By the Numbers: Leveraging LinkedIn
Data to Become a Strategic Talent Advisor

Charlie Milne

Richard Hutchinson

James Ra...
Talent acquisition leaders believe
their organization utilizes data well
to make hiring decisions
Plan

Prioritize

Partner

using talent
pool analysis

engaged talent and
measure your talent brand

with the business
Use data to set expectations with hiring managers
If Westpac was hiring in the UK

Private Banker



London, United Kingdom



More than 10 years



VP



MBA
You can then map on the demand for talent

Recruiter can show
supply of talent
Demand

Now we can look at
demand for talen...
1. Java Development
2. Brand Strategy & Management
3. Corporate Finance
4. Ecology & Environmental Science
5. Renewable an...
We are a big bank!

Market cap

Employees
Profit per day
Different fields

Industries

Cultures

Diversity
Innovation
New Ideas
There are 3x more men than women in leadership roles
Percentage of female leaders by years of experience in Australia
40%
...
The fin svcs industry is particularly challenging
Male dominated

Low penetration

Moderate penetration

Members in leader...
The improved data helps us understand the
opportunity to retain as well as attract
Female leaders – hires and departures

...
We looked at what women are looking for in the workplace
33%

Company values employees contribution

Flexible work arrange...
Think about recruiting like sales & marketing

23
Data helps us position our message
Measure our outcomes & benchmark results against industry
% of women in leadership roles
40%
36%

35%

33%
30%
24%

Westpa...
Based on the data, there are 3 steps:
Plan

Prioritize

Partner

using talent
pool analysis

engaged talent and
measure your talent brand

with the business
Talent Brand reach
How many professionals are familiar with you as an employer?

Viewing
employee profiles

Connecting wit...
Talent Brand engagement
How many professionals are interested in you as an employer?

Engaging
with jobs

Following
your c...
The result is your Talent Brand Index
Talent Brand engagement

=
Talent Brand reach
Talent Brand Index

How attractive you are
to prospective candidates
Compare your Talent Brand Index against your peers
19%

18%

16%
12%
10%
8%

A

Home
Retail
Group

Employer of choice

B

...
25,000,000,000
interactions between members and companies on LinkedIn
1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20
Plan

Prioritize

Partner

using talent
pool analysis

engaged talent and
measure your talent brand

with the business
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
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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 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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Transcript of "By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013"

  1. 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. 2. Talent acquisition leaders believe their organization utilizes data well to make hiring decisions
  3. 3. Plan Prioritize Partner using talent pool analysis engaged talent and measure your talent brand with the business
  4. 4. Use data to set expectations with hiring managers
  5. 5. If Westpac was hiring in the UK Private Banker  London, United Kingdom  More than 10 years  VP  MBA
  6. 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. 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. 8. We are a big bank! Market cap Employees Profit per day
  9. 9. Different fields Industries Cultures Diversity Innovation New Ideas
  10. 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. 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. 12. The improved data helps us understand the opportunity to retain as well as attract Female leaders – hires and departures Hires Departures
  13. 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. 14. Think about recruiting like sales & marketing 23
  15. 15. Data helps us position our message
  16. 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. 17. Based on the data, there are 3 steps:
  18. 18. Plan Prioritize Partner using talent pool analysis engaged talent and measure your talent brand with the business
  19. 19. Talent Brand reach How many professionals are familiar with you as an employer? Viewing employee profiles Connecting with your employees
  20. 20. Talent Brand engagement How many professionals are interested in you as an employer? Engaging with jobs Following your company Researching your company
  21. 21. The result is your Talent Brand Index Talent Brand engagement = Talent Brand reach
  22. 22. Talent Brand Index How attractive you are to prospective candidates
  23. 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. 24. 25,000,000,000 interactions between members and companies on LinkedIn
  25. 25. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
  26. 26. Plan Prioritize Partner using talent pool analysis engaged talent and measure your talent brand with the business
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