Moneyball 25th September

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  • And 4 – embrace the power of data.You’ve probably heard a lot about data in recruiting in recent months, but based on our research few recruiting leaders feel like they’ve actually nailed how to leverage big data to their advantage in the recruiting space. Only a quarter believe that their org utilizes data well to make hiring decisions, leaving a full three-quarters who think they are average or even poor at using data for hiring decisions.Since this is an area many of you have expressed wanting more info and support, we’re going to dedicate the entire next session to this: Moneyball for Talent Acquisition – and we’ve brought in the expert to coach you on data-driven decision making in recruiting and give you real, actionable takeaways that you can use this afternoon. 
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  • The Sail @ Marina Bay (Aurecon project)One of the tallest residential buildings in Singapore, The Sail @ Marina Bay consists of two towers of 70 storeys and 63 storeys. Performance glass façades were chosen to maximise views of the new downtown resort. The façade system design needed to achieve both functionality and constructability.As façade consultants, Aurecon's solution was a curtain wall system that used a rotating sill trim to allow variation in the vertical tiIt of the system, while also enabling manufacturing to be optimised.
  • Introduce a bit of background on Caesars“you are looking Chris up right now”
  • How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
  • How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
  • We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
  • We can also use talent brand index to determine where to focus your employer branding efforts. For example, for your functions on the left of this graph, you have an easier time hiring talent, but for the functions to the right of this graph, it has been more difficult finding talent to fill your roles. Does this resonate with you, both on and off LinkedIn?
  • Finally, we can help you track your employer brand over time. Brand is not something that changes overnight– rather, it is something that needs to be cultivated over time. As you invest in your employer brand, LinkedIn can help you assess the effectiveness of your employer branding efforts both on and off LinkedIn– using the talent brand index.Let’s pause here and review what we’ve talked about:- How are these results in line or different from your expectations? Why? - How is your employer brand aligned compared to your recruiting priorities?  - How is your brand enhancing or inhibiting your success in hiring? 
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Transcript

  • 1. Moneyball for Talent Acquisition Using LinkedIn Data to Inform Your Strategy #intalent Josh Coulson Insights, Talent Solutions @joshco Haimee Code Strategic Product Consultant @haimeecode
  • 2. ©2013 LinkedIn Corporation. All Rights Reserved. In Moneyball data transformed baseball 2
  • 3. ©2013 LinkedIn Corporation. All Rights Reserved. In Moneyball data transformed baseball
  • 4. ©2013 LinkedIn Corporation. All Rights Reserved. 4
  • 5. ©2013 LinkedIn Corporation. All Rights Reserved. 5 of Australian Talent Acquisition leaders believe that their organisation utilises data well when hiring
  • 6. ©2013 LinkedIn Corporation. All Rights Reserved. #InTalent LinkedIn data can measure much better than before 6 Starting with the profile Broader 200M+ Members Deeper Real-Time Breakdown by geo, function, etc. Constantly updating
  • 7. ©2013 LinkedIn Corporation. All Rights Reserved. Put in practice Plan Prioritise Today let’s discuss using LinkedIn data for 3 Ps
  • 8. ©2013 LinkedIn Corporation. All Rights Reserved. How to: Plan Prioritise Put in practice
  • 9. ©2013 LinkedIn Corporation. All Rights Reserved. Start by sizing up the talent pool to set expectations with hiring managers
  • 10. ©2013 LinkedIn Corporation. All Rights Reserved. Recruiter can measure the talent pool 10 11 talent pool
  • 11. ©2013 LinkedIn Corporation. All Rights Reserved. Our strategic customers look at talent pool reports • Recruiter can show supply of talent DEMAND SUPPLY • Now we can look at demand for talent • This helps identify markets for talent Melbourne Sydney Perth
  • 12. ©2013 LinkedIn Corporation. All Rights Reserved. We run surveys to identify what the talent pool is looking for so you can tailor messaging Challenging work Excellent compensation & benefits High caliber people Job security Good work-life balance Matters more Matters less
  • 13. ©2013 LinkedIn Corporation. All Rights Reserved. You can now measure all this through Talent Pool reports 1. Software engineers 2. Financial services 3. Mining and Energy 4. Students and Recent Graduates 5. Women in Leadership
  • 14. ©2013 LinkedIn Corporation. All Rights Reserved. You can find the Talent Pool reports at: lnkd.in/plan
  • 15. ©2013 LinkedIn Corporation. All Rights Reserved. How can you use data to plan? Set expectations with hiring managers Identify markets for targeting talent 1 2
  • 16. ©2013 LinkedIn Corporation. All Rights Reserved. How to Plan Prioritise Put in practice
  • 17. ©2013 LinkedIn Corporation. All Rights Reserved. Once you’ve identified the right people, are they interested in you?
  • 18. ©2013 LinkedIn Corporation. All Rights Reserved. Let’s look at Aurecon, a global engineering, management & specialist technical services firm
  • 19. ©2013 LinkedIn Corporation. All Rights Reserved. Your employees are engaging talent every day; mobilise them as brand ambassadors 130,104 Potential candidates view Aurecon’s employee profiles yearly
  • 20. ©2013 LinkedIn Corporation. All Rights Reserved. Your company page draws in talent 21,448 Engaged Talent following Aurecon
  • 21. ©2013 LinkedIn Corporation. All Rights Reserved. But how do you pull together the pieces? First, look at brand reach and engagement Talent Brand Reach Talent Talent that’s familiar with you as an employer Talent Brand Engagement Talent that is interested in you as an employer Researching company and career pages Following your company Viewing jobs and applying Viewing employee profiles Connecting with your employees 263,229members members 64,513
  • 22. ©2013 LinkedIn Corporation. All Rights Reserved. But how do you pull together the pieces? First, look at brand reach and engagement 22 Talent Brand Reach Talent Talent Brand Engagement 263,229members members 64,513 Talent Brand Index = Talent Brand Engagement Talent Brand Reach Aurecon 25%
  • 23. ©2013 LinkedIn Corporation. All Rights Reserved. We can compare your Talent Brand Index against your peers PEERS GHD Hyder Consulting Mott MacDonald Parsons Brinckerhoff Sinclair Knight Merz Arup 25% 14% 12% 11% 11% 8% 7% Aurecon 1of 7 Weaker employer brand Employer of choice
  • 24. ©2013 LinkedIn Corporation. All Rights Reserved. Talent more difficult to engage Talent easiest to engage We can measure your Talent Brand Index across the geographies you’re hiring… 37% 34% 20% 19% 19% 8% South Africa India USA Australia New Zealand UK
  • 25. ©2013 LinkedIn Corporation. All Rights Reserved. We can track how your Talent Brand Index progresses over time 10% 13% 16% 19% 22% 25% 28% Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13
  • 26. ©2013 LinkedIn Corporation. All Rights Reserved. How can you use data to prioritise? Identify engaged candidates Benchmark against peers Diagnose strengths / weaknesses 1 2 3
  • 27. ©2013 LinkedIn Corporation. All Rights Reserved. How to: Plan Prioritise Put in practice 27
  • 28. ©2013 LinkedIn Corporation. All Rights Reserved. Start using data & keep it simple 28 What is the size of your talent pool? How well are you engaging that talent?
  • 29. ©2013 LinkedIn Corporation. All Rights Reserved. Integrate and enhance your existing workflow 29 Look at the data to: 1) Plan based on the size of the talent pool 2) Prioritise engaged talent Ask for the data: 1) How big is the talent pool? 2) How many candidates are we engaging? Recruiter TA Leader
  • 30. ©2013 LinkedIn Corporation. All Rights Reserved. How can you best operationalise talent analytics? 30 Start using data & keep it simple Integrate and enhance your workflow Create the right team structure Team TA Sourcing Ops & Analytics Coordination 1 2 3
  • 31. ©2013 LinkedIn Corporation. All Rights Reserved. Put in practice Plan Prioritise You should now know how to use data to: 31
  • 32. ©2013 LinkedIn Corporation. All Rights Reserved. Overview of Analytics Available to You Job Analytics: Understanding who’s viewed your job Talent Pools: Identifying your target InMail Analytics: Understanding your communications with potential hires Recruiter Usage: Understanding your team’s activity Pipeline Analytics: Understanding where to allocate your resources