Post on 14-Jun-2015
description
LinkedIn on LinkedIn October 2014 Brendan Browne
Recruiting has changed
VS
Our Opportunity
The recruiting organization who figures out how to extract the value of the web’s people data and how to build a recruiting team model that operationalizes
at scale, will define the future of talent acquisition!
Let’s do this together…
Data Center Operations Manager Use data to set expectations with hiring managers
Keywords
Location
Industry
Seniority
Interested In
Company Size
Company Type
Years of Experience
Years in Position
"Data Center" OR "Datacenter"
Within 50 Miles
Internet
Manager
Potential Employees
501-1,000 OR 1,001-5,000 OR 5,001-10,000, OR 10,000+
Public Company
6 to 10 years OR More than 10 years
3-5 years OR 6-10 years
Language English
Recommendations 3-4 OR 5-10 OR 11-20 OR >20
Initial Search
7
Remove Recommendation
19
Remove years in position
71
Remove company type
82
Remove company size
126
Shared accountability and change in perception
We made progress… But it wasn’t scalable
Up Your Data Game
Over 475,000 Software Engineers on LinkedIn in the US The Where
Big Markets vs. Hidden Gems The Where
(based on LinkedIn recruiter contact Feb-Aug 2012)
New York provides a 33% larger supply of talent than Seattle, and has less overall demand for talent
The Where & Some Why
Region / Metro Area # SW Engineers # SW Eng
Jobs posted (Q2 2012)
Jobs Posted (% of total pool)
% w job change (past 12 months)
SF Bay Area 65,000 24,500 37.7% 19% NYC 36,100 5,200 14.4% 13% Boston 28,900 5,600 19.5% 15% Seattle 26,900 20,200* 75.1% 17% Washington DC 20,100 4,200 21.0% 12% Chicago 17,300 2,100 12.4% 13%
Supply Demand
Seattle
New York
Skill Mix by City The Where & Why
(word size represents skill frequency)
Seattle has more entry-level engineers NY has more senior and manager-level talent
The Where & Why
Manager and Above
9.6% Manager and Above
6.9%
ABC Co is more connected in Seattle with 618 employees connected to 2,255 engineers in Seattle
The Why
Company # Connected in pool
% Connected in pool
# Connected at company
Company 1 9,721 27% 22,280
Company 2 8,666 24% 8,620
Company 3 7,500 21% 7,583
Company 4 7,435 21% 11,844
Company 5 7,026 19% 8,974
Company 6 6,381 18% 5,583
Company 7 6,299 17% 5,241
Company 8 6,230 17% 5,103
ABC Co 1,106 3% 597
Company # Connected in pool
% Connected in pool
# Connected at company
Company 1 20,335 76% 43,248
Company 2 15,573 58% 10,340
Company 3 11,675 43% 8,965
Company 4 6,474 24% 1,754
Company 5 6,311 23% 11,418
Company 6 5,523 21% 6,745
Company 7 5,183 19% 6,680
Company 8 5,097 19% 7,959
ABC Co 2,255 8% 618
New York Seattle
“Connectedness” Matters…
21% 12% 10%
more likely to be knowledgeable of employers
more likely to have a positive impression
of employers
more likely to consider a job with employers
Talent Flows: Are we winning and losing talent? The Why
Did you get it?
The Where
Skills & Seniority
Connectedness Matters
Win-Loss Rate
Up Your Data Game
Now you’re the influencer
We made more progress But still it’s not scalable
Total Addressable Market aka TAM
Revenue Opportunity
Temperature Who is likely to buy?
Low"
High"
High"
Tele-Sales
“Red Carpet” Nurture
Build Awareness
We’ve been busy over the last year!
—Operationalizing the TAM
We Segmented and Prioritized 2,000 Systems Infrastructure Engineers
Quality Who has expertise in skills we need?
Temperature Which prospects are most likely engage?
Low"
High"
High"
1:Many 35
1:1 approach 699
1:Many 1207
1:Many 59
Hyper personalized – relationships, insights 1:1: Red Carpet Highest Priority
NEVER COLD CONTACT ANYONE
EVER!!…OR YOU FAIL THE IQ TEST!
1:Many = Content Strategy
So what were the results?
Engineering Pilot Results
Most successful recruiter in
Systems Infra Engineering
85% response rate via warm intros
Enable Eng Recruiting team to set a company
record in quarterly hiring results
50 Top Sales Execs in
Nuture Stage
Sales Pilot Results
…Executive Talent Review
Do You Prioritize?
Reactive Recruiting Model
Keyword Searching Jockey
Prioritize the Top of List
Cold Outreach
See Activity Market Intel Dispersed
Planful and Prioritized Co-signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity
Market Intel Mastered
Truly Influence Strategy
Ensure that Talent Acquisition is not a gate to meeting objectives for Engineering !
& Sales over 5 year horizon!!
Project Catapult Objective
Faster Path to Growth
Supply
Demand
Capacity
TA Efficiency Accelerators
Project Catapult
Identify business implications
Supply ID total TAM for All Roles globally
1
Demand 5 year estimated workforce plan
2
Capacity Estimate TA capacity required
3
Efficiency accelerators
4
“TAM” for Every Job “Track” & Level
Quality Who has expertise in skills we need?
Temperature Which prospects are most likely engage?
Low"
High"
High"
1Many
1:1 approach 1:Many
1:Many
TA Accelerators
Current path
Increase social
recruiting
Use the “TAM”
Approach
Operational efficiency
Change Org Design of BUs
Target New geographies
Increase campus hiring
Increase Social
Recruiting
Increase Campus Hiring
Manager Impact & Org Design?
L&D Impact?
Revenue Tradeoffs to Hire Faster
Product Roadmap Impact
Executive Commitment
So what?
Do you know how you
impact your company
and the talent strategy?
Conversation
Quality Elevates
Recognize the world of talent has changed
We solve business problems!!!
Data & Knowledge are free
Tools & processes are different
Shift in mindset must happen
We are business people first
Never Show Up Without Data
It is not about you or the TA team
It is about everyone outside TA
Mediocrity in Talent Acquisition can not hide
Don’t do it alone!!
Evolve & Transform!!
Or Be Obsolete!!
This is OUR call to LEADERSHIP