Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
Crafting a talent analytics function
and fostering strategic partnership
November 2015
Will Gaker
Talent Analytics
Agenda
Introduction
Case examples
Building a talent
analytics function
Our journey so far…
Introduction
3
 More than 400M members in
over 200 countries around the
world
 Professionals are signing up to
join LinkedIn at a rate ...
Total revenue advanced 37% year-on-year to $780M
5
2015 Q3 distribution by revenue stream
Premium
Subscriptions
18% - $138...
6
7
8
We are a team of HR experts, data scientists,
and consultants who help HR solve problems
A center of excellence for Strategy & Analytics
9
Business
Operations
& Analytics
Talent
Analytics
BizOps
Analytics
Field
...
10
Talent analytics is getting bigger
Source: LinkedIn self-reported member data based on job title, start date, and compa...
11
…but still a lot of room to grow
Source: LinkedIn self-reported member data based on job title, start date, and company...
12
Talent analytics professionals
have a variety of skill sets
Source: LinkedIn, estimate based on member reported job tit...
13
​4,500​companies have
employees focused
on talent analytics
​43%
​of the Fortune 1000
​have talent analytics
teams
​55%...
Building a talent
analytics function
Guiding principles for
crafting a talent analytics function
Identify the core purpose of your team
Staff your analytics te...
Problem-solving focus drives action and impact at LinkedIn
What is the core purpose of your team?
​Research ​Problem Solvi...
Align skill mix to your core purpose
17
​Reporting
​Business Intelligence
​Ad Hoc Reporting
​Data Mining / Cleaning
​Techn...
Focus on questions that create business value
19
Business impact is created through
behavior change, not by analytics alone
©2015 LinkedIn Corporation. All Rights Reser...
20
Invest capacity to impact your organization
across all three maturity curves
Technological
Maturity
Stakeholder
Maturit...
21
Prioritize your efforts and focus
where you can have an impactImpact
Org Readiness
Focus NowFocus Later
Avoid Automate
Our journey so far…
23
We focused our efforts on quick wins
What we had Business
demand
Our solution
Analytics Infrastructure Reporting
Team r...
24
We developed a framework to help our
stakeholders ask strategic business questions
Data - Oriented
 Research questions...
25
We are leveraging analytics to be
the connective tissue across our lifecycle
Hiring
Data-driven recruiting using Linked...
Case
Examples
26
How do we acquire the
technical talent to meet
our growth objectives?
©2015 LinkedIn Corporation. All Rights Reserved.
How many engineering recruiters do we need?
Forecasted hiring needs
# of Hires
Headcount forecasts
# of FTE
2015 2016 2017...
Are we hiring the right mix of people?
Org. shape has shifted over time
% of Engineering FTE
2013 20142013 2014
Senior+
Mi...
Partnered with HRBP and talent acquisition leads
to double mid-level and senior hires
# of new hires
1H 2014 1H 2015
Senio...
​How do we improve operational
planning & better retain top talent?
32
We built an algorithm to forecast
sales attrition using machine learning
Future
Attrition
Rate
Comp
Predictors
Backgrou...
Need to focus on retention strategy before predictive analytics
33
The attrition forecast matched the number that
our HRBP...
Enables predictive analytics to be actionable and scalable
34
Developing retention playbook
and then scaling forecast proc...
What are the most attractive
regions to hire software engineers?
Supply of software engineers in region
DemandforsoftwareengineersWhat is the supply and demand for software engineers?
Sea...
LI Profile features
LI Profile
Features
Candidates from ATS
Machine learning
algorithm
Classification model Classified pro...
Where do we find critical skills?
Engineering track concentration by region
Below average Above average
Systems
& Infra Ap...
Conclusion
Talent Analytics is
growing but still maturing
Focus on questions that
create business value
Build a team that ...
Questions
40
?
Upcoming SlideShare
Loading in …5
×

Crafting a talent analytics function and building strategic partnership

23,264 views

Published on

Talent analytics is quickly becoming a core HR function for many companies, but many are still just getting started building their own analytics teams. While there are many promising technologies and research methods available, many HR leaders are wondering where to get started, where to focus, and how to impact the business with insight from analytics. What does success look like? How do we build credibility while also improving our ability to answer complex, strategic questions? How do we realize our vision of using analytics to make HR a strategic business partner? Two years ago at LinkedIn, we were asking ourselves these same questions and have a learned a great deal along the way. The focus of this webinar is to share our journey in building a talent analytics function, discuss the purpose of the field, and communicate some guiding principles for building a talent analytics function at your company.

Published in: Business
  • DOWNLOAD FULL BOOKS, INTO AVAILABLE FORMAT ......................................................................................................................... ......................................................................................................................... 1.DOWNLOAD FULL. PDF EBOOK here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. EPUB Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. doc Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. PDF EBOOK here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. EPUB Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. doc Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... ......................................................................................................................... ......................................................................................................................... .............. Browse by Genre Available eBooks ......................................................................................................................... Art, Biography, Business, Chick Lit, Children's, Christian, Classics, Comics, Contemporary, Cookbooks, Crime, Ebooks, Fantasy, Fiction, Graphic Novels, Historical Fiction, History, Horror, Humor And Comedy, Manga, Memoir, Music, Mystery, Non Fiction, Paranormal, Philosophy, Poetry, Psychology, Religion, Romance, Science, Science Fiction, Self Help, Suspense, Spirituality, Sports, Thriller, Travel, Young Adult,
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • DOWNLOAD FULL BOOKS, INTO AVAILABLE FORMAT ......................................................................................................................... ......................................................................................................................... 1.DOWNLOAD FULL. PDF EBOOK here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. EPUB Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. doc Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. PDF EBOOK here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. EPUB Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... 1.DOWNLOAD FULL. doc Ebook here { https://tinyurl.com/y6a5rkg5 } ......................................................................................................................... ......................................................................................................................... ......................................................................................................................... .............. Browse by Genre Available eBooks ......................................................................................................................... Art, Biography, Business, Chick Lit, Children's, Christian, Classics, Comics, Contemporary, Cookbooks, Crime, Ebooks, Fantasy, Fiction, Graphic Novels, Historical Fiction, History, Horror, Humor And Comedy, Manga, Memoir, Music, Mystery, Non Fiction, Paranormal, Philosophy, Poetry, Psychology, Religion, Romance, Science, Science Fiction, Self Help, Suspense, Spirituality, Sports, Thriller, Travel, Young Adult,
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here

Crafting a talent analytics function and building strategic partnership

  1. 1. Crafting a talent analytics function and fostering strategic partnership November 2015 Will Gaker Talent Analytics
  2. 2. Agenda Introduction Case examples Building a talent analytics function Our journey so far…
  3. 3. Introduction 3
  4. 4.  More than 400M members in over 200 countries around the world  Professionals are signing up to join LinkedIn at a rate of more than 2 new members per second.  There are over 39 million students and recent college graduates on LinkedIn. They are LinkedIn's fastest-growing demographic. LinkedIn operates the largest professional network on the internet Regional membership 127M+ EMEA 96M+ Europe 78M+ Asia and the Pacific 15M+ Southeast Asia 7M+ DACH ​17M+ MENA 55M+ LATAM
  5. 5. Total revenue advanced 37% year-on-year to $780M 5 2015 Q3 distribution by revenue stream Premium Subscriptions 18% - $138M Marketing Solutions 18% - $140M Talent Solutions 64% - $502M Source: Linked.com 2015 Q3 Revenue
  6. 6. 6
  7. 7. 7
  8. 8. 8 We are a team of HR experts, data scientists, and consultants who help HR solve problems
  9. 9. A center of excellence for Strategy & Analytics 9 Business Operations & Analytics Talent Analytics BizOps Analytics Field Sales Online Sales Product Strategy Growth Marketing Strategy Talent Analytics sits in Business Operations
  10. 10. 10 Talent analytics is getting bigger Source: LinkedIn self-reported member data based on job title, start date, and company
  11. 11. 11 …but still a lot of room to grow Source: LinkedIn self-reported member data based on job title, start date, and company ©2015 LinkedIn Corporation. All Rights Reserved.
  12. 12. 12 Talent analytics professionals have a variety of skill sets Source: LinkedIn, estimate based on member reported job titles and skills
  13. 13. 13 ​4,500​companies have employees focused on talent analytics ​43% ​of the Fortune 1000 ​have talent analytics teams ​55% ​of all talent analytics functions have been started within the last 5 years ​70% ​of all talent analytics functions only have 1-2 team members Source: LinkedIn, estimate based on member reported job titles and skills
  14. 14. Building a talent analytics function
  15. 15. Guiding principles for crafting a talent analytics function Identify the core purpose of your team Staff your analytics team with a blend of skills Focus on questions that create business value Invest capacity to develop maturity Prioritize your efforts to maximize impact
  16. 16. Problem-solving focus drives action and impact at LinkedIn What is the core purpose of your team? ​Research ​Problem Solving ​Focused on methods ​Long maturity curve ​Business may not be ready for results ​May not help HR ​become more strategic ​Focused on impact ​Short maturity curve ​Helps the business where they need it ​Problem solving with HR build business acumen
  17. 17. Align skill mix to your core purpose 17 ​Reporting ​Business Intelligence ​Ad Hoc Reporting ​Data Mining / Cleaning ​Technical PM ​Consulting ​Process Improvement ​Performance Mgmt. ​Org Design ​Strategic Planning ​Analytics ​Statistical Modeling ​A/B Testing ​Survey Design ​Research ©2015 LinkedIn Corporation. All Rights Reserved. Staff your analytics team with a blend of skills
  18. 18. Focus on questions that create business value
  19. 19. 19 Business impact is created through behavior change, not by analytics alone ©2015 LinkedIn Corporation. All Rights Reserved. Impact Talent Analytics Maturity Level 1 Data Monkey Level 2 “Why?” Asker Level 3 Proactive Business Partner Level 4 Change Leader “I need this data tomorrow for the company All Hands” “How do we shape our talent strategy to meet our business goals?” “Help me understand what problem you are trying to solve?” “How do we reduce bias in our people decisions?”
  20. 20. 20 Invest capacity to impact your organization across all three maturity curves Technological Maturity Stakeholder Maturity Analytical Maturity Integrated data and automated reporting Stakeholders ask strategic questions and act on results Predictive analytics Integrated systems but manual reporting Stakeholders ask strategic questions but don’t act Advanced analytics Cleaner data-entry but no integrations Stakeholders ask for insights Manual reporting with a few deep dives Messy data in disparate systems Stakeholders ask for reports Manual reporting and data cleaning1. 2. 3. 4.
  21. 21. 21 Prioritize your efforts and focus where you can have an impactImpact Org Readiness Focus NowFocus Later Avoid Automate
  22. 22. Our journey so far…
  23. 23. 23 We focused our efforts on quick wins What we had Business demand Our solution Analytics Infrastructure Reporting Team resource allocation  Building the IT infrastructure is a long journey…  Reporting will consume 100% of capacity and never be 100% accurate  Prioritize quick wins that solve business problems to build credibility
  24. 24. 24 We developed a framework to help our stakeholders ask strategic business questions Data - Oriented  Research questions need evidence in order to be answered  Questions that are not data-oriented usually need to be more specific Objective Testable Specific  Great questions do not have the desired answer built-in  Make sure the answer to your question has the possibility of being positive and negative  Great questions allow you to test your instinct  Sometimes the greatest learnings happen when the answer is unexpected  Specific questions focus the insights you are looking for and make them easier to find  Broad questions can usually be broken down into several specific questions
  25. 25. 25 We are leveraging analytics to be the connective tissue across our lifecycle Hiring Data-driven recruiting using LinkedIn data Monitoring org shapes to inform hiring strategy Onboarding Monitoring onboarding satisfaction and time to productivity Inclusion Using analytics and natural language processing to inform inclusion strategies Learning Measuring the impact of learning and identifying learning needs to inform content creation strategy Engagement Measuring and monitoring key drivers of engagement Retention Predicting attrition with advanced analytics and developing strategies to retain top talent Succession Measuring succession risk and creating strategies for reducing readiness time Performance Evaluating programs based on impact to performance
  26. 26. Case Examples 26
  27. 27. How do we acquire the technical talent to meet our growth objectives? ©2015 LinkedIn Corporation. All Rights Reserved.
  28. 28. How many engineering recruiters do we need? Forecasted hiring needs # of Hires Headcount forecasts # of FTE 2015 2016 2017 2015 2016 2017
  29. 29. Are we hiring the right mix of people? Org. shape has shifted over time % of Engineering FTE 2013 20142013 2014 Senior+ Mid-Level Entry-Level Hiring has focused on entry level… % of new hires
  30. 30. Partnered with HRBP and talent acquisition leads to double mid-level and senior hires # of new hires 1H 2014 1H 2015 Senior+ Mid-Level Entry-Level
  31. 31. ​How do we improve operational planning & better retain top talent?
  32. 32. 32 We built an algorithm to forecast sales attrition using machine learning Future Attrition Rate Comp Predictors Background Predictors Role Predictors
  33. 33. Need to focus on retention strategy before predictive analytics 33 The attrition forecast matched the number that our HRBPs provided for headcount planning Attrition forecast (Algorithm) Q2 Q3 Q4 Attrition forecast (HRBPs) Q2 Q3 Q4
  34. 34. Enables predictive analytics to be actionable and scalable 34 Developing retention playbook and then scaling forecast process X XXXXX X X O O OO OO O O O O
  35. 35. What are the most attractive regions to hire software engineers?
  36. 36. Supply of software engineers in region DemandforsoftwareengineersWhat is the supply and demand for software engineers? Seattle Chicago Boston Washington D.C. New York SF Bay Phoenix Houston Denver Philadelphia Dallas Toronto Raleigh-Durham Detroit Montreal Austin San Diego LA Atlanta Minneapolis High Low Low High
  37. 37. LI Profile features LI Profile Features Candidates from ATS Machine learning algorithm Classification model Classified profiles TrainPredict Used profile data to classify software engineers into tracks
  38. 38. Where do we find critical skills? Engineering track concentration by region Below average Above average Systems & Infra Apps Data Mobile Eng Manager Eng Services OpsIT
  39. 39. Conclusion Talent Analytics is growing but still maturing Focus on questions that create business value Build a team that helps HR solve problems Leap frog the maturity curve by finding quick wins
  40. 40. Questions 40 ?

×