data driven recruiting

1

Driving Improvements in your Recruiting Approach through Data

Brendan BrowneDirector, Global Talent Acquisition, LinkedInTravis BurgeRecruitment Product Consultant APAC, LinkedIn

TALENT CONNECT 2012 2

To get us underway….

What we will cover today….

Slot Recruitment Vs Strategic Staffing

Introduce a Framework for Strategic Staffing

Case study on how LinkedIn have used data Insights to manage risk for our critical roles

Q & A

TALENT CONNECT 2012

What is the purpose of a T Intersection sign?

To process information and make decisions, take action for next direction


“Strategic Sourcing” Vs “Slot Based” Recruitment

TALENT CONNECT 2012

Corporate & Business StrategyStrategic Plan

1

Workforce Supply Forecast

Scenario Planning

Workforce Demand Forecast

Workforce GapWorkforce Plan2

Critical Role 2

Critical Role 1

Critical Role 3

Critical Role 4

Critical Role 5

Talent Pipeline

3

Short listing

Applicant

Applicant

Successful Hire

Recruitment Process

Silver Medalists

4

TALENT CONNECT 2012

Top Tips?

1. Engage Executive Buy-In

2. Workforce Planning is not about exact numbers

3. Use Multiple Scenarios

4. Focus on Business Critical Roles

5. Market Map External Labour Supply for Critical roles

6. Get the Line Area to own their Workforce Plan


New Markets for Talent: Where, Why, How…

Where we should open up a new engineering office?


Assumptions

Needs to be a healthy supply of talent in region

Want to be in a major metro area with eye on NYC or Seattle

Need a more junior mix of talent based on relo of internal senior leaders and managers to new metro area

Need existing relationships with talent pool

Looking for C#, SQL, Java


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


The Where:Big Markets vs. Hidden Gems

(based on LinkedIn recruiter contact Feb-Aug 2012)


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%

Supply Demand

.


Seattle

New York

(word size represents skill frequency)

The Where & Why: Skill Mix by City


The Where & WhySeattle has more entry-level engineers NY has more senior and manager-level talent

Manager and Above

9.6%

Manager and Above

6.9%


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

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

TALENT CONNECT 2012

“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

TALENT CONNECT 2012

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


Now What?

TALENT CONNECT 2012

TALENT CONNECT 2012

LinkedIn: Data Center

Operations Manager

Using data to set expectations…

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

TALENT CONNECT 2012

Search Results

Initial Search = 7

Remove Recommendation = 19

Remove Years in Position = 71

Remove Company Type = 82

Remove Company Size = 126

TALENT CONNECT 2012

Forget number of candidates…HOW MANY ARE IDLE?

How quickly are hiring managers giving profile/resume feedback?

How quickly can we schedule technical phone screens?

Where are the constraints and why are they happening?

Measuring throughput


Recommendation: Seattle

Talent Supply is high

Mix of skills is right

Experience level of talent is right

Connectedness is high

Same time zone helps in management and collaboration

Have internal leaders with deep professional ties to Seattle


Top Tips

Data = Increase in Influence

Clarify what problem you are trying to solve

Understand supply/demand

Understand skill mix by region

Understand experience levels by region

Understand how you compete vs. competition in new markets

Connectedness matters

TALENT CONNECT 2012

Thank you!

Brendan BrowneDirector, Global Talent Acquisition, LinkedIn

Travis BurgeRecruitment Product Consultant APAC, LinkedIn

data driven recruiting

Documents