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Turbocharging the recruiting engine: How LinkedIn used data to drive recruiting efficiency | Talent Connect 2016

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Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn

By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.

In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.

Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.

Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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Turbocharging the recruiting engine: How LinkedIn used data to drive recruiting efficiency | Talent Connect 2016

  1. 1. ​ Jennifer Shappley ​ Director, Talent Acquisition, LinkedIn How LinkedIn Used Data to Drive Recruiting Efficiency
  2. 2. ​ Chris Pham ​ Data Scientist, LinkedIn How LinkedIn Used Data to Drive Recruiting Efficiency
  3. 3. •  The analytics performed to estimate hires •  How we achieved alignment between Recruiting, HR, and Finance •  How we held Recruiting accountable •  Impact and lessons learned •  Q&A Agenda
  4. 4. LinkedIn operates the largest professional network on the internet 450M+ members around the globe +2 new members per second 10K employees worldwide 30 cities around the globe 45% headcount growth rate per year
  5. 5. Headcount Plan is finalized Visualization shown is for illustrative purposes only With timing of budget planning cycles, Recruiting is never in line with business demand
  6. 6. How does Recruiting become more strategic when it comes to meeting hiring demand?
  7. 7. Forecasting hires and staffing Recruiting teams accordingly Workforce Plan -forecasting hiring demand- Incremental Hiring Backfill Hiring “Ripple” Effect FP&A Incremental Headcount Plan Org Shape Incremental Hiring by Level! Attrition Rates Transfer Probabilities Promotion Rates Probability of Internal Transfer (r) 1 Adjusted Backfill! Hiring by Level! Backfill Hiring! By Level! ( 1 - r ) ________
  8. 8. Forecasting hires and staffing Recruiting teams accordingly Capacity Plan -determining people needed to meet targets- Seasonality Incremental Headcount by Month Historical seasonality of terminations 18 sub-BUs and 5 regions Total hiring by BU, Region, Level and ! Month! Recruiting Resources Recruiter Productivity (hires per month) Support Ratios Manager Span of Control Talent Acquisition! Headcount!
  9. 9. Forecasting hires and staffing Recruiting teams accordingly Incremental Hiring Backfill Hiring “Ripple” Effect FP&A Incremental Headcount Plan Org Shape Incremental Hiring ! by Level! Attrition Rates Transfer Probabilities Promotion Rates Probability of Internal Transfer (r) 1 Adjusted Backfill! Hiring by Level! Backfill Hiring! By Level! ( 1 - r ) _________ Backfill Hiring “Ripple” Effect Seasonality Recruiting Resources Incremental Headcount by Month Historical seasonality of terminations 18 sub-BUs and 5 regions Total hiring by BU, Region, Level and Month! Recruiter Productivity (hires per month) Support Ratios Manager Span of Control Talent Acquisition! Headcount! Workforce Plan Forecasting hiring demand Capacity Plan Determining people needed to meet targets
  10. 10. NAPKIN
  11. 11. How do we enforce operational excellence and accountability?
  12. 12. Meet Regularly Drive Alignment Adjust as Needed A new operational framework between Analytics & TA Leadership Check your Assumptions •  TA lead & Analytics partner meet monthly to review resourcing and attainment to plan •  Review demand •  Is attrition what we expected? •  Did we accurately plan for demand? •  This will be a dynamic process – review regularly and make necessary adjustments •  Partner with Analytics to recalibrate model based on actual outcomes •  Ensure you’re aligned with your business leaders •  Regularly sync with Finance and Human Resources
  13. 13. Involving the right Stakeholders Talent Acquisition HR Business Partner Finance Business Leader Capacity of TA team, insight into employment trends Insight into workforce trends, attrition and organizational changes Timing of hires to align with budget Where will the team be growing? What skillsets will be needed in the future? Talent Analytics
  14. 14. 95% of actual hires were accurately predicted by our model
  15. 15. 13% of our annual budget was given back to the business
  16. 16. •  The modeling done would’ve been useless if we hadn’t turned it into an actionable plan •  Recalibrating the model when necessary •  Transparency of data across all recruiting teams to break down silos in how teams managed productivity and performance •  Buy-in is hard •  Don’t wait for the stars to align •  You don’t need perfect data quality, or complex tools, or even an analytics team Lessons Learned
  • LeslieRife

    May. 13, 2020
  • kbehzad

    Mar. 14, 2017
  • wpst12

    Oct. 11, 2016

Chris Pham, LinkedIn Jennifer Shappley, LinkedIn By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest. In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money. Session highlights: How we set up a framework to hold recruiting teams accountable to capacity plan. How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align. How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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