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

1. Brendan Browne
Senior Director, Talent Acquisition
Inside the Pressure Cauldron:
Transform Your Approach to Talent by
Leveraging Transparency and Data

2. #intalent

3. #intalent

4. #intalent

5. #intalent
Recruiting has changed

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. #intalent

8. #intalent
Silicon Valley

9. #intalent

10. #intalent
APAC

11. #intalent
Making a plan

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. #intalent
Enough vision,
we need
engineers!

14. #intalent
Making a plan
(again)

15. #intalent

16. #intalent
Employee
value prop
Pay
standards
Things we were missing
Cohesive
story
$

17. #intalent
Things we knew we really needed
Infrastructure Data

18. #intalent
Employment
path
Story Culture
& values

19. #intalent
Repeatable
platform

20. #intalent
Differentiating ourselves

21. #intalent

22. #intalent
day back
1

23. #intalent
Use data to build credibility

24. #intalent

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. #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. #intalent

28. #intalent

29. #intalent

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. ©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where:
Big Markets vs. Hidden Gems
31
Large High-Demand Markets
Hidden GemsSmall Markets

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. ©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. #intalent
Seattle
New York
*word size represents skill frequency
Where & Why
Skill Mix by City

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. #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. #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. #intalent
The Why:
Talent Flows: Are we winning and losing talent?

39. #intalent

40. #intalent
The Where
+ Hidden Gems
Connectedness
Matters
Skills & Seniority Win/Loss Rate

41. #intalent

42. #intalent

43. #intalent

44. #intalent

45. #intalent

46. #intalent

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. #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. #intalent
No one likes it cold

50. #intalent
No one likes it cold
Recruiter

51. #intalent

52. #intalent
Reactive Recruiting
Model
Keyword Searching
Jockey
Prioritize the Top of List
Cold
Outreach
See Activity
Market Intel
Dispersed

53. #intalent
Planful and Prioritized Co-
signors
Search Once and Manage
Prioritize High Fit & Affinity
Tailored Outreach
See Activity
Market Intel Mastered

54. #intalent

55. #intalent
Measure, listen & adjust

56. #intalent
Falling in love with your brand
Hiring
manager
Candidate
with offer
Candidate
without offer
2235 6
CSAT and NPS

57. #intalent
Falling in love with your brand
Hiring
manager
Candidate
with offer
Candidate
without offer
CSAT and NPS

58. #intalent
What it means for you

59. #intalent
Recognize the world of talent has changed
Knowledge
is free
Talent
is mobile
Tools & processes
are different

60. #intalent

61. #intalent

62. #intalent
Lead
with data
Operationalize
and iterate Listen

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. #intalent
lucky day!yourToday is

65. #intalent
opportunity!ourThis is

66. 2015