linkedin on linkedin: shaping the future of talent acquisition | talent connect vegas 2013
TRANSCRIPT
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition
Brendan Browne Director, Global Talent
Acquisition
Shannon Benjamin Director , Sales & International TA
#intalent
Data availability and transparency has changed everything We know more about talent & candidates than ever before No one has fully maximized the value of the data and created massive
recruiting leverage Low value order takers prevail Recruiting is not run like a business & getting a job in recruiting is ‘easy’
The World of Recruiting…Across Most Companies
#intalent
Data Driven Predictive Recruiting
-Predictive Research
-Org Mapping
-Recruitment
Insights
-Connection graph
-Othello
-ID Fast Risers
-Referral Engine
-Predictive candidate engagement plan created and executed
-Massive leverage realized
2010
#intalent
The Way We Will Change the Game
“I skate to where the puck is going to be, not where it has been.”
2010
#intalent
The Opportunity
The recruiting organization who figures out how to extract the value of the web’s people data and how to then build a recruiting team model to operationalize this @ scale
will define the future of talent acquisition.
#intalent
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
#intalent
Search Results
Initial Search = 7
Remove Recommendation = 19
Remove Years in Position = 71
Remove Company Type = 82
Remove Company Size = 126
#intalent
Addressable MarketThe size of the talent pool that has the capabilities & experiences to meet your business’s talent requirement.
#intalent
Addressable Market End-to-End Process
Identify characteristics of internal groups
Define characteristics of AM
BuildAM
Refine & reviewAM
Go orno go?
1-5 days for smaller markets, 1-2 weeks for larger markets
1-2 weeks
Segment & PrioritizeAM
1:1 approach
1:Many approach
Do nothing
#intalent
Data at Every Step: Start by taking stock of the talent already in your organization
iOS Development
Objective C
Node.js
Android SDK
Mobile UX
25
20
16
15
8
Internal Talent
#intalent
Data at Every Step: What are the characteristics of developers in the team today?
Software engineers
Experienced in MySQL, Hadoop, or NoSQL
Likely have worked at xyzCo, or Acme Software Corp
From CMU, Berkely, UIUC
Internal Talent
#intalent
Data at Every Step: Define and Refine Target with Leaders
Seniority
Function
Company
Occupation
Industry
GroupFederation
GroupMembership
Title
CompanySize
Connections
Geo
#intalent
In Sales and Marketing
Low
High
High
Tele-Sales
“Red Carpet”Nurture
Build Awareness
Size of PrizeHow Big?
Temperature How Likely?
#intalent
In Recruiting
QualityWho has
expertise we need?
Temperature Which prospects are most likely engage?
Low
High
High
Outreach
“Red Carpet”Nurture
Build Awareness
1:11: Many
1: Many 1: Many
#intalent
FocusedEngaged
80% follow up to 6 companies
61% will promote your
brand
71% are interested in
opportunities
Promoters
Followers are…
Leverage the Opportunity
1:Many – Next Priority
#intalent
Follower Ecosystem – Our Content Channel Add Warmth with Targeted Status Updates, Content Shares
#intalent
1:Many – Leveraging Media
Eric RobertsonProduct Manager at xyzCo
Picture Yourself at xyzCo
#intalent
Pilot: 2,000 Systems Infrastructure Engineers
QualityWho has expertise
we need?
Temperature Which prospects are most likely engage?
Low
High
High
Outreach
1:Many
“Red Carpet”
1:1
Nurture
1: Many
Build Awareness
1:Many
699
3458
1207
#intalent
Follower Trend
534,675Oct 1 2013: Total Followers
276,314,6571st Degree Connections of Total Followers
10x more likely to share content
#intalent
We’ll know we’ve operationalized when get to After…
Before After
Reactive Recruiting Model Planful and Prioritized Co-signors
Keyword Searching Jockey Search Once and Manage
Prioritize the Top of List Prioritize High Fit & Affinity
Cold Outreach Tailored Outreach
See Activity See Activity
Market Intel Dispersed Market Intel Mastered
#intalent
Shift in Mindset Must Happen
Use the Framework
Social Recruiting
Create Engagement
New Role: Talent Market Strategist
#intalent
Three To Dos:
Understand the world has changed
Test drive addressable market & segmentation on one of your critical Talent Pools
By Jan 1st walk into your exec’s office with aSegmented and Prioritized addressable market