Downloaded 40 times
Uploaded byWill Hamlin
Moneyball for Talent Acquisition
The document discusses how talent acquisition professionals can use LinkedIn data to better plan for, prioritize, and operationalize their talent strategies. It provides examples of how companies can analyze the size and makeup of talent pools, measure the reach and engagement of their employer brands, and verify candidates' skills claims. The document advocates integrating these data-driven insights into existing talent acquisition workflows to help optimize resources and identify strengths and weaknesses.
![Talentbrand generic-final-10-8-12-121010150149-phpapp01[2]](https://cdn.slidesharecdn.com/ss_thumbnails/talentbrand-generic-final-10-8-12-121010150149-phpapp012-121012040756-phpapp02-thumbnail.jpg?width=640&height=640&fit=bounds)
![Sra Dn Presentation [Compatibility Mode]](https://cdn.slidesharecdn.com/ss_thumbnails/sradnpresentationcompatibilitymode-124104087988-phpapp02-thumbnail.jpg?width=640&height=640&fit=bounds)
Moneyball for Talent Acquisition
- 1. Moneyball for TalentAcquisition: Using LinkedIn Data to Inform Your Strategy James Raybould Director of Insights, LinkedIn, @londonjames Will Hamlin Insights, LinkedIn, @Will_Hamlin
- 2. In Moneyball datatransformed baseball TALENT CONNECT 2012 2
- 3. In Moneyball datatransformed baseball TALENT CONNECT 2012 3
- 4. In Moneyball datatransformed baseball It’s time for data to transform Talent Acquisition TALENT CONNECT 2012 4
- 5. If you can’tmeasure it, you can’t manage it 5
- 6. However, TA isnot yet great at measuring it 27% Talent Acquisition leaders believe that their organization utilizes data well when hiring TALENT CONNECT 2012 6
- 7. LinkedIn data canmeasure much better than before, starting with the profile Broader Deeper In Real-Time • 175M+ • Breakdown by • Constantly members geo, function, etc. updating TALENT CONNECT 2012 7
- 8. Today let’s discussusing LinkedIn data for 3 Ps: Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 8
- 9. How to: Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 9
- 10. Let’s use Caesar’sas an example TALENT CONNECT 2012 10
- 11. Start by sizingup the talent pool to set expectations with hiring managers TALENT CONNECT 2012 11
- 12. Recruiter can measurethe talent pool Doctor 8,207 talent pool TALENT CONNECT 2012 12
- 13. Our strategic customerslook 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 TALENT CONNECT 2012 13
- 14. We run surveysto 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 TALENT CONNECT 2012 14
- 15. You can nowall 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 TALENT CONNECT 2012 15
- 16. You can findthe Talent Pool reports at: talent.linkedin.com/blog TALENT CONNECT 2012 16
- 17. Brendan Browne’s TalentTips 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 TALENT CONNECT 2012 17
- 18. How can youuse 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 TALENT CONNECT 2012 18
- 19. How to Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 19
- 20. Once you’ve identifiedthe right people, are they interested in you? TALENT CONNECT 2012 20
- 21. Your employees areengaging talent every day; mobilize them as brand ambassadors 114,183 Potential candidates view Caesars’ employee profiles yearly TALENT CONNECT 2012 21
- 22. Your company pagedraws in talent 11,416 Engaged Talent following your company TALENT CONNECT 2012 22
- 23. But how areyou 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 TALENT CONNECT 2012 23
- 24. You can discoverwhat talent is expressing interest in your company TALENT CONNECT 2012 24
- 25. We first assesstwo 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
- 26. We can nowpull this together as part of your Talent Brand Index Talent Brand Reach ??? YOUR members Talent Brand Index ?% Talent Brand Engagement = Talent Brand Reach Talent Brand Engagement ??? members Talent TALENT CONNECT 2012 26
- 27. Brendan Browne’s TalentTips 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 TALENT CONNECT 2012 27
- 28. How can youuse 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 TALENT CONNECT 2012 28
- 29. How to: Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 29
- 30. Start using data& keep it simple What is the size of your talent pool? How well are you engaging that talent? TALENT CONNECT 2012 30
- 31. Should you createa new workflow? NO! TALENT CONNECT 2012 31
- 32. Integrate and enhanceyour 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? TALENT CONNECT 2012 32
- 33. Brendan Browne’s TalentTips Team TA Ops & Sourcing Analytics Coordination We embedded ops & analytics into TA Measure, manage, iterate… Repeat TALENT CONNECT 2012 33
- 34. How can youbest 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 TALENT CONNECT 2012 34
- 35. You should nowknow how to use data to: Plan Talent Pool Talent Prioritize Brand Put-in-Practice TALENT CONNECT 2012 35
- 36. You can nowverify skills with endorsements TALENT CONNECT 2012 36
- 37. We can helpcompanies 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.? TALENT CONNECT 2012 37
- 38. Soon, we canhelp 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 TALENT CONNECT 2012 38
- 39. LinkedIn can helpyou measure & manage it 39
Editor's Notes
- #13 Simplify graphics
- #14 Simplify graphics
- #15 Simplify graphics
- #16 Simplify graphics
- #17 Simplify graphics
- #18 Simplify graphics
- #19 Talk to examples as a voice-over
- #22 Introduce a bit of background on Caesars“you are looking Chris up right now”
- #26 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
- #28 Simplify graphics
- #29 Talk to examples as a voice-over
- #31 Talk to examples as a voice-over
- #32 Talk to examples as a voice-over
- #33 Talk to examples as a voice-over
- #34 Add talking points about where the teams come from;
- #35 Talk to examples as a voice-over