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

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 ...

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.

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

  • Brendan Browne Senior Director, Talent Acquisition Inside the Pressure Cauldron: Transform Your Approach to Talent by Leveraging Transparency and Data
  • #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 and how to build a recruiting team model that operationalizes at scale, will define the future of talent acquisition
  • #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 going to be, not where it has been.” The way we will change the game Data driven predictive recruiting
  • #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: 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
  • #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
  • #intalent
  • #intalent
  • #intalent
  • ©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME The Where: 28k software engineers in banking and financial services industries in ANZ & India 30
  • ©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME The Where: Big Markets vs. Hidden Gems 31 Large High-Demand Markets Hidden GemsSmall Markets
  • ©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
  • ©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
  • #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 Above 9.6% Manager and Above 6.9%
  • #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
  • #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
  • #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 engage? Low High High Tele- Sales “Red Carpet”Nurture Build Awareness
  • #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
  • #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 Intel Dispersed
  • #intalent Planful and Prioritized Co- signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered
  • #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 Pools Assess whether you and your team are ready to transform
  • #intalent lucky day!yourToday is
  • #intalent opportunity!ourThis is
  • 2015