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.
#InTalent
Moneyball for Talent Acquisition
Kyle Poll
LinkedIn Evangelist
Data Geek
@KylePoll
Using LinkedIn Data to Inform...
#InTalent
Disclosure Statement
2
LinkedIn Talent Connect 2013
October 15-17, 2013
The MGM Grand, Las Vegas
http://talentconnect.linkedin.com/
Atlanta’s Most Amazing Profiles
Most Popular Most Endorsed
Earliest Adopter Most Connected
Mikki
Hubbard
Alex
Putman
Sherr...
#InTalent
In Moneyball data transformed baseball
5
#InTalent
In Moneyball data transformed baseball
6
#InTalent
In Moneyball data transformed baseball
7
It’s time for data to transform Talent Acquisition
#InTalent 8
#InTalent 9
Of Talent Acquisition leaders
believe that their organization
utilizes data well when hiring
#InTalent
LinkedIn data can measure much better than before
10
Starting with the profile
Broader
238M+ Members
Deeper Real...
#InTalent
Put in practice
Plan
Prioritize
Today let’s discuss using LinkedIn data for 3 Ps
11
#InTalent
How to:
Plan
Prioritize
Put in practice
12
#InTalent
Let’s use Cardlytics as an example
13
#InTalent
Start by sizing up the talent pool to set expectations
with hiring managers
14
#InTalent
Recruiter can measure the talent pool
158 talent pool
Greater Atlanta Area
SPSU Grad
3 to 5 years
VP
Software En...
#InTalent
Recruiter can measure the talent pool
168 talent pool
Greater Atlanta Area
SPSU Grad
3 to 5 years
VP
Software En...
#InTalent
Our strategic customers look at talent pool reports
17
• Recruiter can show
supply of talent
DEMAND
SUPPLY
Atlan...
#InTalent
We run surveys to identify what the talent pool is
looking for so you could tailor messaging
18
Work Life Balanc...
#InTalent
You can now all measure this through Talent Pool
reports
19
1) Healthcare providers
2) Technical salespeople
3) ...
#InTalent
You can find the Talent Pool reports at:
20
lnkd.in/plan
#InTalent
How can you use data to plan?
21
Set expectations with
hiring managers
1
Identify markets for
targeting talent
2
#InTalent
How to
Plan
Prioritize
Put in practice
22
#InTalent
Once you’ve identified the right people,
are they interested in you?
23
#InTalent
Let’s look at Manhattan Associates as an example
24
2,635
Employees on LinkedIn
#InTalent
Your employees are engaging talent every day;
mobilize them as brand ambassadors
25
10,918
Potential candidates ...
#InTalent
Your company page draws in talent
26
13,011
Engaged Professionals
Following Manhattan
Associates
We first assess two important elements of your
talent brand: Reach and Engagement
27
Talent Brand Reach
Talent
Talent that...
Talent
Talent Brand Index can measure your talent brand
What percent of people who know about you show an interest?
28
Tal...
#InTalent
We can compare your Talent Brand Index against
your peers
29
PEERS
A
B
C
D
E
F
26%
23%
17%
15%
13%
8% 8%
Manhatt...
#InTalent
Talent more
difficult to engage
Talent easiest to
engage
We can measure your Talent Brand Index varies
across th...
#InTalent
We can track how your Talent Brand Index
progresses over time
31
10%
13%
16%
19%
22%
25%
Aug-12 Sep-12 Oct-12 No...
#InTalent
How can you use data to prioritize?
32
Identify engaged
candidates
1
Benchmark against peers2
Diagnose strengths...
#InTalent
How to:
Plan
Prioritize
Put in practice
33
#InTalent
Start using data & keep it simple
34
What is the size of your talent pool?
How well are you engaging that talent?
#InTalent
Should you create a new workflow?
35
NO!
#InTalent
Integrate and enhance your existing workflow
36
Look at the data to:
1) Plan based on the
size of the talent poo...
#InTalent
Talent Tips from LinkedIn
37
Team TA
Sourcing Ops &
Analytics
Coordination
We embedded ops & analytics into TA
M...
#InTalent
How can you best operationalize talent analytics?
38
Start using data &
keep it simple
1
Integrate and enhance
y...
#InTalent
Put in practice
Plan
Prioritize
You should now know how to use data to:
39
#InTalent
You can now verify skills with endorsements
40
#InTalent
We can help companies to understand where
they are skill leaders or skill trailers
41
Is that good?
• How does i...
#InTalent 42
43
talent.linkedin.com
Upcoming SlideShare
Loading in …5
×

Moneyball For Talent Acquisition - Atlanta 08.06.13. -

4,954 views

Published on

Moneyball transformed baseball and we think it's time for data to do the same thing to Talent Acquisition. Attached are the slides from a presentation at the LinkedIn "ConnectIn" event held in Atlanta on August 6, 2013.

Published in: Business, Technology

Moneyball For Talent Acquisition - Atlanta 08.06.13. -

  1. 1. #InTalent Moneyball for Talent Acquisition Kyle Poll LinkedIn Evangelist Data Geek @KylePoll Using LinkedIn Data to Inform Your Strategy
  2. 2. #InTalent Disclosure Statement 2
  3. 3. LinkedIn Talent Connect 2013 October 15-17, 2013 The MGM Grand, Las Vegas http://talentconnect.linkedin.com/
  4. 4. Atlanta’s Most Amazing Profiles Most Popular Most Endorsed Earliest Adopter Most Connected Mikki Hubbard Alex Putman Sherry Topper Kelly Piccininni
  5. 5. #InTalent In Moneyball data transformed baseball 5
  6. 6. #InTalent In Moneyball data transformed baseball 6
  7. 7. #InTalent In Moneyball data transformed baseball 7 It’s time for data to transform Talent Acquisition
  8. 8. #InTalent 8
  9. 9. #InTalent 9 Of Talent Acquisition leaders believe that their organization utilizes data well when hiring
  10. 10. #InTalent LinkedIn data can measure much better than before 10 Starting with the profile Broader 238M+ Members Deeper Real-Time Breakdown by geo, function, etc. Constantly updating
  11. 11. #InTalent Put in practice Plan Prioritize Today let’s discuss using LinkedIn data for 3 Ps 11
  12. 12. #InTalent How to: Plan Prioritize Put in practice 12
  13. 13. #InTalent Let’s use Cardlytics as an example 13
  14. 14. #InTalent Start by sizing up the talent pool to set expectations with hiring managers 14
  15. 15. #InTalent Recruiter can measure the talent pool 158 talent pool Greater Atlanta Area SPSU Grad 3 to 5 years VP Software Engineer
  16. 16. #InTalent Recruiter can measure the talent pool 168 talent pool Greater Atlanta Area SPSU Grad 3 to 5 years VP Software Engineer or Director 1496021,706
  17. 17. #InTalent Our strategic customers look at talent pool reports 17 • Recruiter can show supply of talent DEMAND SUPPLY Atlanta • Now we can look at demand for talent • This helps identify markets for talent San Fran Boston NYC
  18. 18. #InTalent We run surveys to identify what the talent pool is looking for so you could tailor messaging 18 Work Life Balance Job security High Caliber People Strong employee development Challenging work High Importance Low Importance Compensation & Benefits
  19. 19. #InTalent You can now all measure this through Talent Pool reports 19 1) Healthcare providers 2) Technical salespeople 3) Software engineers 4) Financial services 5) Marketing – CPG 6) Drilling & petroleum 7) Procurement & supply
  20. 20. #InTalent You can find the Talent Pool reports at: 20 lnkd.in/plan
  21. 21. #InTalent How can you use data to plan? 21 Set expectations with hiring managers 1 Identify markets for targeting talent 2
  22. 22. #InTalent How to Plan Prioritize Put in practice 22
  23. 23. #InTalent Once you’ve identified the right people, are they interested in you? 23
  24. 24. #InTalent Let’s look at Manhattan Associates as an example 24 2,635 Employees on LinkedIn
  25. 25. #InTalent Your employees are engaging talent every day; mobilize them as brand ambassadors 25 10,918 Potential candidates view Manhattan Associates’ employee profiles monthly
  26. 26. #InTalent Your company page draws in talent 26 13,011 Engaged Professionals Following Manhattan Associates
  27. 27. We first assess two important elements of your talent brand: Reach and Engagement 27 Talent Brand Reach Talent Talent that’s familiar with you as an employer Talent Brand Engagement Talent that is interested in you as an employer Researching company and career pages Following your company Viewing jobs and applying Viewing employee profiles Connecting with your employees 364,376 members members 85,548
  28. 28. Talent Talent Brand Index can measure your talent brand What percent of people who know about you show an interest? 28 Talent Brand Index = Talent Brand Engagement Talent Brand Reach Manhattan Associates 23% Talent Brand Reach Talent Brand Engagement 364,376 members members 85,548
  29. 29. #InTalent We can compare your Talent Brand Index against your peers 29 PEERS A B C D E F 26% 23% 17% 15% 13% 8% 8% Manhatt. Assoc. 2of 7 Weaker employer brand Employer of choice
  30. 30. #InTalent Talent more difficult to engage Talent easiest to engage We can measure your Talent Brand Index varies across the functions you’re hiring… 30 29% 27% 25% 24% 20% 19% Prod Mgmt Finance Consulting IT HR Sales
  31. 31. #InTalent We can track how your Talent Brand Index progresses over time 31 10% 13% 16% 19% 22% 25% Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13
  32. 32. #InTalent How can you use data to prioritize? 32 Identify engaged candidates 1 Benchmark against peers2 Diagnose strengths / weaknesses 3 13,011 Engaged Talent Following NB
  33. 33. #InTalent How to: Plan Prioritize Put in practice 33
  34. 34. #InTalent Start using data & keep it simple 34 What is the size of your talent pool? How well are you engaging that talent?
  35. 35. #InTalent Should you create a new workflow? 35 NO!
  36. 36. #InTalent Integrate and enhance your existing workflow 36 Look at the data to: 1) Plan based on the size of the talent pool 2) Prioritize engaged talent Ask for the data: 1) How big is the talent pool? 2) How many candidates are we engaging? Recruiter TA Leader
  37. 37. #InTalent Talent Tips from LinkedIn 37 Team TA Sourcing Ops & Analytics Coordination We embedded ops & analytics into TA Measure, manage, iterate… Repeat
  38. 38. #InTalent How can you best operationalize talent analytics? 38 Start using data & keep it simple 1 Integrate and enhance your workflow 2 Create the right team structure 3 Team TA Sourcing Ops & Analytics Coordination
  39. 39. #InTalent Put in practice Plan Prioritize You should now know how to use data to: 39
  40. 40. #InTalent You can now verify skills with endorsements 40
  41. 41. #InTalent We can help companies to understand where they are skill leaders or skill trailers 41 Is that good? • How does it compare to our peers? • How does it vary by geo, function, etc.?
  42. 42. #InTalent 42
  43. 43. 43 talent.linkedin.com

×