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. Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg 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

1. Moneyball for Talent Acquisition
Demonstrate Your Impact & Inform Your Strategy
Joanna Pomykala
Kevin Showkat
Director of Insights
Insights Analyst

2. In Moneyball data transformed baseball

3. In Moneyball data transformed baseball

4. In Moneyball data transformed baseball
It’s time for data to transform Talent Acquisition

5. If you can’t measure it,
you can’t manage it

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. Introduction to LI Data

8. LinkedIn’s data offers 3 primary types of insights
Starting with the profile
GLOBAL LINKEDIN POPULATION
238,000,000

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

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

11. LinkedIn’s data offers 3 primary types of insights
3 What you enjoy doing

12. Today let’s discuss using LinkedIn data for 3 Ps
Plan
Prioritize
Put in practice

13. How to:
Plan
Prioritize
Put in practice

14. Let’s use our host as an example

15. Start by sizing up the talent pool to set expectations
with hiring managers

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. Recruiter can measure the talent pool

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. 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. 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. …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. 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. Download here and stay tuned for further
announcements:
lnkd.in/plan

24. How can you use data to plan?
1
Set expectations with
hiring managers
2
Identify markets for
targeting talent

25. How to
Plan
Prioritize
Put in practice

26. Once you’ve identified the right people,
are they interested in you?

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. Let’s look at Sungevity as an example

29. Your employees are engaging talent every day;
mobilize them as brand ambassadors
6,346
Potential candidates view Sungevity’s
employee profiles monthly

30. Your company page draws in talent
4,364
Engaged Talent following
Sungevity

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. 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. 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. 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. We can track how your Talent Brand Index
progresses over time
25%
22%
19%
16%
13%
10%

36. How can you use data to prioritize?
1
Identify engaged
candidates
2
Benchmark against peers
3
Diagnose strengths /
weaknesses

37. How to:
Plan
Prioritize
Put in practice

38. Start using data & keep it simple
What is the size of your talent pool?
How well are you engaging that talent?

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. Join us Thursday morning to learn how 2 clients
have implemented the lessons from “Moneyball”

41. You should now know how to use data to:
Plan
Prioritize
Put in practice

42. If you can’t measure it,
you can’t manage it

43. LinkedIn can help you
measure & manage it