When you’re laser-focused on hiring new talent, positioning yourself as a strategic partner can be challenging. However, there’s no better time than the start of the hiring process to establish yourself as a true business partner. The question remains: "How does a hiring professional become a strategic leader?” The Answer: Do data driven recruiting. In this deck, you’ll learn: - Where to find large talent pools of qualified candidates using data - How to expand your talent pool and set hiring manager expectations by determining what's an actual job requirement vs a nice-to-have - How to interpret and present your data driven hiring recommendations to executives Check it out to learn how to be a strategic advisor using data driven recruiting. Watch the full recording here: http://youtu.be/BYKIXuuHZyE

1. Become a Strategic Advisor with
Data Driven Recruiting
May 20, 2015
©2013 LinkedIn Corporation. All Rights Reserved.

2. #hiretowin
Create a
data driven
recruiting
strategy
Execute your
strategy
Measure
results &
iterate
The recruiting organization that figures out how to extract
the value of the web’s people data and build a recruiting
team model that operationalizes at scale will define the
future of talent acquisition
“
STEPS TO BECOMING A STRATEGIC ADVISOR
1 2 3

3. #hiretowin
1. Create a data driven
recruiting strategy

4. #hiretowin
IT STARTS WITH A HIRING NEED
Job Description
Keywords: "Data Center" OR "Datacenter"
Location Within 50 Miles
Industry: Internet
Seniority: Manager
Interested In: Potential Employees
Company Size: 501-1,000 OR 1,001-5,000 OR 5,001-10,000,
OR 10,000+
Years of Experience: 6 to 10 years OR More than 10 years
Years in Position: 3-5 years OR 6-10 years
Company Type: Public Company
Language: English
Recommendations: 3-4 OR 5-10 OR 11-20 OR >20

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HIRING EXPECTATIONS ARE OFTEN TOO HIGH
 Have or set realistic expectations grounded in data
 Widen the talent pool by removing non-priority job requirements

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1. Locate your
talent pools
2. Dig into
skills &
seniority
3. Know your
talent
competitors
3 STEPS TO A DATA DRIVEN RECRUITING STRATEGY

7. #hiretowin
IDENTIFY WHERE YOUR TARGET TALENT LIVES
Example: Where 480K Software Engineers in the US are located
Data source: LinkedIn Recruiter

8. #hiretowin(based on LinkedIn recruiter contact Feb-Aug 2012)
PRIORITIZE CITIES BY SUPPLY & DEMAND
Went after “Hidden Gem” cities with high supply, low demand
Data source: LinkedIn Recruiter

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Seattle
New York
(word size represents skill frequency)
LOOK AT SKILL MIX BY CITY

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Manager and Above
9.6%
Manager and Above
6.9%
The Where & Why: NYC Has More Senior & Management-Level Talent
UNDERSTAND SENIORITY SPLITS BY CITY

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Who are you winning & losing talent to?
KNOW WHO YOUR TALENT COMPETITORS ARE

12. #hiretowin
1. Locate your
talent pools
2. Dig into
skills &
seniority
3. Know your
talent
competitors
3 STEPS TO A DATA DRIVEN RECRUITING STRATEGY

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GET STARTED WITH FREE TALENT POOL REPORTS

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SIZE YOUR TALENT POOLS
USING LINKEDIN RECRUITER

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2. Execute your strategy

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2,000 SYSTEMS INFRASTRUCTURE ENGINEERSPRIORITIZE CANDIDATES FOR BETTER RESULTS
1:Many
Nurture
1:Many
Telesales
1:1
Blue Carpet
1:Many
Nurture
Affinity
Which prospects are most likely to engage?
HighLow
High
Low
SkillsMatch
Whohasexpertiseinskillsweneed?
Problem: How do we efficiently identify & prioritize critical talent pools?
Solution: We sized & prioritized the market of Systems & Infrastructure engineers

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TRAIN YOUR RECRUITERS TO HAVE CONSULTATIVE
HIRING MANAGER INTAKE MEETINGS
Sample hiring manager intake form

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DO WORLD CLASS CONSUMER MARKETING
 1: Many means creating and promoting your talent brand
 Consider partnering with marketing

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LEARN MORE ABOUT TALENT BRANDING
Download LinkedIn’s Employer Brand Playbook:
http://bit.ly/employerbranding2015

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3. Measure results & iterate

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KNOW YOUR BUSINESS GOALS &
TIE YOUR RECRUITING METRICS TO THEM

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Most Successful Systems Infra & Data Recruiter
Most Successful Quarter in Eng Recruiting
3X
increase
in candidate
response rate
Highest
conversion rate
of applicant to
onsite
8:1 vs 13:1
Highest
conversion rate of
applicant to offer
TAM 1:Many
served LI content
more likely to
make it to onsite
vs. other
applicants
Increased Recruiting Efficiency & Reduced Recruiting Hours
THE RESULTS OF OUR DATA DRIVEN RECRUITING
FOR SYSTEMS & INFRASTRUCTURE ENGINEERS

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No
engagagement /
connection
Engaged w/
Competitor
Connected w/ LI Engaged w/ LI Engaged w/ LI &
w/ Competitor
Engaged w/ LI &
Connected w/LI
2.8x higher
response rates
vs. no connection
Source: North America LinkedIn InMail response rates; n=100k
Our strategy also led to higher InMail response rates
We used engagement & connectedness to target candidates w/ high affinity

24. #hiretowin
Create a
data driven
recruiting
strategy
Execute your
strategy
Measure
results &
iterate
BECOME A STRATEGIC ADVISOR WITH
DATA DRIVEN RECRUITING
1 2 3

25. Learn more: Download our
Data Driven Recruiting guide
http://bit.ly/DataDrivenRecruiting

26. #hiretowin
26
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