Talent InsightsLaunch GuideHow to successfully launch Talent Insights within your organization.

The way to a successful launch. This playbook will set your organization up for success as it rolls out Talent Insights.

1 Build awareness and support

2 Set your team up for success

3 Track and measure success

4 How we can work together

Build awarenessand support.

Let’s look at the three keys to building awareness and support:

Align on the business challenges you’re solving for.

Build and establish your Talent Insights program team.

Define successand createmilestones.

Build awareness and support

1. 2. 3.

Hiring strategy

Employer branding

Competitive intelligence

Geolocation decisions

Workforce planning

Improving recruiting strategy and setting expectations with hiring managers.

Identifying target audiences, informing campaigns, and allocating budgets.

Gaining insights about peer companies and industry leaders.

Understanding how talent markets and competition vary by region.

Crafting data-driven plans for talent acquisition, development, and retention.

Reasons to invest:

Align on the business challenges you’re solving for.

Build awareness and support

Step 1

Define why you invested in LinkedIn Talent Insights. This is the business challenge you’ll use Talent Insights to solve.

Executive sponsor

Program sponsor

Admin

Leadership

Champion users

Senior leadership committed to the success of the investment who can influence change across an organization.

Drives awareness, success, and scaling.

Responsible for activation and user support in partnership with your LinkedIn Customer Success team.

Influences business partners by driving talent strategy in addition to driving accountability on their own teams.

Scale up by adopting a “train the trainer” approach that lets peers support each other.

Roles to identify:

Build awareness and support

Build and establish your Talent Insights program team.

Step 2

Share KPIs

Track in a centralized place

Gather and share progress and success

Create a steering committee/champion

Decide who is accountable for tracking.

Can be quantitative or qualitative. Examples: gaining a seat at a decision-making table or influencing a business decision.

Responsible for meetings, leading calls, and sharing success.

Identify your key performance indicators (KPIs) and communicatethem to your team.

Build awareness and support

Define success and create milestones.

Step 3

Part of our induction training is focused on the usage of LinkedIn to make sure all employees can build their brand and contribute.”

Clinton HolmesDirectorBlackbook Executive

“

Set your teamup for success.

Let’s look at the three keys to set your team up for success:

Educate your internal organization.

Communicate acrossyour organization.

Activate your licenses.

1. 2. 3.

Set your team up for success

Educate HR and recruitment leaders.

Use 1:1s to drive adoption and engagement

Elevate in team meetings

Celebrate success

Lead with insights aligned to recruiting priorities. Example: “Sourcing JavaScript engineers? Here’s what we can learn about the market to influence new sourcing approaches.”

Recruiting managers should share success stories and how insights have influenced conversations with business partners.

Schedule one-on-one meetings with HR and recruitment leaders to discuss how LinkedIn Talent Insights can benefit them and your company.

Some ways to educate:

Set your team up for success

Educate yourinternal organization.

Step 1

Make sure business leaders can speak to the “why” and value of LinkedIn Talent Insights.

• Become a subject matter expert.

• Communicate up to leadership on adoption challenges.

• Communicate best practices and product enhancements.

• Share success with peers.

Set your team up for success

• Managing your license activation plan.

• Reporting through the admin dashboard.

• Communicating back to leadership on adoption and engagement success.

• Sharing challenges and roadblocks.

Champions should:

Create and connect admins.Create and educate champion groups.

Admins are responsible for:

• Speaks to the value of LinkedIn Talent Insights

• Includes asks of stakeholders and users

• Shares goals and KPIs

• Defines how you will track success

• Has an education plan for all groups

Set your team up for success

Build early momentum with a communication plan that:

Communicate acrossyour organization.

Step 2

Meet as a leadership team

Define KPIs, goals, milestones, and how you track success.

Communicate to business leaders

Give them the plan and goals you developed with your leadership team.

Communicate tochampion groups

Share the leadership plan as well as a product education plan. Educate them about their own unique roles.

Engage allend users

Show what’s in it for them, their responsibilities, and the measurements for success your leadership team developed.

1 2 3 4

Set your team up for success

Communication plan timeline:

• Include a welcome email to all users explaining the “why.”

• Outline core responsibilities, including best practices forsharing to peers.

• Drive accountability for individual success tracking.

• Allocate licenses from admin dashboard.

• Share self-paced education paths.

Set your team up for success

How to distribute licenses.

Activate your licenses.Step 3

Identify your users. Make sure they know how their access to LinkedIn Talent Insights aligns with core business priorities. Use a “what’s in it for you” approach in messaging to drive engagement.

Option 1Launch in phases

Small group = higher impact

Working with a smaller group will help us all give deeper attention to early-access users and help them use insights in impactful ways.

Lead with wins

Leverage early-access wins to roll out to the remaining organization with relatable stories and tangible examples.

Longer duration

Repeated training, longer ramp time, and a section of users have to wait for access.

Equal access to opportunity

All users get access for the full contract term.

Scaled resources and training

One-to-many training that canfeel irrelevant to certain sectionsof the audience.

Lower adoption expected

Less skin in the game from users unless part of performance reviews.

Launch to a small group of power users and/or leadership, who can serve as resources to the broader group as part of the full rollout.

Launch to all available license holders at once.

Option 2Launch all at once

Set your team up for success

Phased activation.For larger programs, consider a phased approach for activation. Consult your LinkedIn partner on the best option for your organization.

We started with a small pilot group enabling us to collect early stories [and] raise adoption. These individuals also became local champions, where a ‘train the trainer’ approach has enabled us to scale to hundreds of users around the world.”

Nick BrooksSenior Program ManagerMicrosoft

“

Track and measure success.

Let’s look at the three keys to maintaining momentum:

Track productadoption.

MeasureROI.

Long-termmanagement.

1. 2. 3.

Track and measure success

Uncover new champions

Highlight barriers to use

Share success, engagement, and growth

Engage power users to amplify their success and drivegreater adoption.

Discover why some people aren’t using LinkedIn Talent Insightsand what can be done to support them.

Share regularly with your leadership and recognize power users.

Admin reporting is key to:

Track and measure success

Track product adoption.Step 1

Measure usage and adoption and make sure to get feedback from users about how LinkedIn Talent Insights is impacting their efforts. Compare these results to the standards for success you previously established.

• Success story surveys

• Centralized success tracking

• User interviews

• Organizationwide communication

Review your measurements and include them in internal business reviews.

Ways to measure ROI:

Track and measure success

Measure ROI.Step 2

Organizations that track and measure success see deeper adoption. So make sure to establish a process of tracking success, and gather stories from users to find out if they are seeing value.

• Sharing success with executive leadership

• Reassigning licenses when use case shifts

• Leveraging community platforms to scale announcements,best practices, and readiness materials

Track and measure success

Long-term management.Step 3

Continue to evaluate success and impact. Your continued engagement will maintain momentum throughout the program and make sure that new processes and workflows are used long-term.

You can do this by:

How we can work together.

Roles and responsibilities.

Here are the things you are responsible for:

Here’s what we are responsible for:

• Executive sponsorship

• Centralized programmanagement

• Internal communication

• Defining training requirements

• Milestone tracking

• Success planning

• Self-paced learning

• Communication templates

• Quarterly business reviews

• Best practices

Communicate and understand theroles and responsibilities of yourcompany and LinkedIn.

Accountability.

Executive sponsor Program lead Internal champions End users

• Set the vision and purpose for the program and communicate to the team.

• Ensure operational execution rolling out LinkedIn Talent Insights.

• Report back to executive sponsor on milestones and impact.

• Communicate best practices and emphasize wins regularly in team meetings.

• Can ultimately drive education and awareness among user groups.

• Day-to-day usage.

• Sharing success and impact.

Make sure your team understands why their role is critical.

Data-driven people strategies start here.Talent Insights + Recruiter

Thank you.