospects are most likely
engage?
Low
High
High
Tele-
Sales
“Red Carpet”Nurture
Build
Awareness
48. #intalent
2,000 Systems Infrastructure Engineers
Quality
Who has expertise
in skills we need?
Temperature
Which prospects are most likely
engage?
Low
High
High
1:1 approach1:Many
6991207
1:Many
58
1:Many
34
53. #intalent
Planful and Prioritized Co-
signors
Search Once and Manage
Prioritize High Fit & Affinity
Tailored Outreach
See Activity
Market Intel Mastered
63. #intalent
Three To Dos
Don’t do it alone!
Test drive addressable market & segmentation on
one of your critical Talent Pools
Assess whether you and your team are ready to
transform