Big data is one of the top five recruiting trends that will shape the industry in the next 5 years. As global boundaries blur and competition for in-demand skill sets increases, truly understanding the talent landscape will be your key to success. By gathering insights on where to find top talent, and what they care about, you can plan for future growth and generate a pipeline to power your business. This presentation is from an in-person LinkedIn workshop. The presentation shows you how to turn data into insights that can help you prioritize your talent needs. You will learn how to put those insights to use in building a targeted employer brand strategy that fuels your pipeline! Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3Ti6mP

1. From Insights to Pipeline:
Using Data to Plan and Brand
for the Future
L I N K E D I N W E B C A S T

2. Introduction
2
​L A U R E N
L A R O S E
​Sr. Solutions
Consultant

3. What we’ll
cover
1. Talent landscape
2. Importance of data
3. Pulling insights from data
4. Building your pipeline
3
K E Y N O T E P R E S E N T A T I O N

4. T H E T A L E N T
L A N D S C A P E
I S E V O L V I N G
4

5. The vast majority of candidates are online
5
LinkedIn alone has 500 million+ members worldwide

6. Information and power has shifted to the
candidates
​Adults spend over
​11
​hours a day consuming media
6

7. They’re even searching for jobs in the bathroom!
7
Where are mobile job seekers looking?
Source: Jobvite Annual Recruiting Survey 2016

8. Job openings now surpass hires
8

9. So how do you break through the noise?

10. Data can point you in the right direction
• Find in-demand talent
• Present the right message
• Understand competitive threats
• Identify market opportunities
10

11. 11
2x
​Talent acquisition teams
with mature analytics are
twice as likely to improve
their recruiting efforts
Source: LinkedIn Data-Driven Recruiting eBook 2014

12. 12
3x
​and three times more
likely to realize cost
reductions and
efficiency gains
Source: LinkedIn Data-Driven Recruiting eBook 2014

13. Data-driven
recruiting
The analysis and interpretation of
talent pool data to find the best
people for your organization faster.
13

14. You recognize the value in having data
14
Source: LinkedIn Data-Driven Recruiting eBook 2014

15. But you often don’t have what you need
15
2 out of 3 recruiters don’t have the tools necessary to understand the
market and talent pool they are recruiting from
Source: LinkedIn Data-Driven Recruiting eBook 2014

16. W E W A N T T O
E M P O W E R
Y O U

17. Finding and
using the
data

18. We’re going to look at two types of data
MACRO – broader-view data
about industries and talent
pools
18
​MICRO – narrower-view data
about your company and
competitors

19. G E T T I N G T H E
B I G
P I C T U R E
Talent Pools
19

20. Industry Talent Report – Identifying key trends
​Example: Computer Software Industry
20
Key insights
• Competition for talent may be
higher in these regions
• But… you might find more
people with the industry
experience you need
• Thinking of expanding? These
could be good places to open
a new office.

21. Industry Talent Report – Identifying key trends
​Example: Computer Software Industry
21
Key insights
• Expand search criteria beyond
Computer Software industry
• Focus campus hiring on
schools producing the most
grads entering computer
software
• Popular industry for post-
grads

22. Industry Talent Report – Identifying key trends
​Example: Computer Software Industry
22
Key insights
• Content marketing should
include posts about
leadership, cloud computing,
and start-ups
• Encourage employees to blog
about these topics

23. Talent Pool Report – Assessing supply and demand
​Example: Salespeople
23
Key insights
• Source talent from LA or Dallas
• You need to make your inMails stand out from the crowd

24. Talent Pool Report – Assessing supply and demand
​Example: Salespeople
24
Key insights
• Highlight culture and
ability to make in impact
in your messaging
• Share content about
sales tactics and cloud
computing

25. Talent Pool Report – Assessing supply and demand
​Example: Salespeople
25
Key insights
• Narrow your search to
people with more than 3
years tenure
• Send short inMails Mon-
Weds or on the weekend

26. 26
​Find your own talent
pool insights in
LinkedIn Recruiter
​LIVE DEMO

27. 27
L A S E R F O C U S
O N T H E
D E T A I L S
Company metrics

28. Company snapshot – look at your employee base
​Example: Computer Software Company
28
Key insights
• Losing and winning talent
from the same 3
companies
• Successfully winning
against Hewlett Packard
• Significant losing ratio
against Amazon

29. Company snapshot – look at your employee base
​Example: Computer Software Company
29
Key insights
• Flexis should promote
employee referrals
• May want to focus on
building follower base

30. 30
​Research your own
employee base in
LinkedIn Recruiter
​LIVE DEMO

31. B U I L D
Y O U R
P I P E L I N E
31

32. 4 key steps to using data to build your pipeline
32
​A S S E S S D A T A
F O R E A C H K E Y
H I R I N G
S E G M E N T
​B U I L D U N I Q U E
P E R S O N A S A N D
E M P L O Y E R
V A L U E
P R O P O S I T I O N S
​D E T E R M I N E
O U T R E A C H
S T R A T E G Y F O R
E A C H S E G M E N T
​L A U N C H
T A R G E T E D
C A M P A I G N S

33. Build personas – Who is Melissa?
​Let’s look at our computer software salesperson:
• Works in Computer Software, IT Services, or Internet
industries
• Likely to change jobs after 3+ years
• Topics of interest: sales tactics, cloud computing,
start-ups
• Values culture and the ability to make an impact
• Best contacted early in the week or on weekends
33

34. 34
Aware
Interested
Applied
Hires
Influence talent:
Raise awareness, “warm up” your audience
Drive preference:
Capture interest, build a talent pipeline
Source talent:
Capture applicants, directly engage candidates
Determine your outreach strategy –
How are you going to message Melissa along her journey?

35. Determine your outreach strategy –
How are you going to message Melissa along her journey?
35
Aware
Interested
Applied
Hires
• Recruitment Ads
• Sponsored Updates
• Career Pages
• Pipeline Builder
• Job Slots
• Recruiter

36. Launch targeted campaigns –
Recruitment Ads and Sponsored Updates
36
Aware
Interested
Applied
Hires

37. Launch targeted campaigns –
LinkedIn Career Pages
37
Aware
Interested
Applied
Hires

38. Launch targeted campaigns –
Pipeline Builder
38
Aware
Interested
Applied
Hires

39. 39
​Pipeline Builder –
​Reach à Attract à Engage
​DEMO

40. 40
83%
​of leads sourced through
Pipeline Builder had not
previously applied to a
job at that company1
1. 2017 LinkedIn Internal Data. Limited sample size (based on 21 charter customers)

41. “ ”
J E S S I C A B O Y D
41
Talent Brand Manager - Autodesk
​I was blown away with the results. We
were able to quickly engage with so
many people who were a potential fit
for Autodesk.

42. Key
takeaways
1. Pair macro and micro data to get a
detailed picture of your hiring
landscape
2. Use insights to build robust profiles
for your ideal talent
3. Launch tailored outreach
programs to fuel your pipeline
42
F R O M I N S I G H T S T O
P I P E L I N E : U S I N G D A T A T O
P L A N A N D B R A N D F O R T H E
F U T U R E

43. 43
​Data can transform
people, companies,
and the world

44. Q U E S T I O N S ?
Thank You
44