Moneyball for Recruitment
 

Moneyball for Recruitment

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Moneyball for Recruitment Moneyball for Recruitment Presentation Transcript

  • #SourceIn Moneyball for Recruitment Kevin Showkat Senior Insights Analyst, LinkedIn Leveraging Data to Maximize Your Impact
  • Let’s get to know the attendees Most Popular Most Endorsed Earliest Adopter Most Connected Dan Carney Philip Bartfield Jesse Marrus Taj Haslani
  • #SourceIn In Moneyball data transformed baseball 3
  • #SourceIn In Moneyball data transformed baseball 4
  • #SourceIn In Moneyball data transformed baseball 5
  • #SourceIn 6 It’s time for data to transform Recruitment
  • #SourceIn 7 We search for the right candidate but it turns out another bigger firm caught the fish faster. “ “
  • #SourceIn 8
  • #SourceIn LinkedIn data continues to grow larger 9 Starting with the profile Broader 238M+ Members Deeper Real-Time Breakdown by geo, function, etc. Constantly updating
  • #SourceIn Put in practice Plan Prioritize Today let’s discuss using LinkedIn data for 3 Ps 10
  • #SourceIn How to: Plan Prioritize Put in practice 11
  • #SourceIn Let’s use Morgan Stanley as an example 12
  • #SourceIn Start by sizing up the talent pool to set expectations with clients 13
  • #SourceIn Recruiter can measure the talent pool 144 talent pool Greater New York City Area J.P. Morgan 3 to 5 years Master of Business Administration VP Investment Banker
  • #SourceIn Recruiter can measure the talent pool 15
  • #SourceIn Recruiter can measure the talent pool 164 talent pool Greater New York City Area Master of Business Administration VP Investment Banker 566
  • #SourceIn Our strategic customers look at talent pool reports 17 •  Recruiter can show supply of talent DEMAND SUPPLY Los Angeles Chicago NYC •  Now we can look at demand for talent •  This helps identify markets for talent
  • #SourceIn We run surveys to identify what the talent pool is looking for so you could tailor messaging 18 Excellent compensation & benefits Job security Strong career path Strong employee development Challenging work High Importance Low Importance
  • #SourceIn You can now all measure this through Talent Pool reports 19 1)  Healthcare providers 2)  Technical salespeople 3)  Software engineers 4)  Financial services 5)  Marketing – CPG 6)  Drilling & petroleum 7)  Procurement & supply
  • #SourceIn You can find the Talent Pool reports at: 20 lnkd.in/plan
  • #SourceIn How can you use data to plan? 21 Set expectations with clients 1 Act as an advisor to clients on hireability of certain markets 2
  • #SourceIn How to Plan Prioritize Put in practice 22
  • #SourceIn Once you’ve identified the right people, are they interested in you? 23
  • #SourceIn Let’s look at JEG Search as an example 24
  • #SourceIn Your employees are engaging talent every day; mobilize them as brand ambassadors 25 6,576 Potential placements view JEG’s employee profiles yearly
  • #SourceIn Your company page draws in talent 26 1,083 Engaged Talent following JEG
  • We first assess two important elements of your talent brand: Reach and Engagement
  • Talent Brand Index can measure your talent brand What percent of people who know about you show an interest?
  • #SourceIn We can compare your Talent Brand Index against your peers 29 PEERS A B C D E F 62%   26%   15%   15%   13%   13%   5%   JEG 1of 7 Weaker firm brand Stronger firm brand
  • #SourceIn Talent more difficult to engage Talent easiest to engage We can measure how your Talent Brand Index varies across the functions you’re placing… 30
  • #SourceIn 31 Engaging talent at all touchpoints can help “warm up” potential placements, according to an analysis of 2.6M InMails
  • #SourceIn How can you use data to prioritize? 32 Identify potential placements 1 Benchmark against peers2 Diagnose strengths / weaknesses 3
  • #SourceIn How to: Plan Prioritize Put in practice 33
  • #SourceIn Start using data & keep it simple 34 What is the size of your talent pool? How well are you engaging that talent?
  • #SourceIn Should you create a new workflow? 35 NO!
  • #SourceIn Integrate and enhance your existing workflow 36 Look at the data to: 1)  Plan based on the size of the talent pool 2)  Prioritize engaged talent Ask for the data: 1)  How big is the talent pool? 2)  How many candidates are we engaging? Recruiter Client
  • #SourceIn You should now know how to use data to: 37 Put in practice Plan Prioritize
  • #SourceIn 38