Moneyball For Talent Acquisition - Atlanta 08.06.13. -
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Transcript of Moneyball For Talent Acquisition - Atlanta 08.06.13. -
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Moneyball for Talent Acquisition
Kyle PollLinkedIn Evangelist
Data Geek
@KylePoll
Using LinkedIn Data to Inform Your Strategy
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Disclosure Statement
LinkedIn Talent Connect 2013October 15-17, 2013
The MGM Grand, Las Vegashttp://talentconnect.linkedin.com/
Atlanta’s Most Amazing Profiles
Most Popular
Most Endorsed
Earliest Adopter
Most Connected
MikkiHubbard
AlexPutman
SherryTopper
KellyPiccininni
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In Moneyball data transformed baseball
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In Moneyball data transformed baseball
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In Moneyball data transformed baseballIt’s time for data to transform Talent Acquisition
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Of Talent Acquisition leaders believe that their organization utilizes data well when hiring
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LinkedIn data can measure much better than beforeStarting with the profile
Broader
238M+ Members
Deeper Real-Time
Breakdown by geo, function, etc.
Constantly updating
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Put in practice
Plan
Prioritize
Today let’s discuss using LinkedIn data for 3 Ps
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How to:
Plan
Prioritize
Put in practice
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Let’s use Cardlytics as an example
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Start by sizing up the talent pool to set expectations with hiring managers
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Recruiter can measure the talent pool
8 talent pool
Greater Atlanta Area
SPSU Grad
3 to 5 years
VP
Software Engineer
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Recruiter can measure the talent pool
8 talent pool
Greater Atlanta Area
SPSU Grad
3 to 5 years
VP
Software Engineer
or Director
1496021,706
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Our strategic customers look at talent pool reports
• Recruiter can show supply of talent
DE
MA
ND
SUPPLY
Atlanta
• Now we can look at demand for talent
• This helps identify markets for talent
San Fran
Boston
NYC
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We run surveys to identify what the talent pool is looking for so you could tailor messaging
Work Life Balance
Job security
High Caliber People
Strong employee development
Challenging work
High Importance Low Importance
Compensation & Benefits
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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
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How can you use data to plan?
Set expectations with hiring managers
1
Identify markets for targeting talent
2
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How to
Plan
Prioritize
Put in practice
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Once you’ve identified the right people, are they interested in you?
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Let’s look at Manhattan Associates as an example
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2,635Employees on LinkedIn
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Your employees are engaging talent every day; mobilize them as brand ambassadors
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10,918Potential candidates view Manhattan Associates’ employee profiles monthly
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Your company page draws in talent
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13,011Engaged ProfessionalsFollowing Manhattan
Associates
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We first assess two important elements of your talent brand: Reach and Engagement
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
364,376members
members
85,548
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Talent
Talent Brand Index can measure your talent brand What percent of people who know about you show an interest?
Talent Brand Index=
Talent Brand Engagement
Talent Brand Reach
Manhattan Associates
23%
Talent Brand Reach
Talent Brand Engagement
364,376members
members
85,548
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We can compare your Talent Brand Index against your peers
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PEERS
A
B
C
D
E
F
26%23%
17%15%
13%
8% 8%
Manhatt. Assoc.
2 of 7
Weaker employer brand
Employer of choice
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Talent more
difficult to engageTalent easiest to engage
We can measure your Talent Brand Index varies across the functions you’re hiring…
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Prod Mgmt Finance Consulting IT HR Sales
29%27%
25% 24%
20% 19%
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We can track how your Talent Brand Index progresses over time
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Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-1310%
13%
16%
19%
22%
25%
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How can you use data to prioritize?
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Identify engaged candidates
1
Benchmark against peers2
Diagnose strengths / weaknesses
3
13,011Engaged TalentFollowing NB
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How to:
Plan
Prioritize
Put in practice
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Start using data & keep it simple
What is the size of your talent pool?
How well are you engaging that talent?
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Should you create a new workflow?
NO!
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Integrate and enhance your existing workflow
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
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Talent Tips from LinkedIn
Team TA
Sourcing Ops & Analytics
Coordination
We embedded ops & analytics into TA
Measure, manage, iterate… Repeat
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How can you best operationalize talent analytics?
Start using data & keep it simple
1
Integrate and enhance your workflow
2
Create the right team structure
3Team TA
SourcingOps &
Analytics
Coordination
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Put in practice
Plan
Prioritize
You should now know how to use data to:
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You can now verify skills with endorsements
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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.?
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talent.linkedin.com