moneyball for talent acquisition: using data to up your recruiting game

Moneyball for Talent AcquisitionUsing LinkedIn Data to Inform Your Strategy

#intalent

Josh Coulson Insights, Talent Solutions @joshco

©2013 LinkedIn Corporation. All Rights Reserved.TALENT SOLUTIONS

In Moneyball data transformed baseball

2


In Moneyball data transformed baseball


of Australian Talent Acquisition leaders believe that their organisation utilises

data well when hiring

©2013 LinkedIn Corporation. All Rights Reserved.TALENT SOLUTIONS 6#InTalent

LinkedIn data can measure much better than beforeStarting with the profile

Broader

200M+ Members

Deeper Real-Time

Breakdown by geo, function, etc.

Constantly updating


Put in practice

Plan

Prioritise

Today let’s discuss using LinkedIn data for 3 Ps


How to:

Plan

Prioritise

Put in practice


Start by sizing up the talent pool to set expectations with hiring managers


Recruiter can measure the talent pool

11 talent pool


Our strategic customers look at talent pool reports

• Recruiter can show supply of talent

DE

MA

ND

SUPPLY

• Now we can look at demand for talent

• This helps identify markets for talent

Melbourne

SydneyPerth


We run surveys to identify what the talent pool is looking for so you can tailor messaging

Challenging work

Excellent compensation & benefits

High caliber people

Job security

Good work-life balance

Matters more Matters less


You can now measure all this through Talent Pool reports

1. Software engineers

2. Financial services

3. Mining and Energy

4. Students and Recent Graduates

5. Women in Leadership


You can find the Talent Pool reports at:

lnkd.in/plan

http://lnkd.in/plan


How can you use data to plan?

Set expectations with hiring managers

Identify markets for targeting talent

1

2


How to

Plan

Prioritise

Put in practice


Once you’ve identified the right people, are they interested in you?


Let’s look at Aurecon, a global engineering, management & specialist technical services firm


Your employees are engaging talent every day; mobilise them as brand ambassadors

130,104Potential candidates view Aurecon’s

employee profiles yearly


Your company page draws in talent

21,448 Engaged Talent

following Aurecon


But how do you pull together the pieces? First, look at brand reach and engagement

Talent Brand Reach

Talent

Talent that’s familiar with you as an employer

Talent Brand EngagementTalent 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

263,229members

members

64,513


But how do you pull together the pieces? First, look at brand reach and engagement

22

Talent Brand Reach

Talent

Talent Brand Engagement

263,229members

members

64,513

Talent Brand Index

=Talent Brand Engagement

Talent Brand Reach

Aurecon

25%


We can compare your Talent Brand Index against your peers

PEERS

GHD

Hyder Consulting

Mott MacDonald

Parsons Brinckerhoff

Sinclair Knight Merz

Arup

25%

14%12%

11% 11%

8%7%

Aurecon

1 of 7

Weaker employer brand

Employer of choice


Talent more

difficult to engageTalent easiest to engage

We can measure your Talent Brand Index across the geographies you’re hiring…

South Africa India USA Australia New Zealand UK

37%

34%

20% 19% 19%

8%


We can track how your Talent Brand Index progresses over time

Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-1310%

13%

16%

19%

22%

25%

28%


How can you use data to prioritise?

Identify engaged candidates

Benchmark against peers

Diagnose strengths / weaknesses

1

2

3


How to:

Plan

Prioritise

Put in practice

27


Start using data & keep it simple

28

What is the size of your talent pool?

How well are you engaging that talent?


Integrate and enhance your existing workflow

29

Look at the data to:

1) Plan based on the size of the talent pool

2) Prioritise engaged talent

Ask for the data:

1) How big is the talent pool?

2) How many candidates are we engaging?

Recruiter TA Leader


How can you best operationalise talent analytics?

30

Start using data & keep it simple

Integrate and enhance your workflow

Create the right team structure

Team TA

SourcingOps &

Analytics

Coordination

1

2

3


Put in practice

Plan

Prioritise

You should now know how to use data to:

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Overview of Analytics Available to You

Job Analytics: Understanding who’s viewed your job

Talent Pools: Identifying your target

InMail Analytics: Understanding your communications with potential hires

Recruiter Usage: Understanding your team’s activity

Pipeline Analytics: Understanding where to allocate your resources

moneyball for talent acquisition: using data to up your recruiting game

Technology

linkedin data

talent pool11 talent

talent solutions

engaging talent

talent pool reports1

moneyball data

brand ambassadors130

set expectations