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By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013

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This presentation covers how you can use data to plan using talent pool analysis, prioritise by measuring your talent brand, and help you become a strategic partner to the business, sharing some …

This presentation covers how you can use data to plan using talent pool analysis, prioritise by measuring your talent brand, and help you become a strategic partner to the business, sharing some details from Charlie Milne’s work building a data-driven talent acquisition organisation at Westpac, a top Australian bank, along with other real-life examples.

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  • 1. By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor Charlie Milne Richard Hutchinson James Raybould Will Hamlin Head of Strategic Sourcing, Westpac Sourcing Channel Manager, Home Retail Group Director of Insights, LinkedIn Insights Manager, LinkedIn
  • 2. Talent acquisition leaders believe their organization utilizes data well to make hiring decisions
  • 3. Plan Prioritize Partner using talent pool analysis engaged talent and measure your talent brand with the business
  • 4. Use data to set expectations with hiring managers
  • 5. If Westpac was hiring in the UK Private Banker  London, United Kingdom  More than 10 years  VP  MBA
  • 6. You can then map on the demand for talent Recruiter can show supply of talent Demand Now we can look at demand for talent London Birming -ham Leeds This helps identify markets for talent Supply
  • 7. 1. Java Development 2. Brand Strategy & Management 3. Corporate Finance 4. Ecology & Environmental Science 5. Renewable and Sustainable Energy 6. Corporate Law 7. Non-profit, Fundraising, and Grantmaking
  • 8. We are a big bank! Market cap Employees Profit per day
  • 9. Different fields Industries Cultures Diversity Innovation New Ideas
  • 10. There are 3x more men than women in leadership roles Percentage of female leaders by years of experience in Australia 40% 36% 32% 35% 29% 30% 25% 25% 21% 20% 18% 16% 13% 15% 10% 5% 0% 5 10 15 20 25 Years of experience 30 35 40
  • 11. The fin svcs industry is particularly challenging Male dominated Low penetration Moderate penetration Members in leadership 50k Finance & Ins. Tech -Software 20k Prof services Architect & Eng. 10k Media & Ent. Manufacturing 5k Gov/Ed /Non-p Retail/ Consumer Health & Pharm Oil & Energy Aero & Auto 2k Telecom TechHardware 1k 0% 5% 10% 15% 20% 25% % of female leaders 30% 35% 40%
  • 12. The improved data helps us understand the opportunity to retain as well as attract Female leaders – hires and departures Hires Departures
  • 13. We looked at what women are looking for in the workplace 33% Company values employees contribution Flexible work arrangements Relationships with colleagues Cultural Fit 29% 32% 33%
  • 14. Think about recruiting like sales & marketing 23
  • 15. Data helps us position our message
  • 16. Measure our outcomes & benchmark results against industry % of women in leadership roles 40% 36% 35% 33% 30% 24% Westpac Banking Insurance Financial Services Management Consulting Investment Banking
  • 17. Based on the data, there are 3 steps:
  • 18. Plan Prioritize Partner using talent pool analysis engaged talent and measure your talent brand with the business
  • 19. Talent Brand reach How many professionals are familiar with you as an employer? Viewing employee profiles Connecting with your employees
  • 20. Talent Brand engagement How many professionals are interested in you as an employer? Engaging with jobs Following your company Researching your company
  • 21. The result is your Talent Brand Index Talent Brand engagement = Talent Brand reach
  • 22. Talent Brand Index How attractive you are to prospective candidates
  • 23. Compare your Talent Brand Index against your peers 19% 18% 16% 12% 10% 8% A Home Retail Group Employer of choice B C D 8% E F Weaker employer brand of 7 companies
  • 24. 25,000,000,000 interactions between members and companies on LinkedIn
  • 25. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
  • 26. Plan Prioritize Partner using talent pool analysis engaged talent and measure your talent brand with the business

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