Brendan Browne
Senior Director, Talent Acquisition
LinkedIn
Data-Driven Recruiting
#intalent
#intalent
#intalent
Recruiting has changed
#intalent
The War for Talent is on:
Silicon Valley
#intalent
Our Opportunity
The recruiting organization who figures out how to
extract the value of the web’s people data an...
#intalent
Lead
with data
Operationalize
Listen &
Adjust
1 2 3
#intalent
1. Lead with data
#intalent
#intalent
#intalent
Use data to set expectations with hiring managers
Keywords: "Data Center" OR "Datacenter"
Location Within 50 Mil...
#intalent
Initial search: 7
Remove recommendation: 19
Remove years in position: 71
Remove company type: 82
Remove company ...
#intalent
#intalent
#intalent
#intalent
The Where:
Over 475,000 Software Engineers on LinkedIn in the US
16
#intalent
The Where:
Big Markets vs. Hidden Gems
17(based on LinkedIn recruiter contact Feb-Aug 2012)
#intalent
The Where & Some Why:
New York provides a 33% larger supply of talent than
Seattle, and has less overall demand ...
#intalent
Seattle
New York
19(word size represents skill frequency)
The Where & Why: Skill Mix by City
#intalent
The Where & Why
Seattle has more entry-level engineers
NY has more senior and manager-level talent
20
Manager an...
#intalent
The Why:
ABC Co is more connected in Seattle
with 618 employees connected to 2,255 engineers in Seattle
Company ...
#intalent
“Connectedness” Matters…
21% more likely to be knowledgeable of employers
12% more likely to have a positive imp...
#intalent
The Why:
Talent Flows: Are we winning and losing talent?
#intalent
The Where
City, Skills, &
Seniority
Connectedness
Matters
Win-Loss Rate
#intalent
#intalent
#intalent
#intalent
#intalent
#intalent
2. Operationalize
#intalent
#intalent
We Segmented and Prioritized Candidates:
Total Addressable Market Framework
Quality
Who has expertise
in skills ...
#intalent
We Segmented and Prioritized 2,000
Systems Infrastructure Engineers
Quality
Who has expertise
in skills we need?...
#intalent
1:1: Red Carpet – Highest Priority
Hyper personalized – relationships, insights
#intalent
Make sure you and your team know how to target
#intalent
No one likes it cold
Recruiter
#intalent
NEVER COLD CONTACT ANYONE…
EVER AGAIN
#intalent
OR YOU FAIL THE RECRUITER IQ TEST!!!
#intalent
1:Many – Leveraging Media
Eric Robertson
Product Manager at xyzCo
Picture Yourself at xyzCo
#intalent
Follower Ecosystem – Our Content Channel
Add Warmth with Targeted Status Updates, Content Shares
#intalent
Follower Trend
534,675
Oct 1: Total Followers
276,314,657
1st Degree Connections of Total Followers
10x more lik...
#intalent
#intalent
#intalent
Reactive Recruiting
Model
Keyword Searching
Jockey
Prioritize the Top of List
Cold
Outreach
See Activity
Market ...
#intalent
Planful and Prioritized Co-
signors
Search Once and Manage
Prioritize High Fit & Affinity
Tailored Outreach
See ...
#intalent
#intalent
3. Listen & adjust
#intalent
Make candidates fall in love with your brand
Hiring
manager
Candidate
with offer
Candidate
without offer
2235 6
...
#intalent
Make candidates fall in love with your brand
Hiring
manager
Candidate
with offer
Candidate
without offer
CSAT an...
#intalent
What this means for you
#intalent
Recognize the world of talent has changed
Data & Knowledge
are free
Talent
is mobile
Tools & processes
are diffe...
#intalent
#intalent
#intalent
#intalent
#intalent
#intalent
#intalent
Lead
with data
Operationalize
Listen &
Adjust
1 2 3
#intalent
Now try it yourself: 3 To Do’s
Lead with data: Identify where and whom to recruit
using data …start simple! Due ...
2015
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Data-Driven Recruiting Basics | Webcast

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Brendan Browne, Senior Director of Global Talent Acquisition at LinkedIn, walks you through LinkedIn’s secrets too using data for recruiting.

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  • This slide shows us who we’re winning talent from, and who we’re losing talent to. As you might expect, red means we’re losing talent to the organizations listed on the left, and green means we’re winning talent from those organizations. [NOTE: this isn’t our actual data, but we’re sharing it here as an example of what we review regularly]

    The left-hand side of this slide is fairly straightforward: we can see how many hires we’ve made from those companies in the past four quarters, and how many hires they’ve made from us.

    On the right side, we’ve calculated that data as a ratio.

    We can watch this data over time to understand what’s trending. It helps us identify competitive hiring risks or areas where we need more focus.
  • Execs don’t expect this
  • Add one slide on 1:Many approach
  • Replace with Brendan’s InMail from JobVite example
  • What is a plugin
    A Plugin is -- <insert copy what a plugin is>

    Easy to implement

    Cost to implement

    Time to implement
  • Build partnerships and create a comprehensive plan together – transparency is critical
  • Breakdown of each segment
    Hidden Gems
  • Breakdown of each segment
    Hidden Gems
  • Data-Driven Recruiting Basics | Webcast

    1. 1. Brendan Browne Senior Director, Talent Acquisition LinkedIn Data-Driven Recruiting
    2. 2. #intalent
    3. 3. #intalent
    4. 4. #intalent Recruiting has changed
    5. 5. #intalent The War for Talent is on: Silicon Valley
    6. 6. #intalent Our Opportunity The recruiting organization who figures out how to extract the value of the web’s people data and how to build a recruiting team model that operationalizes at scale, will define the future of talent acquisition
    7. 7. #intalent Lead with data Operationalize Listen & Adjust 1 2 3
    8. 8. #intalent 1. Lead with data
    9. 9. #intalent
    10. 10. #intalent
    11. 11. #intalent Use data to set expectations with hiring managers Keywords: "Data Center" OR "Datacenter" Location Within 50 Miles Industry: Internet Seniority: Manager Interested In: Potential Employees Company Size: 501-1,000 OR 1,001-5,000 OR 5,001-10,000, OR 10,000+ Years of Experience: 6 to 10 years OR More than 10 years Years in Position: 3-5 years OR 6-10 years Company Type: Public Company Language: English Recommendations: 3-4 OR 5-10 OR 11-20 OR >20
    12. 12. #intalent Initial search: 7 Remove recommendation: 19 Remove years in position: 71 Remove company type: 82 Remove company size: 126 Expectations are high and results fall short
    13. 13. #intalent
    14. 14. #intalent
    15. 15. #intalent
    16. 16. #intalent The Where: Over 475,000 Software Engineers on LinkedIn in the US 16
    17. 17. #intalent The Where: Big Markets vs. Hidden Gems 17(based on LinkedIn recruiter contact Feb-Aug 2012)
    18. 18. #intalent The Where & Some Why: New York provides a 33% larger supply of talent than Seattle, and has less overall demand for talent Region / Metro Area # SW Engineers # SW Eng Jobs posted (Q2 2012) Jobs Posted (% of total pool) % w job change (past 12 months) SF Bay Area 65,000 24,500 37.7% 19% NYC 36,100 5,200 14.4% 13% Boston 28,900 5,600 19.5% 15% Seattle 26,900 20,200* 75.1% 17% Washington DC 20,100 4,200 21.0% 12% Chicago 17,300 2,100 12.4% 13% 18 Supply Demand .
    19. 19. #intalent Seattle New York 19(word size represents skill frequency) The Where & Why: Skill Mix by City
    20. 20. #intalent The Where & Why Seattle has more entry-level engineers NY has more senior and manager-level talent 20 Manager and Above 9.6% Manager and Above 6.9%
    21. 21. #intalent The Why: ABC Co is more connected in Seattle with 618 employees connected to 2,255 engineers in Seattle Company # Connected in pool % Connected in pool # Connected at company Company 1 9,721 27% 22,280 Company 2 8,666 24% 8,620 Company 3 7,500 21% 7,583 Company 4 7,435 21% 11,844 Company 5 7,026 19% 8,974 Company 6 6,381 18% 5,583 Company 7 6,299 17% 5,241 Company 8 6,230 17% 5,103 ABC Co 1,106 3% 597 21 Company # Connected in pool % Connected in pool # Connected at company Company 1 20,335 76% 43,248 Company 2 15,573 58% 10,340 Company 3 11,675 43% 8,965 Company 4 6,474 24% 1,754 Company 5 6,311 23% 11,418 Company 6 5,523 21% 6,745 Company 7 5,183 19% 6,680 Company 8 5,097 19% 7,959 ABC Co 2,255 8% 618 New York Seattle
    22. 22. #intalent “Connectedness” Matters… 21% more likely to be knowledgeable of employers 12% more likely to have a positive impression of employers 10% more likely to consider a job with employers
    23. 23. #intalent The Why: Talent Flows: Are we winning and losing talent?
    24. 24. #intalent The Where City, Skills, & Seniority Connectedness Matters Win-Loss Rate
    25. 25. #intalent
    26. 26. #intalent
    27. 27. #intalent
    28. 28. #intalent
    29. 29. #intalent
    30. 30. #intalent 2. Operationalize
    31. 31. #intalent
    32. 32. #intalent We Segmented and Prioritized Candidates: Total Addressable Market Framework Quality Who has expertise in skills we need? Temperature Which prospects are most likely engage? Low High High Tele- Sales “Red Carpet”Nurture Build Awareness
    33. 33. #intalent We Segmented and Prioritized 2,000 Systems Infrastructure Engineers Quality Who has expertise in skills we need? Temperature Which prospects are most likely engage? Low High High 1:1 approach1:Many 6991207 1:Many 59 1:Many 35
    34. 34. #intalent 1:1: Red Carpet – Highest Priority Hyper personalized – relationships, insights
    35. 35. #intalent Make sure you and your team know how to target
    36. 36. #intalent No one likes it cold Recruiter
    37. 37. #intalent NEVER COLD CONTACT ANYONE… EVER AGAIN
    38. 38. #intalent OR YOU FAIL THE RECRUITER IQ TEST!!!
    39. 39. #intalent 1:Many – Leveraging Media Eric Robertson Product Manager at xyzCo Picture Yourself at xyzCo
    40. 40. #intalent Follower Ecosystem – Our Content Channel Add Warmth with Targeted Status Updates, Content Shares
    41. 41. #intalent Follower Trend 534,675 Oct 1: Total Followers 276,314,657 1st Degree Connections of Total Followers 10x more likely to share content
    42. 42. #intalent
    43. 43. #intalent
    44. 44. #intalent Reactive Recruiting Model Keyword Searching Jockey Prioritize the Top of List Cold Outreach See Activity Market Intel Dispersed
    45. 45. #intalent Planful and Prioritized Co- signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered
    46. 46. #intalent
    47. 47. #intalent 3. Listen & adjust
    48. 48. #intalent Make candidates fall in love with your brand Hiring manager Candidate with offer Candidate without offer 2235 6 CSAT and NPS
    49. 49. #intalent Make candidates fall in love with your brand Hiring manager Candidate with offer Candidate without offer CSAT and NPS
    50. 50. #intalent What this means for you
    51. 51. #intalent Recognize the world of talent has changed Data & Knowledge are free Talent is mobile Tools & processes are different
    52. 52. #intalent
    53. 53. #intalent
    54. 54. #intalent
    55. 55. #intalent
    56. 56. #intalent
    57. 57. #intalent
    58. 58. #intalent Lead with data Operationalize Listen & Adjust 1 2 3
    59. 59. #intalent Now try it yourself: 3 To Do’s Lead with data: Identify where and whom to recruit using data …start simple! Due Date: August 15th Operationalize: Segment and prioritize one of your critical Talent Pools & share it with one of your Execs. Due Date: August 30th Listen & Adjust: Survey to understand what candidates think about your company…use NPS! Due Date: September 30th
    60. 60. 2015
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