This document discusses how recruiters can use data from LinkedIn to improve their recruitment processes and outcomes. Specifically, it outlines how recruiters can use LinkedIn data to:
1. Plan recruitment strategies by measuring the size and characteristics of the talent pool for certain roles and locations to set expectations.
2. Prioritize engagement with candidates by benchmarking their company's talent brand and reach against peers and identifying which potential hires are most engaged.
3. Put these data-driven insights into practice by integrating questions about the talent pool size and level of engagement into existing workflows, rather than creating new ones, and focusing outreach on the most viable candidates.
Moneyball For Talent Acquisition - Atlanta 08.06.13. -Kyle Poll
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.
TC19 LEAD Tuesday - Nicole Issac & Guy Berger ChristinaElezaj
This document discusses the Talent Connect 2019 conference occurring from September 23rd through 27th. It provides an overview of LinkedIn's vision to connect professionals globally and create economic opportunities. It then shares key metrics on LinkedIn's large user base and professional network. The document outlines LinkedIn's economic graph and research focusing on skills gaps, career pathing, emerging technologies, entrepreneurship and global economic integration. It also describes some of LinkedIn's pilot projects and data sharing initiatives with organizations to help workers and governments. Finally, it presents insights from LinkedIn's economic research on skills gaps, talent migration trends, and the gender split across industries.
Indian Startup PPT for Engineering/Business Students for Mini Projects AnushkaWalsepatil
PPT give us an insights of what our project wants to convey to the world/external examiners. Here's a PPT for Startups in India especially useful for TE/BE Engineering or BBA students.
PS: Try to select a topic(for projects) that already has:
1) Raw code (git hub will always help)
2) Legit input data(regarding your code language)
3) Data set (kaggle is best source).
4) If possible a PPT regarding it, like this one :P
Paul maxin Recruiting at Unilever and ZalandoBas Haterd
This document discusses challenges and opportunities for talent acquisition strategies in a changing digital landscape. It highlights how data and technology are evolving rapidly, with internet traffic and connected devices increasing drastically. It asks talent acquisition leaders to consider how to effectively use growing data, prepare for impacts of AI and new workforce definitions, and scale digital education. The document provides examples from Unilever and Zalando on creating digital talent acquisition frameworks and roadmaps tailored to specific audiences. It counsels integrating technology now while optimizing existing processes and data, starting with desired outcomes before determining technology needs.
On December 14, 2017, Tom Haak, director of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for the global talent team of Ferrovial in Madrid. These are the slides he used.
This document discusses how recruiters can use data from LinkedIn to improve their recruitment processes and outcomes. Specifically, it outlines how recruiters can use LinkedIn data to:
1. Plan recruitment strategies by measuring the size and characteristics of the talent pool for certain roles and locations to set expectations.
2. Prioritize engagement with candidates by benchmarking their company's talent brand and reach against peers and identifying which potential hires are most engaged.
3. Put these data-driven insights into practice by integrating questions about the talent pool size and level of engagement into existing workflows, rather than creating new ones, and focusing outreach on the most viable candidates.
Moneyball For Talent Acquisition - Atlanta 08.06.13. -Kyle Poll
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.
TC19 LEAD Tuesday - Nicole Issac & Guy Berger ChristinaElezaj
This document discusses the Talent Connect 2019 conference occurring from September 23rd through 27th. It provides an overview of LinkedIn's vision to connect professionals globally and create economic opportunities. It then shares key metrics on LinkedIn's large user base and professional network. The document outlines LinkedIn's economic graph and research focusing on skills gaps, career pathing, emerging technologies, entrepreneurship and global economic integration. It also describes some of LinkedIn's pilot projects and data sharing initiatives with organizations to help workers and governments. Finally, it presents insights from LinkedIn's economic research on skills gaps, talent migration trends, and the gender split across industries.
Indian Startup PPT for Engineering/Business Students for Mini Projects AnushkaWalsepatil
PPT give us an insights of what our project wants to convey to the world/external examiners. Here's a PPT for Startups in India especially useful for TE/BE Engineering or BBA students.
PS: Try to select a topic(for projects) that already has:
1) Raw code (git hub will always help)
2) Legit input data(regarding your code language)
3) Data set (kaggle is best source).
4) If possible a PPT regarding it, like this one :P
Paul maxin Recruiting at Unilever and ZalandoBas Haterd
This document discusses challenges and opportunities for talent acquisition strategies in a changing digital landscape. It highlights how data and technology are evolving rapidly, with internet traffic and connected devices increasing drastically. It asks talent acquisition leaders to consider how to effectively use growing data, prepare for impacts of AI and new workforce definitions, and scale digital education. The document provides examples from Unilever and Zalando on creating digital talent acquisition frameworks and roadmaps tailored to specific audiences. It counsels integrating technology now while optimizing existing processes and data, starting with desired outcomes before determining technology needs.
On December 14, 2017, Tom Haak, director of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for the global talent team of Ferrovial in Madrid. These are the slides he used.
Job ad genius is a company founded in 2015 under the name Recruitz.io that uses programmatic advertising, AI technologies, and automatic A/B testing to create effective job advertisements that can find both active and passive job candidates by targeting people where they spend their time online, especially on mobile devices, in order to help companies find qualified hires. They helped Booking.com receive 170 applications for software engineer positions at a cost of just €35.21 per application by finding candidates who were not actively job searching.
How NLP is revolutionizing marketing and communications SK Reddy
This presentation was shared on 6 March 2018 in Stockholm in AI Summit for Marketing conference (http://www.aiformarketingsummit.se/#talare). I explained some use cases for AI in Marketing and the implementation details.
The Long View: Expert Perspectives on the Future of Talent AttractionIndeed
This document summarizes a panel discussion on the future of talent attraction. It includes perspectives from Vita Sheehy of Time Inc., Jennifer Terry of AT&T, and Tim Streeter of Accenture. Vita Sheehy discusses Time Inc.'s need to aggressively transform and hire technical talent globally. Jennifer Terry emphasizes the importance of the candidate experience from engagement to selection. Tim Streeter discusses how data can drive more customized candidate experiences and help eliminate bias in assessments.
Keep a Pulse: Turning Data into Relationship Insights and (Automated) ActionTALiNT Partners
Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn
- Are you working harder OR smarter? The technology and subsequent data at our fingertips creates boundless opportunities and valuable insights if harnessed properly
- However, with endless requests from clients, candidates, and internal employees, it’s difficult to slow down to evaluate, set strategy and execute. In this session
-We will share tips on leveraging the data from your ATS and CRM to drive (and potentially automate) activity to increase both efficiency and results.
Brendan Browne, Senior Director of Global Talent Acquisition at LinkedIn, walks you through LinkedIn’s secrets too using data for recruiting.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Reporting and Analytics to Drive Successful Leadership & Talent ManagementTALiNT Partners
Learn from Dr Steve Foster the importance of HR analytics in better decision making for talent management and how to elevate HR and Payroll to a more strategic level within your organisation.
Peoplewave is a Singapore-based startup that provides cloud-based HR software focused on onboarding, performance reviews, and people analytics. Their goal is to improve people management and make work fair. They currently have two products available - First 100 Days for onboarding new hires and Performance Wave for data-driven 360 reviews. Peoplewave was founded in 2017 and has grown to 17 employees. They have a $1.5 million sales pipeline and are seeking $100,000 in remaining seed funding to help reach their $3.1 million revenue goal for 2018.
From SourceIn New York, Jim Stroud explains why big data is a critical tool for recruiters.
Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5
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
Nicholas Marr has a Bachelor of Business Administration degree with dual majors in Finance and Economics from Grand Valley State University. He has over 3 years of work experience in insurance underwriting at Blue Cross Blue Shield of Michigan where he develops databases, works on projects, and processes renewal applications. Prior to that, he held internships analyzing financial data at Quicken Loans and working on projects at G-Tech. He has skills in Microsoft Excel, Access, data analysis, underwriting, and presentation.
Getting Insights through Conversational Chatbots for AnalyticsData Con LA
Data Con LA 2020
Description
It often takes a long time for business users in enterprises to get the right data and insights, even if the data is well organized and structured. This is because they may not know where the data is located, how it is modeled, and how to frame the right queries for their needs. As a result, traditionally, access to data and analytics has mostly been limited to power users and specialist data scientists with varying degrees of analytical and technical skills. This is where conversational analytics comes in. This paradigm allows any user to ask text and voice questions, in natural language, of their data to a bot and receive back a natural language and visual result. In this talk, I shall present our efforts and experiences in building a conversational analytics platform on a chat-based interface. Our approach combines natural-language understanding, dialog management, natural-language generation/narration, data understanding and modeling, augmented analytics and automated visualization generation. I shall describe how we handle complex natural language questions against rich datasets like "How many cases of Covid were there in the last 2 months in states that had no social distancing mandates by type of transmission", and further, enable users to dig deeper into the results in a conversational manner to uncover hidden insights.
Speaker
Anand Ranganathan, Unscrambl, Chief AI Officer
Data driven recruiting presentation - LinkedInAndreas Persson
Data driven recruiting uses analysis and interpretation of talent pool data to find quality hires faster. There are three steps: 1) Have an intake meeting with the hiring manager to discuss needs. 2) Research and refine the target talent pool using data on qualifications, companies, schools, etc. 3) Have a follow-up meeting to share findings and agree on a sourcing strategy. Interpreting data on the talent pool helps prioritize sources and candidates. Tools like Boolean searches and saved searches in LinkedIn Recruiter help efficiently research large talent pools.
The document summarizes key points from 107 interviews with talent acquisition professionals and thought leaders. It discusses trends in recruiting such as the focus on data analytics to optimize hiring outcomes. Other topics covered include employer branding, recruiting marketing and technology, and the importance of employee experience for retention. The document provides resources for additional information on trends in talent acquisition.
On December 11, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at a meeting of the HR Digital Belgium community. These are the slides he used.
Inman Connect - Attention Brokers (you need to build a Real Estate Office of ...Rich Swier Jr
The document discusses the need for brokers to build a real estate office of the future to adapt to changing market trends. It outlines challenges with the current broker model, such as low agent adoption of new technologies and a lack of continuity across broker and agent platforms. Future trends discussed include the rise of online/virtual brokerages and disruptive models. The document proposes what disruption may look like, including a consolidated tech/marketing platform leveraging data and automation. It then outlines the key components of a real estate office of the future, including active sphere marketing, lead generation platforms, data/analytics, and expanded services. Brokers are advised to evaluate their offerings for gaps, scalability, and value in order to shift to an "inf
The document discusses the evolution of talent acquisition and recruitment technologies over three generations from the 1990s to present. The first generation in the 1990s included the introduction of job boards and early applicant tracking systems. The second generation from the 2000s brought improvements like professional networks, video interviewing, and applicant tracking systems 2.0. The third generation from 2010 onward includes new innovations such as chatbots, skills assessments, and analytics tools to help optimize recruitment and talent strategies.
The document discusses 6 workforce trends that will dominate in 2018 according to Randstad: 1) Increased salary compensation as companies need to pay market wages to attract talent. 2) Flexible work options will be important for attracting talent. 3) There will be increased demand for STEM skills to solve skill gaps. 4) Automation will help rather than replace humans by working alongside them. 5) Advancements in technology will drive demand for soft skills. 6) People and predictive analytics will move beyond just HR data. The document provides perspectives from Randstad executives on these trends.
Speech given at HR Congress Amsterdam 29th November 2016
See also HR Transformer Blog Post -> 7 Challenges that People Analytics Must Overcome -> https://goo.gl/BZ3UTf
Be more certain - a practical approach to scaling a research practiceUXinsight
This document outlines a practical approach to user research. It recommends assuming data already exists and working backwards to find it, employing diplomacy to connect different parts of an organization, and recognizing that some data is better than no data. Small samples can provide large opportunities if they generate information-rich stories rather than just numbers of participants. Research accumulates over time like compound interest to help organizations be more certain in their decisions.
Talent Acquisition starts with first developing a holistic recruitment strategy. Learn how to properly address the five major components of a Talent Acquisition strategy by hearing from experienced HR and Talent Acquisition leaders across the country. Webinar attendees will learn how to build strategic processes that use best practices and technology to help recruiters identify and recruit the best candidates, despite market and industry uncertainties.
Talent Connect Australia - Will Hamlin & Josh Coulson "Moneyball for Talent A...LinkedIn
This document discusses how companies can use LinkedIn data to inform their talent acquisition strategies. It provides examples of how companies can use LinkedIn data to:
1) Plan their talent acquisition strategy by analyzing the size and makeup of the talent pool in different markets.
2) Prioritize engaging candidates by measuring a company's talent brand reach and engagement on LinkedIn, benchmarking against peers.
3) Put analytics into practice by integrating talent data and metrics into existing talent workflows and processes through creating the right team structures.
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acqu...LinkedIn Talent Solutions
Create your Moneyball moment. Hear how talent acquisition leaders can use LinkedIn data to gather talent pool insights, focus their teams, assess talent brand strength, and better manage pipelines.
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
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Job ad genius is a company founded in 2015 under the name Recruitz.io that uses programmatic advertising, AI technologies, and automatic A/B testing to create effective job advertisements that can find both active and passive job candidates by targeting people where they spend their time online, especially on mobile devices, in order to help companies find qualified hires. They helped Booking.com receive 170 applications for software engineer positions at a cost of just €35.21 per application by finding candidates who were not actively job searching.
How NLP is revolutionizing marketing and communications SK Reddy
This presentation was shared on 6 March 2018 in Stockholm in AI Summit for Marketing conference (http://www.aiformarketingsummit.se/#talare). I explained some use cases for AI in Marketing and the implementation details.
The Long View: Expert Perspectives on the Future of Talent AttractionIndeed
This document summarizes a panel discussion on the future of talent attraction. It includes perspectives from Vita Sheehy of Time Inc., Jennifer Terry of AT&T, and Tim Streeter of Accenture. Vita Sheehy discusses Time Inc.'s need to aggressively transform and hire technical talent globally. Jennifer Terry emphasizes the importance of the candidate experience from engagement to selection. Tim Streeter discusses how data can drive more customized candidate experiences and help eliminate bias in assessments.
Keep a Pulse: Turning Data into Relationship Insights and (Automated) ActionTALiNT Partners
Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn
- Are you working harder OR smarter? The technology and subsequent data at our fingertips creates boundless opportunities and valuable insights if harnessed properly
- However, with endless requests from clients, candidates, and internal employees, it’s difficult to slow down to evaluate, set strategy and execute. In this session
-We will share tips on leveraging the data from your ATS and CRM to drive (and potentially automate) activity to increase both efficiency and results.
Brendan Browne, Senior Director of Global Talent Acquisition at LinkedIn, walks you through LinkedIn’s secrets too using data for recruiting.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Reporting and Analytics to Drive Successful Leadership & Talent ManagementTALiNT Partners
Learn from Dr Steve Foster the importance of HR analytics in better decision making for talent management and how to elevate HR and Payroll to a more strategic level within your organisation.
Peoplewave is a Singapore-based startup that provides cloud-based HR software focused on onboarding, performance reviews, and people analytics. Their goal is to improve people management and make work fair. They currently have two products available - First 100 Days for onboarding new hires and Performance Wave for data-driven 360 reviews. Peoplewave was founded in 2017 and has grown to 17 employees. They have a $1.5 million sales pipeline and are seeking $100,000 in remaining seed funding to help reach their $3.1 million revenue goal for 2018.
From SourceIn New York, Jim Stroud explains why big data is a critical tool for recruiters.
Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5
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
Nicholas Marr has a Bachelor of Business Administration degree with dual majors in Finance and Economics from Grand Valley State University. He has over 3 years of work experience in insurance underwriting at Blue Cross Blue Shield of Michigan where he develops databases, works on projects, and processes renewal applications. Prior to that, he held internships analyzing financial data at Quicken Loans and working on projects at G-Tech. He has skills in Microsoft Excel, Access, data analysis, underwriting, and presentation.
Getting Insights through Conversational Chatbots for AnalyticsData Con LA
Data Con LA 2020
Description
It often takes a long time for business users in enterprises to get the right data and insights, even if the data is well organized and structured. This is because they may not know where the data is located, how it is modeled, and how to frame the right queries for their needs. As a result, traditionally, access to data and analytics has mostly been limited to power users and specialist data scientists with varying degrees of analytical and technical skills. This is where conversational analytics comes in. This paradigm allows any user to ask text and voice questions, in natural language, of their data to a bot and receive back a natural language and visual result. In this talk, I shall present our efforts and experiences in building a conversational analytics platform on a chat-based interface. Our approach combines natural-language understanding, dialog management, natural-language generation/narration, data understanding and modeling, augmented analytics and automated visualization generation. I shall describe how we handle complex natural language questions against rich datasets like "How many cases of Covid were there in the last 2 months in states that had no social distancing mandates by type of transmission", and further, enable users to dig deeper into the results in a conversational manner to uncover hidden insights.
Speaker
Anand Ranganathan, Unscrambl, Chief AI Officer
Data driven recruiting presentation - LinkedInAndreas Persson
Data driven recruiting uses analysis and interpretation of talent pool data to find quality hires faster. There are three steps: 1) Have an intake meeting with the hiring manager to discuss needs. 2) Research and refine the target talent pool using data on qualifications, companies, schools, etc. 3) Have a follow-up meeting to share findings and agree on a sourcing strategy. Interpreting data on the talent pool helps prioritize sources and candidates. Tools like Boolean searches and saved searches in LinkedIn Recruiter help efficiently research large talent pools.
The document summarizes key points from 107 interviews with talent acquisition professionals and thought leaders. It discusses trends in recruiting such as the focus on data analytics to optimize hiring outcomes. Other topics covered include employer branding, recruiting marketing and technology, and the importance of employee experience for retention. The document provides resources for additional information on trends in talent acquisition.
On December 11, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at a meeting of the HR Digital Belgium community. These are the slides he used.
Inman Connect - Attention Brokers (you need to build a Real Estate Office of ...Rich Swier Jr
The document discusses the need for brokers to build a real estate office of the future to adapt to changing market trends. It outlines challenges with the current broker model, such as low agent adoption of new technologies and a lack of continuity across broker and agent platforms. Future trends discussed include the rise of online/virtual brokerages and disruptive models. The document proposes what disruption may look like, including a consolidated tech/marketing platform leveraging data and automation. It then outlines the key components of a real estate office of the future, including active sphere marketing, lead generation platforms, data/analytics, and expanded services. Brokers are advised to evaluate their offerings for gaps, scalability, and value in order to shift to an "inf
The document discusses the evolution of talent acquisition and recruitment technologies over three generations from the 1990s to present. The first generation in the 1990s included the introduction of job boards and early applicant tracking systems. The second generation from the 2000s brought improvements like professional networks, video interviewing, and applicant tracking systems 2.0. The third generation from 2010 onward includes new innovations such as chatbots, skills assessments, and analytics tools to help optimize recruitment and talent strategies.
The document discusses 6 workforce trends that will dominate in 2018 according to Randstad: 1) Increased salary compensation as companies need to pay market wages to attract talent. 2) Flexible work options will be important for attracting talent. 3) There will be increased demand for STEM skills to solve skill gaps. 4) Automation will help rather than replace humans by working alongside them. 5) Advancements in technology will drive demand for soft skills. 6) People and predictive analytics will move beyond just HR data. The document provides perspectives from Randstad executives on these trends.
Speech given at HR Congress Amsterdam 29th November 2016
See also HR Transformer Blog Post -> 7 Challenges that People Analytics Must Overcome -> https://goo.gl/BZ3UTf
Be more certain - a practical approach to scaling a research practiceUXinsight
This document outlines a practical approach to user research. It recommends assuming data already exists and working backwards to find it, employing diplomacy to connect different parts of an organization, and recognizing that some data is better than no data. Small samples can provide large opportunities if they generate information-rich stories rather than just numbers of participants. Research accumulates over time like compound interest to help organizations be more certain in their decisions.
Talent Acquisition starts with first developing a holistic recruitment strategy. Learn how to properly address the five major components of a Talent Acquisition strategy by hearing from experienced HR and Talent Acquisition leaders across the country. Webinar attendees will learn how to build strategic processes that use best practices and technology to help recruiters identify and recruit the best candidates, despite market and industry uncertainties.
Talent Connect Australia - Will Hamlin & Josh Coulson "Moneyball for Talent A...LinkedIn
This document discusses how companies can use LinkedIn data to inform their talent acquisition strategies. It provides examples of how companies can use LinkedIn data to:
1) Plan their talent acquisition strategy by analyzing the size and makeup of the talent pool in different markets.
2) Prioritize engaging candidates by measuring a company's talent brand reach and engagement on LinkedIn, benchmarking against peers.
3) Put analytics into practice by integrating talent data and metrics into existing talent workflows and processes through creating the right team structures.
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acqu...LinkedIn Talent Solutions
Create your Moneyball moment. Hear how talent acquisition leaders can use LinkedIn data to gather talent pool insights, focus their teams, assess talent brand strength, and better manage pipelines.
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
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Click through to see key topics from ConnectIn 2013 in Toronto, including predictions of talent acquisition in 2015 and Moneyball sourcing.
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
Employer Branding in the Era of Talent IntelligenceRebecca Feldman
The era of talent intelligence is here - it's using data and insights to make people your competitive advantage. Letting data guide you to the right audience, and even the right messaging, can enable you to win the best talent.
This presentation, originally developed for a customer workshop, shows you how to use an insights-driven approach to employer branding. You will learn how data can help answer key questions, pinpoint your target audience, measure your culture, and more.
In this webcast, SapientNitro shares how they defeated organizational challenges to identify their talent brand and align that with their talent acquisitions strategy.
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
Moneyball for Talent Acquisition: Using Data to Up Your Recruiting GameLinkedIn
Brad Pitt stars in Moneyball, a film about how data revolutionised baseball recruiting. In our free webinar, “Moneyball: Using Data to Up Your Recruiting Game” we’ll show you how data can revolutionise corporate recruiting.
In this action-packed webinar you will learn how to:
- Gather talent pool insights: Assess talent pools for your opportunities using LinkedIn data
- Set hiring manager expectations: Use insights to shape the conversation and manage expectations
- Focus your team: Save time by zeroing in on the right candidates
- Measure your talent brand: Benchmark your talent brand against peers and over time
TC19 LEAD Wednesday- Nick Brooks - Mike Jennings - Marla EsdornChristinaElezaj
This document discusses how automated insights from talent data can help companies stay ahead of competition. It notes that competitive intelligence is important but challenging to gather due to the large amount of changing data. An AI solution is proposed to help by understanding a company's context, monitoring large amounts of talent data for meaningful signals, and detecting trends and anomalies in areas like competitor investments and labor market changes. The document encourages participants to brainstorm the types of competitive intelligence information they would find most helpful to learn about competitors.
Lindsay Ahearne, Senior Insights Analyst at LinkedIn takes the SourceIn London audience through the importance of using data to manage clients, create talent pools and accelerate your recruiting efforts, featuring best in class examples from recruiters throughout the UK.
Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013LinkedIn Talent Solutions
The term "Big Data" is becoming de rigeur, but in reality recruiting leaders still have an uneasy relationship with analytics. Leaders from Teradata and Sun Life Financial share how they embracing data to improve their recruiting strategies, results, and talent brand initiatives.
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
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
From Insights to Pipeline: Using Data to Plan and Brand for the FutureRebecca Feldman
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!
Getting the Most Out of Business Intelligence: Top Staffing Executives Tell All Bullhorn
As an owner or manager of a staffing firm or any business for that matter, it is vitally important to keep a strong pulse on the business at all times.Managing the health of your staffing firm and continuously improving business
performance requires a comprehensive understanding of your business data. In order to get a pulse on how the staffing industry is leveraging business data today, we asked top executive leaders in the space to weigh in on how they view, build and leverage business intelligence in staffing and recruiting. these are their thoughts.
Crafting a talent analytics function and building strategic partnershipWilliam Gaker
This document discusses building a talent analytics function and the speaker's journey in doing so at LinkedIn. Some key points:
- The speaker discusses guiding principles for crafting a talent analytics function, such as identifying its core purpose, staffing it with a blend of skills, focusing on questions that create business value, investing in maturity, and prioritizing efforts.
- Examples are provided of how the speaker focused on quick wins to build credibility, developed a framework to help stakeholders ask strategic questions, and is leveraging analytics across the talent lifecycle.
- Case examples show how the speaker used analytics to help with engineering hiring needs, improve operational planning and retention, and identify critical skills and attractive hiring regions.
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
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
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Informatica's Brad Cook unravels what big data is, what it’s not, and how you can ready your business for the influx of HR data requirements heading your way.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
From ConnectIn Chicago, click through to see why the powerful combination of insights and relationships is vital to modern talent acquisition today.
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
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
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Discover the Beauty and Functionality of The Expert Remodeling Serviceobriengroupinc04
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
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These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
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Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
3. LinkedIn Talent Connect 2013
October 15-17, 2013
The MGM Grand, Las Vegas
http://talentconnect.linkedin.com/
4. The Best of the Best in Boston
Most Popular Most Endorsed
Earliest Adopter Most Connected
Danielle
Nesbitt
Leslie
Mitchell
Julie
Jakubiec
Cindy
Bloom
9. #InTalent 9
Of Talent Acquisition leaders
believe that their organization
utilizes data well when hiring
10. #InTalent
LinkedIn data can measure much better than before
10
Starting with the profile
Broader
225M+ Members
Deeper Real-Time
Breakdown by geo,
function, etc.
Constantly updating
15. #InTalent
Recruiter can measure the talent pool
1510 talent pool
Greater Boston Area
MIT Grad
3 to 5 years
VP
Software Engineer
16. #InTalent
Recruiter can measure the talent pool
1610 talent pool
Greater Boston Area
MIT Grad
3 to 5 years
VP
Software Engineer
1,303
or Director
3,282
17. #InTalent
Our strategic customers look at talent pool reports
17
• Recruiter can show
supply of talent
DEMAND
SUPPLY
Washington DC
Boston
• Now we can look at
demand for talent
• This helps identify
markets for talent
San Fran
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. #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
25. #InTalent
Your employees are engaging talent every day;
mobilize them as brand ambassadors
25
10,242
Potential candidates view New
Balance’s employee profiles
monthly
27. We first assess two important elements of your
employer 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
247,916
members
members
49,966
28. Talent
Talent Brand Index can measure your employer brand
What percent of people who know about you show an interest?
28
Talent Brand Index
=
Talent Brand Engagement
Talent Brand Reach
New Balance
20%
Talent Brand Reach
Talent Brand Engagement
247,916
members
members
49,966
29. #InTalent
We can compare your Talent Brand Index against
your peers
29
PEERS
A
B
C
D
E
F
23%
20%
17%
15%
13%
8% 8%
New
Balance
2of 7
Weaker
employer brand
Employer of
choice
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. #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. #InTalent
How can you use data to prioritize?
32
Identify engaged
candidates
1
Benchmark against peers2
Diagnose strengths /
weaknesses
3
17,783
Engaged Talent
Following NB
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. #InTalent
Talent Tips from LinkedIn
37
Team TA
Sourcing Ops &
Analytics
Coordination
We embedded ops & analytics into TA
Measure, manage, iterate… Repeat
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
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.?
I’m an imposter.James has names like Harvard & Stanford (twice) on his profileI have names like Weber State and Brigham Young on mineHe’s an elite triathlete and ran boston in 2:49I was an elite tricyclist and boston….I took some great pictures of my wife runningBefore you walk out….Clay Buckholtz – Ray TruckboltsGood news on two fronts: 1: the closing pitchers are very strong – Chris and Barry are peers and have amazing things to sayThe other good news is that if you want to see the real Buckholtz pitch in the All Star game…….
All you have to do is buy a ticket. Talent Connect 2012 is actually where James first introduced the idea of Moneyball for Talent Acquisition. Many principles in my presentation are taken from James. James and other superstars in this industry will take the stage. It’s an amazing event and one not to be missed. I assume you’re here for one of two reasons1: To network with and learn from your peers2: To learn more about how to get the most of what for many of you is a significant investment and something that is undoubtedly is powerful, but that quite frankly is rather new and we’re all still figuring out how to best take advantage of it. There’s no better place in the world to learn how the best minds in talent acquisition are leveraging LinkedIn to connect with top talent. So know that when I say “We”, what I’m really saying is that James and his brilliant team created this and then my colleagues and I have the honor of using this data to work with you to better understand how to connect with the best talent in the world. Connect. Inspire. Transform.Talent Connect 2013 is the corporate recruiting event of the year. Learn best practices, make new connections, and get inspired by stories of recruiting leaders changing the world through best-in-class talent acquisition. (We’re expecting well over 2,000 attendees.)Most Popular Sessions in 2012 (over 90 informative sessions total)-Moneyball for Talent Acquisition: Using LinkedIn Data to Inform Your Strategy and Demonstrate Your Impact-Using Employer Branding to Differentiate, Target and Win with Top Talent-Driving Improvements in Your Recruiting Approach Through Data-Increasing Your Talent Acquisition Impact Without Growing Your Team-Shifting from Reactive to Proactive Sourcing: Why It Matters, How to Do It
Let’s start by talking about you. Since we have data on 225 million professionals, we decided to look at a little data about the 100 or so people in this room. Earliest Adopter – The first person to sign up and create a profile on LinkedIn: Danielle from Eduventures: Member #108,000Most Connected– The person with the most 1st degree connections: Hubspot, what a cool company. #5 Mktg. blog in the worldMost Popular– The person whose profile was viewed the most in the past 30 days: Rapid7, Have you seen those videos?Most Endorsed – The person with the most total endorsements: Cindy, has an inordinate amount of endorsers. She’s good at what she does.
A lot of leaders find this reasonably easy. (Finding Data)CEO – revenuesMarketing – campaigns, ctr’s, dial it up, dial it downSalesEngineeringLet me ask, how many of you feel that your organization uses data effectively as part of your hiring efforts?
You’ve probably heard a lot about data in recruiting in recent months, but based on our research few recruiting leaders feel like they’ve actually nailed how to leverage big data to their advantage in the recruiting space. Only a quarter believe that their org utilizes data well to make hiring decisions, leaving a full three-quarters who think they are average or even poor at using data for hiring decisions.Since this is an area many of you have expressed wanting more info and support, we’re going to dedicate the entire next session to this: Moneyball for Talent Acquisition – and we’ve brought in the expert to coach you on data-driven decision making in recruiting and give you real, actionable takeaways that you can use this afternoon.
US Census is updated every 10 years
Debra Horowitz
Sit down with your Hiring Manager and determine what she’s looking for.We’ll simplify, but let’s say our hiring manager has had great success with MIT Grads. She wants a VP with 3-5 years, who graduated from MIT.
Simplify graphics
Simplify graphics
Simplify graphics
Simplify graphics
Simplify graphics
Talk to examples as a voice-over
Introduce a bit of background on Caesars“you are looking Chris up right now”
How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
We can measure your talent brand index vs your talent peers. Your competitors to the left of the graph have the easiest time engaging talent– talent shows high interest in them. Your talent peers on the right of this graph have a harder time engaging talent, because of their weaker employer brand.The stronger your brand, the easier it is for you to attract the right candidates to your roles.
We can also use talent brand index to determine where to focus your employer branding efforts. For example, for your functions on the left of this graph, you have an easier time hiring talent, but for the functions to the right of this graph, it has been more difficult finding talent to fill your roles. Does this resonate with you, both on and off LinkedIn?
Finally, we can help you track your employer brand over time. Brand is not something that changes overnight– rather, it is something that needs to be cultivated over time. As you invest in your employer brand, LinkedIn can help you assess the effectiveness of your employer branding efforts both on and off LinkedIn– using the talent brand index.Let’s pause here and review what we’ve talked about:- How are these results in line or different from your expectations? Why? - How is your employer brand aligned compared to your recruiting priorities? - How is your brand enhancing or inhibiting your success in hiring?
Talk to examples as a voice-over
Talk to examples as a voice-over
Talk to examples as a voice-over
Talk to examples as a voice-over
Add talking points about where the teams come from;