Moneyball For Talent Acquisition - Boston 6.4.13


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The Moneyball For Talent Acquisition session helps Talent Acquisition professionals better understand how to use data to inform their strategy.

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  • I’m an imposter.James has names like Harvard & Stanford (twice) on his profileI have names like Weber State and Brigham Young on mineHe’s an elite triathlete and ran boston in 2:49I was an elite tricyclist and boston….I took some great pictures of my wife runningBefore you walk out….Clay Buckholtz – Ray TruckboltsGood news on two fronts: 1: the closing pitchers are very strong – Chris and Barry are peers and have amazing things to sayThe other good news is that if you want to see the real Buckholtz pitch in the All Star game…….
  • All you have to do is buy a ticket. Talent Connect 2012 is actually where James first introduced the idea of Moneyball for Talent Acquisition. Many principles in my presentation are taken from James. James and other superstars in this industry will take the stage. It’s an amazing event and one not to be missed. I assume you’re here for one of two reasons1: To network with and learn from your peers2: To learn more about how to get the most of what for many of you is a significant investment and something that is undoubtedly is powerful, but that quite frankly is rather new and we’re all still figuring out how to best take advantage of it. There’s no better place in the world to learn how the best minds in talent acquisition are leveraging LinkedIn to connect with top talent. So know that when I say “We”, what I’m really saying is that James and his brilliant team created this and then my colleagues and I have the honor of using this data to work with you to better understand how to connect with the best talent in the world. Connect. Inspire. Transform.Talent Connect 2013 is the corporate recruiting event of the year. Learn best practices, make new connections, and get inspired by stories of recruiting leaders changing the world through best-in-class talent acquisition. (We’re expecting well over 2,000 attendees.)Most Popular Sessions in 2012 (over 90 informative sessions total)-Moneyball for Talent Acquisition: Using LinkedIn Data to Inform Your Strategy and Demonstrate Your Impact-Using Employer Branding to Differentiate, Target and Win with Top Talent-Driving Improvements in Your Recruiting Approach Through Data-Increasing Your Talent Acquisition Impact Without Growing Your Team-Shifting from Reactive to Proactive Sourcing: Why It Matters, How to Do It
  • Let’s start by talking about you. Since we have data on 225 million professionals, we decided to look at a little data about the 100 or so people in this room. Earliest Adopter – The first person to sign up and create a profile on LinkedIn: Danielle from Eduventures: Member #108,000Most Connected– The person with the most 1st degree connections: Hubspot, what a cool company. #5 Mktg. blog in the worldMost Popular– The person whose profile was viewed the most in the past 30 days: Rapid7, Have you seen those videos?Most Endorsed – The person with the most total endorsements: Cindy, has an inordinate amount of endorsers. She’s good at what she does.
  • A lot of leaders find this reasonably easy. (Finding Data)CEO – revenuesMarketing – campaigns, ctr’s, dial it up, dial it downSalesEngineeringLet me ask, how many of you feel that your organization uses data effectively as part of your hiring efforts?
  • 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. 
  • US Census is updated every 10 years
  • Debra Horowitz
  • Sit down with your Hiring Manager and determine what she’s looking for.We’ll simplify, but let’s say our hiring manager has had great success with MIT Grads. She wants a VP with 3-5 years, who graduated from MIT.
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  • 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
  • We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
  • 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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  • Add talking points about where the teams come from;
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  • Moneyball For Talent Acquisition - Boston 6.4.13

    1. 1. #InTalentMoneyball for Talent AcquisitionKyle PollLinkedIn EvangelistData Geek@KylePollUsing LinkedIn Data to Inform Your Strategy
    2. 2. #InTalentDisclosure Statement2
    3. 3. LinkedIn Talent Connect 2013October 15-17, 2013The MGM Grand, Las Vegas
    4. 4. The Best of the Best in BostonMost Popular Most EndorsedEarliest Adopter Most ConnectedDanielleNesbittLeslieMitchellJulieJakubiecCindyBloom
    5. 5. #InTalentIn Moneyball data transformed baseball5
    6. 6. #InTalentIn Moneyball data transformed baseball6
    7. 7. #InTalentIn Moneyball data transformed baseball7It’s time for data to transform Talent Acquisition
    8. 8. #InTalent 8
    9. 9. #InTalent 9Of Talent Acquisition leadersbelieve that their organizationutilizes data well when hiring
    10. 10. #InTalentLinkedIn data can measure much better than before10Starting with the profileBroader225M+ MembersDeeper Real-TimeBreakdown by geo,function, etc.Constantly updating
    11. 11. #InTalentPut in practicePlanPrioritizeToday let’s discuss using LinkedIn data for 3 Ps11
    12. 12. #InTalentHow to:PlanPrioritizePut in practice12
    13. 13. #InTalentLet’s use zipcar as an example13
    14. 14. #InTalentStart by sizing up the talent pool to set expectationswith hiring managers14
    15. 15. #InTalentRecruiter can measure the talent pool1510 talent poolGreater Boston AreaMIT Grad3 to 5 yearsVPSoftware Engineer
    16. 16. #InTalentRecruiter can measure the talent pool1610 talent poolGreater Boston AreaMIT Grad3 to 5 yearsVPSoftware Engineer1,303or Director3,282
    17. 17. #InTalentOur strategic customers look at talent pool reports17• Recruiter can showsupply of talentDEMANDSUPPLYWashington DCBoston• Now we can look atdemand for talent• This helps identifymarkets for talentSan Fran
    18. 18. #InTalentWe run surveys to identify what the talent pool islooking for so you could tailor messaging18Work Life BalanceJob securityHigh Caliber PeopleStrong employee developmentChallenging workHigh Importance Low ImportanceCompensation & Benefits
    19. 19. #InTalentYou can now all measure this through Talent Poolreports191) Healthcare providers2) Technical salespeople3) Software engineers4) Financial services5) Marketing – CPG6) Drilling & petroleum7) Procurement & supply
    20. 20. #InTalentYou can find the Talent Pool reports
    21. 21. #InTalentHow can you use data to plan?21Set expectations withhiring managers1Identify markets fortargeting talent2
    22. 22. #InTalentHow toPlanPrioritizePut in practice22
    23. 23. #InTalentOnce you’ve identified the right people,are they interested in you?23
    24. 24. #InTalentLet’s look at New Balance as an example24
    25. 25. #InTalentYour employees are engaging talent every day;mobilize them as brand ambassadors2510,242Potential candidates view NewBalance’s employee profilesmonthly
    26. 26. #InTalentYour company page draws in talent2617,783Engaged ProfessionalsFollowing New Balance
    27. 27. We first assess two important elements of youremployer brand: Reach and Engagement27Talent Brand ReachTalentTalent that’s familiar with you as an employerTalent Brand EngagementTalent that is interested in you as an employerResearching company and career pagesFollowing your companyViewing jobs and applyingViewing employee profilesConnecting with your employees247,916membersmembers49,966
    28. 28. TalentTalent Brand Index can measure your employer brandWhat percent of people who know about you show an interest?28Talent Brand Index=Talent Brand EngagementTalent Brand ReachNew Balance20%Talent Brand ReachTalent Brand Engagement247,916membersmembers49,966
    29. 29. #InTalentWe can compare your Talent Brand Index againstyour peers29PEERSABCDEF23%20%17%15%13%8% 8%NewBalance2of 7Weakeremployer brandEmployer ofchoice
    30. 30. #InTalentTalent moredifficult to engageTalent easiest toengageWe can measure your Talent Brand Index variesacross the functions you’re hiring…3029%27%25% 24%20% 19%Prod Mgmt Finance Consulting IT HR Sales
    31. 31. #InTalentWe can track how your Talent Brand Indexprogresses over time3110%13%16%19%22%25%Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13
    32. 32. #InTalentHow can you use data to prioritize?32Identify engagedcandidates1Benchmark against peers2Diagnose strengths /weaknesses317,783Engaged TalentFollowing NB
    33. 33. #InTalentHow to:PlanPrioritizePut in practice33
    34. 34. #InTalentStart using data & keep it simple34What is the size of your talent pool?How well are you engaging that talent?
    35. 35. #InTalentShould you create a new workflow?35NO!
    36. 36. #InTalentIntegrate and enhance your existing workflow36Look at the data to:1) Plan based on thesize of the talent pool2) Prioritize engagedtalentAsk for the data:1) How big is the talentpool?2) How many candidatesare we engaging?Recruiter TA Leader
    37. 37. #InTalentTalent Tips from LinkedIn37Team TASourcing Ops &AnalyticsCoordinationWe embedded ops & analytics into TAMeasure, manage, iterate… Repeat
    38. 38. #InTalentHow can you best operationalize talent analytics?38Start using data &keep it simple1Integrate and enhanceyour workflow2Create the rightteam structure3Team TASourcingOps &AnalyticsCoordination
    39. 39. #InTalentPut in practicePlanPrioritizeYou should now know how to use data to:39
    40. 40. #InTalentYou can now verify skills with endorsements40
    41. 41. #InTalentWe can help companies to understand wherethey are skill leaders or skill trailers41Is that good?• How does it compareto our peers?• How does it vary bygeo, function, etc.?
    42. 42. #InTalent 42
    43. 43.