Using LinkedIn Data to Inform Your Talent Acquisition Strategy

Moneyball for Talent Acquisition:
Using LinkedIn Data to Inform Your Strategy

James Raybould
Director of Insights, LinkedIn, @londonjames
Will Hamlin
Insights, LinkedIn, @Will_Hamlin

In Moneyball data transformed baseball

TALENT CONNECT 2012 2


It’s time for data to transform Talent Acquisition

If you can’t measure it,
you can’t manage it

5

However, TA is not yet great at measuring it

27%
Talent Acquisition leaders
believe that their organization
utilizes data well when hiring


LinkedIn data can measure much better than
before, starting with the profile

Broader Deeper In Real-Time

• 175M+ • Breakdown by • Constantly
members geo, function, etc. updating

Today let’s discuss using LinkedIn data for 3 Ps:

Plan Talent Pool

Talent
Prioritize Brand

Put-in-Practice

How to:

Plan Talent Pool

Talent
Prioritize Brand

Put-in-Practice

Let’s use Caesar’s as an example


Start by sizing up the talent pool to set
expectations with hiring managers


Recruiter can measure the talent pool

Doctor

8,207 talent pool TALENT CONNECT 2012 12

Our strategic customers look at talent pool reports

• Recruiter can show
supply of talent

NYC

DEMAND
• Now we can look at Vegas
demand for talent
Denver

• This helps identify
markets for talent
SUPPLY


We run surveys to identify what the talent pool is
looking for so you could tailor messaging
Matter most Matter least

Excellent compensation & benefits

Feel more self-confident

Job security

Good relationship with colleagues

Good work-life-balance

Opportunity to apply
what was learned at school

You can now all measure this through Talent
Pool reports
1) Healthcare providers

2) Technical salespeople

3) Software engineers

4) Financial services

5) Marketing – CPG

6) Drilling & petroleum

7) Procurement & supply


You can find the Talent Pool reports at:

talent.linkedin.com/blog


Brendan Browne’s Talent Tips

I use talent pools to figure out
how to deploy my recruiters…

We spread out the “purple
squirrels” by giving recruiters fewer
reqs for hard-to-find positions


How can you use data to plan?

Set expectations with
1
hiring managers

Identify markets for NYC

DEMAND
Vegas

2
targeting talent Denver

SUPPLY

Allocate recruiters' time
3
most effectively


How to

 Plan Talent Pool

Talent
Prioritize Brand

Put-in-Practice

Once you’ve identified the right people,
are they interested in you?


Your employees are engaging talent every day;
mobilize them as brand ambassadors

114,183
Potential candidates view Caesars’
employee profiles yearly


Your company page draws in talent

11,416
Engaged Talent
following your company

But how are you engaging talent vs. your peers?
Followers (K)
12 11.4K

10

8

6
4.1K
4 3.6K
2.5K
2.4K
2

0
Caesars MGM Grand Venetian Cosmopolitan Wynn


You can discover what talent is expressing
interest in your company


We first assess two important elements of your
employer brand: Reach & Engagement

Talent Brand Reach
Talent that’s familiar with you as an employer
???
members
Viewing employee profiles
Connecting with your employees

Talent Brand Engagement
??? Talent that is interested in you as an employer

members Researching company pages

Talent
Following your company
Viewing jobs and applying
LinkedIn Confidential ©2012 All Rights Reserved TALENT CONNECT 2012 25

We can now pull this together as part of your
Talent Brand Index

Talent Brand Reach
??? YOUR
members
Talent Brand Index ?%
=
Talent Brand Reach

???
members

Talent


I look at the Talent Brand Index to
identify strengths and weaknesses

We’ve noticed that we do better among
operations and worse among HR


How can you use data to prioritize?

Measure the reach of
1
your employees

Identify engaged 11,416
2 Interested Talent
candidates following your company

Diagnose strengths /
3
weaknesses


How to:


Talent
 Prioritize Brand

Put-in-Practice

Start using data & keep it simple

What is the size of your talent pool?

How well are you engaging that talent?


Should you create a new workflow? NO!


Integrate and enhance your existing workflow

Recruiter TA Leader

Look at the data to: Ask for the data:

1) Plan based on the 1) How big is the talent
size of the talent pool pool?

2) Prioritize engaged 2) How many candidates
talent are we engaging?



Team TA
Ops &
Sourcing Analytics

Coordination

We embedded ops & analytics into TA

Measure, manage, iterate… Repeat

How can you best operationalize talent analytics?

Start using data &
1
keep it simple

Integrate and enhance
2
your workflow

Create the right Team TA
3 Ops &
team structure Sourcing Analytics
Coordination


You should now know how to use data to:


Talent
 Prioritize Brand

 Put-in-Practice

You can now verify skills with endorsements


We can help companies to understand where
they are skill leaders or skill trailers

Is that good?

• How does it compare
to our peers?

• How does it vary by
geo, function, etc.?


Soon, we can help companies predict the skills
they will need to succeed

Oil & Energy Computer Software
Subsea Engineering Machine Learning

+ Health Care Food & Beverage
Mobile Health Gluten-Free


LinkedIn can help you
measure & manage it

39

Using LinkedIn Data to Inform Your Talent Acquisition Strategy

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