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How LinkedIn Recruits with Data | Brendan Browne's SoureCon Presentation on Data Driven Recruiting

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LinkedIn's Brendan Browne presents at SourceCon on how to use LinkedIn Data and Talent Analytics to recruit faster and better.

Become a data driven recruiting expert today -- download the free Data Driven Recruiting 101 E-book mentioned in this presentation: http://linkd.in/18VaR6U

Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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

Published in: Recruiting & HR
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How LinkedIn Recruits with Data | Brendan Browne's SoureCon Presentation on Data Driven Recruiting

  1. 1. Data Driven Recruiting
  2. 2. #intalent#SourceCon
  3. 3. #intalent
  4. 4. #intalent Recruiting Has Changed #SourceCon
  5. 5. #SourceCon
  6. 6. #intalent The recruiting organization that figures out how to extract the value of the web’s people data and build a recruiting team model that operationalizes at scale will define the future of talent acquisition The Opportunity #SourceCon
  7. 7. #intalent Making a plan
  8. 8. #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 gameData driven predictive recruiting #SourceCon
  9. 9. #intalent Enough vision, we need engineers
  10. 10. #intalent Making a plan (again)
  11. 11. #intalent Use data to build credibility
  12. 12. #intalent#SourceCon
  13. 13. #intalent#SourceCon
  14. 14. #intalent#SourceCon
  15. 15. #intalent 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 Using Data To Set Expectations #SourceCon
  16. 16. #intalent Initial search: 7 Remove recommendation: 19 Remove years in position: 71 Remove company type: 82 Remove company size: 126 Expectations Are High & Results Fall Short #SourceCon
  17. 17. #intalent#SourceCon
  18. 18. #intalent#SourceCon
  19. 19. #intalent#SourceCon
  20. 20. #intalent The Where: 475K+ Software Engineers in US #SourceCon
  21. 21. #intalent (based on LinkedIn recruiter contact Feb-Aug 2012) The Where: Big Markets vs. Hidden Gems #SourceCon
  22. 22. #intalent Region / Metro Area # SW Engineers # SW Eng Jobs posted (Q2 2012) Jobs Posted (% of total pool) % w job change (past 12 months) SF Bay Area 65,000 24,500 37.7% 19% NYC 36,100 5,200 14.4% 13% Boston 28,900 5,600 19.5% 15% Seattle 26,900 20,200* 75.1% 17% Washington DC 20,100 4,200 21.0% 12% Chicago 17,300 2,100 12.4% 13% Supply Demand . The Where & Some Why: NYC Has 33% More Supply & Less Demand Than Seattle #SourceCon
  23. 23. #intalent Seattle New York (word size represents skill frequency) The Where & Why: Skill Mix By City #SourceCon
  24. 24. #intalent Manager and Above 9.6% Manager and Above 6.9% The Where & Why: NYC Has More Senior & Management-Level Talent #SourceCon
  25. 25. #intalent 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 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 With 618 Employees Connected To 2,255 Engineers #SourceCon
  26. 26. #intalent  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 “Connectedness” Matters #SourceCon
  27. 27. #intalent The Why: Talent Flows – Winning Or Losing? #SourceCon
  28. 28. #intalent#SourceCon
  29. 29. #intalent The Where + Hidden Gems Connectedness Matters Skills & Seniority Win/Loss Rate #SourceCon
  30. 30. #intalent#SourceCon
  31. 31. #intalent#SourceCon
  32. 32. #intalent
  33. 33. #intalent
  34. 34. #intalent
  35. 35. #intalent In sales and marketing $ Dollars to spend Affinity Which prospects are most likely engage? Low High High Tele-Sales “Red Carpet”Nurture Build Awareness 1:1 approach1:Many 6991207 1:Many 58 1:Many 36 2,000 Systems Infrastructure Engineers #SourceCon
  36. 36. #intalent
  37. 37. #intalent#SourceCon
  38. 38. #intalent#SourceCon
  39. 39. #intalent 1:Many = World-Class Consumer Marketing #SourceCon
  40. 40. #intalent#SourceCon
  41. 41. #intalent
  42. 42. #intalent Most Successful Systems Infra & Data Recruiter Most Successful Quarter in Eng Recruiting 3X increase in candidate response rate Highest conversion rate of applicant to onsite Highest conversion rate of applicant to offer 8:1vs13:1 TAM 1:Many served LI content more likely to make it to onsite vs. other applicants Key Lever For Driving Efficiency & Reducing Hours Eng SI Pilot Results #SourceCon
  43. 43. #intalent#SourceCon
  44. 44. #intalent Reactive Recruiting Model Keyword Searching Jockey Prioritize the Top of List Cold Outreach See Activity Market Intel Dispersed #SourceCon
  45. 45. #intalent Planful and Prioritized Co-signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered #SourceCon
  46. 46. #intalent#SourceCon
  47. 47. #intalent#SourceCon
  48. 48. #intalent Lead with data Operationalize and iterate Don’t do it alone
  49. 49. #intalent Realize and internalize the world of talent has changed Test drive addressable market & segmentation on one of your critical talent pools Assess whether you and your team are ready to transform Three To Dos #SourceCon
  50. 50. #intalent lucky day!yourThis is
  51. 51. #intalent yourToday is our opportunity!
  52. 52. 2016
  53. 53. #intalent What To Learn More? #SourceCon

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