Data-Driven Recruiting Basics | Webcast

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Information about Data-Driven Recruiting Basics | Webcast
Business

Published on July 24, 2014

Author: linkedin-talent-solutions

Source: slideshare.net

Description

Brendan Browne, Senior Director of Global Talent Acquisition at LinkedIn, walks you through LinkedIn’s secrets too using data for recruiting.

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Brendan Browne Senior Director, Talent Acquisition LinkedIn Data-Driven Recruiting

#intalent

#intalent

#intalent Recruiting has changed

#intalent The War for Talent is on: Silicon Valley

#intalent 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

#intalent Lead with data Operationalize Listen & Adjust 1 2 3

#intalent 1. Lead with data

#intalent

#intalent

#intalent Use data to set expectations with hiring managers 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

#intalent Initial search: 7 Remove recommendation: 19 Remove years in position: 71 Remove company type: 82 Remove company size: 126 Expectations are high and results fall short

#intalent

#intalent

#intalent

#intalent The Where: Over 475,000 Software Engineers on LinkedIn in the US 16

#intalent The Where: Big Markets vs. Hidden Gems 17(based on LinkedIn recruiter contact Feb-Aug 2012)

#intalent The Where & Some Why: New York provides a 33% larger supply of talent than Seattle, and has less overall demand for talent 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% 18 Supply Demand .

#intalent Seattle New York 19(word size represents skill frequency) The Where & Why: Skill Mix by City

#intalent The Where & Why Seattle has more entry-level engineers NY has more senior and manager-level talent 20 Manager and Above 9.6% Manager and Above 6.9%

#intalent The Why: ABC Co is more connected in Seattle with 618 employees connected to 2,255 engineers in Seattle 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 21 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

#intalent “Connectedness” Matters… 21% more likely to be knowledgeable of employers 12% more likely to have a positive impression of employers 10% more likely to consider a job with employers

#intalent The Why: Talent Flows: Are we winning and losing talent?

#intalent The Where City, Skills, & Seniority Connectedness Matters Win-Loss Rate

#intalent

#intalent

#intalent

#intalent

#intalent

#intalent 2. Operationalize

#intalent

#intalent We Segmented and Prioritized Candidates: Total Addressable Market Framework Quality Who has expertise in skills we need? Temperature Which prospects are most likely engage? Low High High Tele- Sales “Red Carpet”Nurture Build Awareness

#intalent 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 1:1 approach1:Many 6991207 1:Many 59 1:Many 35

#intalent 1:1: Red Carpet – Highest Priority Hyper personalized – relationships, insights

#intalent Make sure you and your team know how to target

#intalent No one likes it cold Recruiter

#intalent NEVER COLD CONTACT ANYONE… EVER AGAIN

#intalent OR YOU FAIL THE RECRUITER IQ TEST!!!

#intalent 1:Many – Leveraging Media Eric Robertson Product Manager at xyzCo Picture Yourself at xyzCo

#intalent Follower Ecosystem – Our Content Channel Add Warmth with Targeted Status Updates, Content Shares

#intalent Follower Trend 534,675 Oct 1: Total Followers 276,314,657 1st Degree Connections of Total Followers 10x more likely to share content

#intalent

#intalent

#intalent Reactive Recruiting Model Keyword Searching Jockey Prioritize the Top of List Cold Outreach See Activity Market Intel Dispersed

#intalent Planful and Prioritized Co- signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered

#intalent

#intalent 3. Listen & adjust

#intalent Make candidates fall in love with your brand Hiring manager Candidate with offer Candidate without offer 2235 6 CSAT and NPS

#intalent Make candidates fall in love with your brand Hiring manager Candidate with offer Candidate without offer CSAT and NPS

#intalent What this means for you

#intalent Recognize the world of talent has changed Data & Knowledge are free Talent is mobile Tools & processes are different

#intalent

#intalent

#intalent

#intalent

#intalent

#intalent

#intalent Lead with data Operationalize Listen & Adjust 1 2 3

#intalent Now try it yourself: 3 To Do’s Lead with data: Identify where and whom to recruit using data …start simple! Due Date: August 15th Operationalize: Segment and prioritize one of your critical Talent Pools & share it with one of your Execs. Due Date: August 30th Listen & Adjust: Survey to understand what candidates think about your company…use NPS! Due Date: September 30th

2015

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