Moneyball for Talent Acquisition
Demonstrate Your Impact & Inform Your Strategy

Joanna Pomykala

Kevin Showkat

Director ...
In Moneyball data transformed baseball
In Moneyball data transformed baseball
In Moneyball data transformed baseball
It’s time for data to transform Talent Acquisition
If you can’t measure it,
you can’t manage it
We hear your challenges at every level of the TA org
From recruiters to VPs of Talent Acquisition
“There’s no one out
ther...
Introduction to LI Data
LinkedIn’s data offers 3 primary types of insights
Starting with the profile

GLOBAL LINKEDIN POPULATION

238,000,000
LinkedIn’s data offers 3 primary types of insights

1 Who you are...
LinkedIn’s data offers 3 primary types of insights

2 Who you know...
LinkedIn’s data offers 3 primary types of insights

3 What you enjoy doing
Today let’s discuss using LinkedIn data for 3 Ps

Plan

Prioritize

Put in practice
How to:

Plan

Prioritize

Put in practice
Let’s use our host as an example
Start by sizing up the talent pool to set expectations
with hiring managers
Recruiter can measure the talent pool

Hospitality Manager
Las Vegas, Nevada Area
Gambling & Casinos
MBA
3 to 5 years
1001...
Recruiter can measure the talent pool
Recruiter can measure the talent pool

Hospitality Manager
Las Vegas, Nevada Area
Gambling & Casinos
MBA
3 to 5 years
1001...
Our strategic customers look at talent pool reports
 Recruiter can show
supply of talent
 Now we can look at
demand for ...
We run surveys to identify what the talent pool is
looking for so you could tailor messaging
High Importance

Low Importan...
…and what potential talent thinks of you
High Importance

vs. Industry Peers

Excellent compensation & benefits
Performing...
You can now all measure this through
Talent Pool reports
1) Healthcare providers

2) Technical salespeople
3) Software eng...
Download here and stay tuned for further
announcements:

lnkd.in/plan
How can you use data to plan?
1

Set expectations with
hiring managers

2

Identify markets for
targeting talent
How to

Plan

Prioritize

Put in practice
Once you’ve identified the right people,
are they interested in you?
Employer brand is top of mind for recruiting
professionals

Up to

93%

50%

of employers plan to maintain
or grow investm...
Let’s look at Sungevity as an example
Your employees are engaging talent every day;
mobilize them as brand ambassadors

6,346
Potential candidates view Sungevit...
Your company page draws in talent

4,364
Engaged Talent following
Sungevity
We first assess two important elements of your
employer brand: Reach and Engagement

Talent Brand Reach

~117K
members

Ta...
Talent Brand Index can measure
your employer brand
What percent of people who know about you show an interest?

Talent Bra...
We can compare your Talent Brand Index against
your peers

2 of 7

25%
21%

PEERS

19%
17%

Competitor A
14%

14%

Competi...
We can measure your Talent Brand Index varies
across the functions you’re hiring…
29%

27%

25%

24%
20%

Sales

Prog. Mgm...
We can track how your Talent Brand Index
progresses over time
25%
22%
19%
16%
13%
10%
How can you use data to prioritize?
1

Identify engaged
candidates

2

Benchmark against peers

3

Diagnose strengths /
we...
How to:

Plan

Prioritize

Put in practice
Start using data & keep it simple
What is the size of your talent pool?

How well are you engaging that talent?
Integrate and enhance your current workflow
Questions to answer to think more tactically and strategically

How big is the...
Join us Thursday morning to learn how 2 clients
have implemented the lessons from “Moneyball”
You should now know how to use data to:

Plan

Prioritize

Put in practice
If you can’t measure it,
you can’t manage it
LinkedIn can help you
measure & manage it
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acquisition | Talent Connect Vegas 2013
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Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acquisition | Talent Connect Vegas 2013

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Create your Moneyball moment. Hear how talent acquisition leaders can use LinkedIn data to gather talent pool insights, focus their teams, assess talent brand strength, and better manage pipelines.

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Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj

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Transcript of "Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acquisition | Talent Connect Vegas 2013"

  1. 1. Moneyball for Talent Acquisition Demonstrate Your Impact & Inform Your Strategy Joanna Pomykala Kevin Showkat Director of Insights Insights Analyst
  2. 2. In Moneyball data transformed baseball
  3. 3. In Moneyball data transformed baseball
  4. 4. In Moneyball data transformed baseball It’s time for data to transform Talent Acquisition
  5. 5. If you can’t measure it, you can’t manage it
  6. 6. We hear your challenges at every level of the TA org From recruiters to VPs of Talent Acquisition “There’s no one out there with the qualifications to fill this requisition.” Recruiter “These markets are overfished – we need data on new locations for hiring.” Hiring Manager “I need credible, actionable data to gain a seat at the executive table.” TA Leader
  7. 7. Introduction to LI Data
  8. 8. LinkedIn’s data offers 3 primary types of insights Starting with the profile GLOBAL LINKEDIN POPULATION 238,000,000
  9. 9. LinkedIn’s data offers 3 primary types of insights 1 Who you are...
  10. 10. LinkedIn’s data offers 3 primary types of insights 2 Who you know...
  11. 11. LinkedIn’s data offers 3 primary types of insights 3 What you enjoy doing
  12. 12. Today let’s discuss using LinkedIn data for 3 Ps Plan Prioritize Put in practice
  13. 13. How to: Plan Prioritize Put in practice
  14. 14. Let’s use our host as an example
  15. 15. Start by sizing up the talent pool to set expectations with hiring managers
  16. 16. Recruiter can measure the talent pool Hospitality Manager Las Vegas, Nevada Area Gambling & Casinos MBA 3 to 5 years 1001-5000 1 talent pool
  17. 17. Recruiter can measure the talent pool
  18. 18. Recruiter can measure the talent pool Hospitality Manager Las Vegas, Nevada Area Gambling & Casinos MBA 3 to 5 years 1001-5000 1 1,105 talent pool
  19. 19. Our strategic customers look at talent pool reports  Recruiter can show supply of talent  Now we can look at demand for talent DEMAND Chicago Los Angeles  This helps identify markets for talent SUPPLY NYC
  20. 20. We run surveys to identify what the talent pool is looking for so you could tailor messaging High Importance Low Importance Excellent compensation & benefits Flexible work arrangements Work / life balance Ability to make an impact Challenging work
  21. 21. …and what potential talent thinks of you High Importance vs. Industry Peers Excellent compensation & benefits Performing BETTER than industry peers Work / life balance Challenging work Performing WORSE than industry peers
  22. 22. You can now all measure this through Talent Pool reports 1) Healthcare providers 2) Technical salespeople 3) Software engineers 4) Financial services 5) Marketing – CPG 6) Drilling & petroleum 7) Procurement & supply
  23. 23. Download here and stay tuned for further announcements: lnkd.in/plan
  24. 24. How can you use data to plan? 1 Set expectations with hiring managers 2 Identify markets for targeting talent
  25. 25. How to Plan Prioritize Put in practice
  26. 26. Once you’ve identified the right people, are they interested in you?
  27. 27. Employer brand is top of mind for recruiting professionals Up to 93% 50% of employers plan to maintain or grow investment in employer brand Savings in cost per hire is associated with a strong employer brand
  28. 28. Let’s look at Sungevity as an example
  29. 29. Your employees are engaging talent every day; mobilize them as brand ambassadors 6,346 Potential candidates view Sungevity’s employee profiles monthly
  30. 30. Your company page draws in talent 4,364 Engaged Talent following Sungevity
  31. 31. We first assess two important elements of your employer brand: Reach and Engagement Talent Brand Reach ~117K members Talent that’s familiar with you as an employer Viewing employee profiles Connecting with your employees Talent Brand Engagement ~25K members Talent that is interested in you as an employer Researching company and career pages Following your company Talent Viewing jobs and applying
  32. 32. Talent Brand Index can measure your employer brand What percent of people who know about you show an interest? Talent Brand Reach ~117K members Talent that’s familiar with you as an employer Sungevity Talent Brand Index = 21% Talent Brand Engagement Talent Brand Reach Talent Brand Engagement ~25K members Talent Talent that is interested in you as an employer
  33. 33. We can compare your Talent Brand Index against your peers 2 of 7 25% 21% PEERS 19% 17% Competitor A 14% 14% Competitor B 10% Competitor C Competitor D Competitor E Competitor F Sungevity Employer of choice Weaker employer brand
  34. 34. We can measure your Talent Brand Index varies across the functions you’re hiring… 29% 27% 25% 24% 20% Sales Prog. Mgmt. Marketing Talent easiest to engage Ops 19% HR Media & Comm. Talent more difficult to engage
  35. 35. We can track how your Talent Brand Index progresses over time 25% 22% 19% 16% 13% 10%
  36. 36. How can you use data to prioritize? 1 Identify engaged candidates 2 Benchmark against peers 3 Diagnose strengths / weaknesses
  37. 37. How to: Plan Prioritize Put in practice
  38. 38. Start using data & keep it simple What is the size of your talent pool? How well are you engaging that talent?
  39. 39. Integrate and enhance your current workflow Questions to answer to think more tactically and strategically How big is the talent pool?Tactical How many candidates are we engaging? Recruiter Hiring Manager What does external talent Strategic think of us? TA Leader
  40. 40. Join us Thursday morning to learn how 2 clients have implemented the lessons from “Moneyball”
  41. 41. You should now know how to use data to: Plan Prioritize Put in practice
  42. 42. If you can’t measure it, you can’t manage it
  43. 43. LinkedIn can help you measure & manage it
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