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.
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
238M+ Members
Deeper Real-Time
Breakdown by
geo, function, etc.
Constantly updating
15. #InTalent
Recruiter can measure the talent pool
158 talent pool
Greater Atlanta Area
SPSU Grad
3 to 5 years
VP
Software Engineer
16. #InTalent
Recruiter can measure the talent pool
168 talent pool
Greater Atlanta Area
SPSU Grad
3 to 5 years
VP
Software Engineer
or Director
1496021,706
17. #InTalent
Our strategic customers look at talent pool reports
17
• Recruiter can show
supply of talent
DEMAND
SUPPLY
Atlanta
• Now we can look at
demand for talent
• This helps identify
markets for talent
San Fran
Boston
NYC
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
10,918
Potential candidates view
Manhattan Associates’
employee profiles monthly
27. We first assess two important elements of your
talent 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
364,376
members
members
85,548
28. Talent
Talent Brand Index can measure your talent brand
What percent of people who know about you show an interest?
28
Talent Brand Index
=
Talent Brand Engagement
Talent Brand Reach
Manhattan Associates
23%
Talent Brand Reach
Talent Brand Engagement
364,376
members
members
85,548
29. #InTalent
We can compare your Talent Brand Index against
your peers
29
PEERS
A
B
C
D
E
F
26%
23%
17%
15%
13%
8% 8%
Manhatt.
Assoc.
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
13,011
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
Earliest Adopter – The first person to sign up and create a profile on LinkedInMikki Hubbard: (Siemens) Member #14,472 Most Connected– The person with the most 1st degree connectionsAlex Putman: (CaseMate) Univ. of Alabama Most Popular– The person whose profile was viewed the most in the past 30 daysSherry Topper (Level 3)Most Endorsed – The person with the most total endorsementsKelly Piccininni: (Northside Hospital)
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 SPSU Grads. She wants a VP with 3-5 years, who graduated from SPSU.Southern Polytechnic State University Software Engineers:San Francisco: 114KNYC: 55KBoston: 46KAtlanta: 19K
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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;