The document discusses how using data analytics can help improve recruiting and branding decisions. It shows that the use of data in recruiting is rising globally, and the most successful employers measure their talent brands both qualitatively and quantitatively. The document then provides an overview of the different types of analytics available through LinkedIn Recruiter, Jobs, and Talent Pool tools, including job analytics, pipeline analytics, InMail analytics, recruiter usage reports, and talent pool analysis. It demonstrates how consumption of LinkedIn data reports is correlated with better recruiting outcomes. The document encourages using the data to plan, prioritize efforts, and put strategies into practice to improve recruiting.

3. Leveraging Data: LinkedIn Recruiter, Jobs,
and Talent Pool Analysis
Tavin Lanpheir
Strategic Recruitment Product Consultant
Nathan Williams
Manager, Global Product Consulting

4. Data
Use It to Make Better Hiring and Branding Decisions

5. If you can’t measure it, you can’t manage it.

6. Use of Data Analytics in Recruiting Rising Rapidly
Global average low at 23% but up 8% since 2012
60%
50%
52%
Italy
16%
India
15%
22%
19%
Southeast Asia
15%
29%
Canada
15%
Spain
Netherlands
15%
27%
Brazil
Germany
10%
22%
US
Australia
20%
27%
23% Average
China
UK
14%
30%
37%
France
Nordics
40%
0%
“How well does your organization use data to understand talent acquisition
effectiveness and opportunities?”

7. The Most Successful Employers Use Data To Measure
Their Talent Brands Qualitatively and Quantitatively
Believe organization
utilizes data well to
make hiring decisions
22%
23%
Regularly survey new
hires to understand
brand position
28%
34%
Regularly measure
employer brand in a
quantifiable way
30%
33%

8. Overview of Analytics Available to You
Job Analytics: Understanding who has
viewed your job
Pipeline Analytics: Understanding where
to allocate your resources
InMail Analytics: Understanding your
communications with potential hires
Recruiter Usage: Understanding your
team’s activity
Talent Pools: Identifying your target

9. Let’s Use LinkedIn Data to Plan, Prioritize and
Put Into Practice
Plan
Talent
Pools
Prioritize
Pipeline
Analytics
Put into
Practice
Recruiter Usage
Job
Analytics
InMail Analytics

10. Talent Pool Analysis
Understanding External Talent
Keywords:
“Software Engineer”
Talent Pool = 11,562

11. Talent Pool Analysis
Understanding Internal Talent
=

12. Planning for the Future
Data + CheckIn. Understanding Recruiting Events
=

13. Pipeline Analytics
Understanding Where to Allocate Your Resources
Are you balancing your
recruiting efforts across your
sourcing strategies?
Are you effectively prioritizing
your recruiting activities based
your team’s activity?
1 in 5 clients
regularly access the Talent
Pipeline Report.

14. Job Analytics
Understanding Who’s Viewed Your Job
Are your jobs targeting the
right audience?
Can you quickly identify
organizations that have
employees actively seeking
your jobs?
1 in 3 clients
regularly access the Jobs
Report

15. InMail Analytics
Understanding Your Communications With Potential Hires
Are you using templates?
Is talent responding to your
engagement?
1 in 5 clients
regularly access the InMail
Analytics Report

16. Recruiter Usage
Understanding Your Team’s Activity
Can you uncover users that
may need assistance with
efficient searching?
Do you know when it may be
time to start organizing your
candidates?
1 in 2 clients
regularly access the
Recruiter Report

17. Recruiter Usage
Download Data Provides Additional Information
Are you utilizing the ability to
do custom ratio analysis?
All Reports Offer
Downloadable Data – Use It!
1 in 14 clients
regularly download Recruiter
Report Data

18. Putting Data Into Practice
Average Search Alerts Created
0.7
0.6
Average Search Alerts Active
3.5
0.58
0.5
2.87
3
0.43
0.45
0.4
3.01
3.21
2.5
0.32
2
0.3
1.5
0.2
1
0.1
0.5
0
0
April
May
June
July
0
April
May
June
July
Data shows that spacer
users aren’t creating new
search alerts and using about
3 per month when they have
the ability to utilize up to 50.

19. Recruiter Usage
What Do The Terms Used Within Recruiter Usage Reports Mean?

20. Consumption of LinkedIn Data is highly correlated
with better recruiting outcomes (InMail)
20.0%
InMail Response Rate
18.0%
15.2%
16.0%
13.1%
14.0%
12.0%
18.3%
+87%
10.3%
10.0%
8.0%
6.0%
4.0%
2.0%
0.0%
0
1
2
Months Report Viewed
3

21. Consumption of LinkedIn Data is highly correlated
with better recruiting outcomes (InPact)
25%
22%
% Hires InPacted (average)
+59%
19%
20%
16%
15%
14%
10%
5%
0%
0
1
2
Months Report Viewed
3

22. Consumption of LinkedIn Data is highly correlated
with better recruiting outcomes (Job Views)
Job Views per Open Job (average)
250
+21%
208
200
171
150
100
50
0
No
Yes
Viewed Monthly Report?

23. Job Analytics
Pipeline Analytics
InMail Analytics
Recruiter Usage
Talent Pools
Now That You Can Measure, How Will You Manage?

24. Q&A