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Brendan Browne
Senior Director, Talent Acquisition
Inside the Pressure Cauldron:
Transform Your Approach to Talent by
Leve...
#intalent
#intalent
#intalent
#intalent
Recruiting has changed
#intalent
The opportunity
The recruiting organization who figures out how to
extract the value of the web’s people data an...
#intalent
#intalent
Silicon Valley
#intalent
#intalent
APAC
#intalent
Making a plan
#intalent
2010
I am going to nail this
presentation…I am
going to revolutionize
recruiting!
“I skate to where the puck
is ...
#intalent
Enough vision,
we need
engineers!
#intalent
Making a plan
(again)
#intalent
#intalent
Employee
value prop
Pay
standards
Things we were missing
Cohesive
story
$
#intalent
Things we knew we really needed
Infrastructure Data
#intalent
Employment
path
Story Culture
& values
#intalent
Repeatable
platform
#intalent
Differentiating ourselves
#intalent
#intalent
day back
1
#intalent
Use data to build credibility
#intalent
#intalent
Using data to set expectations
Keywords: "Data Center" OR "Datacenter"
Location Within 50 Miles
Industry: Intern...
#intalent
Initial search: 7
Remove recommendation: 19
Remove years in position: 71
Remove company type: 82
Remove company ...
#intalent
#intalent
#intalent
©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where:
28k software engineers in banking and financ...
©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where:
Big Markets vs. Hidden Gems
31
Large High-De...
©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where & Some Why:
Bangalore provides a 2x larger su...
©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where & Some Why:
Talent in Bangalore is more conne...
#intalent
Seattle
New York
*word size represents skill frequency
Where & Why
Skill Mix by City
#intalent
The Where & Why
Seattle has more entry-level engineers
NY has more senior and manager-level talent
Manager and A...
#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 impr...
#intalent
The Why:
Talent Flows: Are we winning and losing talent?
#intalent
#intalent
The Where
+ Hidden Gems
Connectedness
Matters
Skills & Seniority Win/Loss Rate
#intalent
#intalent
#intalent
#intalent
#intalent
#intalent
#intalent
In sales and marketing
Quality
Who has expertise
in skills we need?
Temperature
Which prospects are most likely
...
#intalent
2,000 Systems Infrastructure Engineers
Quality
Who has expertise
in skills we need?
Temperature
Which prospects ...
#intalent
No one likes it cold
#intalent
No one likes it cold
Recruiter
#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
Measure, listen & adjust
#intalent
Falling in love with your brand
Hiring
manager
Candidate
with offer
Candidate
without offer
2235 6
CSAT and NPS
#intalent
Falling in love with your brand
Hiring
manager
Candidate
with offer
Candidate
without offer
CSAT and NPS
#intalent
What it means for you
#intalent
Recognize the world of talent has changed
Knowledge
is free
Talent
is mobile
Tools & processes
are different
#intalent
#intalent
#intalent
Lead
with data
Operationalize
and iterate Listen
#intalent
Three To Dos
Don’t do it alone!
Test drive addressable market & segmentation on
one of your critical Talent Pool...
#intalent
lucky day!yourToday is
#intalent
opportunity!ourThis is
2015
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Transform Your Approach To Talent By Leveraging Transparency and Data | Talent Connect Sydney 2014

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Both data and transparency are secret sauces that each company has, but may not harness. Brendan Browne, LinkedIn's Sr. Director of Global Talent Acquisition, shares how you can use them correctly to know where to invest and when you’re making a mistake.

Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn

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Transcript of "Transform Your Approach To Talent By Leveraging Transparency and Data | Talent Connect Sydney 2014"

  1. 1. Brendan Browne Senior Director, Talent Acquisition Inside the Pressure Cauldron: Transform Your Approach to Talent by Leveraging Transparency and Data
  2. 2. #intalent
  3. 3. #intalent
  4. 4. #intalent
  5. 5. #intalent Recruiting has changed
  6. 6. #intalent The 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
  8. 8. #intalent Silicon Valley
  9. 9. #intalent
  10. 10. #intalent APAC
  11. 11. #intalent Making a plan
  12. 12. #intalent 2010 I am going to nail this presentation…I am going to revolutionize recruiting! “I skate to where the puck is going to be, not where it has been.” The way we will change the game Data driven predictive recruiting
  13. 13. #intalent Enough vision, we need engineers!
  14. 14. #intalent Making a plan (again)
  15. 15. #intalent
  16. 16. #intalent Employee value prop Pay standards Things we were missing Cohesive story $
  17. 17. #intalent Things we knew we really needed Infrastructure Data
  18. 18. #intalent Employment path Story Culture & values
  19. 19. #intalent Repeatable platform
  20. 20. #intalent Differentiating ourselves
  21. 21. #intalent
  22. 22. #intalent day back 1
  23. 23. #intalent Use data to build credibility
  24. 24. #intalent
  25. 25. #intalent Using data to set expectations 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
  26. 26. #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
  27. 27. #intalent
  28. 28. #intalent
  29. 29. #intalent
  30. 30. ©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME The Where: 28k software engineers in banking and financial services industries in ANZ & India 30
  31. 31. ©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME The Where: Big Markets vs. Hidden Gems 31 Large High-Demand Markets Hidden GemsSmall Markets
  32. 32. ©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME The Where & Some Why: Bangalore provides a 2x larger supply of talent than Sydney, but job changes are less common Region/Country # Technical Sales % w/ Job Change (Past 12 Months) # Following xyzCo % Connected to xyzCo Employees Bengaluru Area, India 3,780 3% 224 21% Mumbai Area, India 3,143 4% 124 18% Hyderabad Area, India 2,645 2% 72 15% Sydney Area, Australia 1,868 11% 64 10% New Delhi Area, India 1,844 4% 52 3% Chennai Area, India 1,821 2% 48 7% Pune Area, India 1,676 3% 36 14% 32 Supply Liquidity Connectedness
  33. 33. ©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME The Where & Some Why: Talent in Bangalore is more connected to your employees and your talent brand Region/Country # Technical Sales % w/ Job Change (Past 12 Months) # Following xyzCo % Connected to xyzCo Employees Bengaluru Area, India 3,780 3% 224 21% Mumbai Area, India 3,143 4% 124 18% Hyderabad Area, India 2,645 2% 72 15% Sydney Area, Australia 1,868 11% 64 10% New Delhi Area, India 1,844 4% 52 3% Chennai Area, India 1,821 2% 48 7% Pune Area, India 1,676 3% 36 14% 33 Supply Liquidity Connectedness
  34. 34. #intalent Seattle New York *word size represents skill frequency Where & Why Skill Mix by City
  35. 35. #intalent The Where & Why Seattle has more entry-level engineers NY has more senior and manager-level talent Manager and Above 9.6% Manager and Above 6.9%
  36. 36. #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 36 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
  37. 37. #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
  38. 38. #intalent The Why: Talent Flows: Are we winning and losing talent?
  39. 39. #intalent
  40. 40. #intalent The Where + Hidden Gems Connectedness Matters Skills & Seniority Win/Loss Rate
  41. 41. #intalent
  42. 42. #intalent
  43. 43. #intalent
  44. 44. #intalent
  45. 45. #intalent
  46. 46. #intalent
  47. 47. #intalent In sales and marketing 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
  48. 48. #intalent 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 58 1:Many 34
  49. 49. #intalent No one likes it cold
  50. 50. #intalent No one likes it cold Recruiter
  51. 51. #intalent
  52. 52. #intalent Reactive Recruiting Model Keyword Searching Jockey Prioritize the Top of List Cold Outreach See Activity Market Intel Dispersed
  53. 53. #intalent Planful and Prioritized Co- signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered
  54. 54. #intalent
  55. 55. #intalent Measure, listen & adjust
  56. 56. #intalent Falling in love with your brand Hiring manager Candidate with offer Candidate without offer 2235 6 CSAT and NPS
  57. 57. #intalent Falling in love with your brand Hiring manager Candidate with offer Candidate without offer CSAT and NPS
  58. 58. #intalent What it means for you
  59. 59. #intalent Recognize the world of talent has changed Knowledge is free Talent is mobile Tools & processes are different
  60. 60. #intalent
  61. 61. #intalent
  62. 62. #intalent Lead with data Operationalize and iterate Listen
  63. 63. #intalent Three To Dos Don’t do it alone! Test drive addressable market & segmentation on one of your critical Talent Pools Assess whether you and your team are ready to transform
  64. 64. #intalent lucky day!yourToday is
  65. 65. #intalent opportunity!ourThis is
  66. 66. 2015
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