By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013

By the Numbers: Leveraging LinkedIn

Data to Become a Strategic Talent Advisor

Will Hamlin Insights Manager,

LinkedIn

Charlie Milne Head of Strategic

Sourcing, Westpac

James Raybould Director of Insights,

LinkedIn

Richard Hutchinson Sourcing Channel

Manager, Home Retail

Group

Talent acquisition leaders believe

their organization utilizes data well

to make hiring decisions

Prioritize engaged talent and

measure your talent brand

Partner with the business

Plan using talent

pool analysis

Use data to set expectations with hiring managers

If Westpac was hiring in the UK

Private Banker

London, United Kingdom More than 10 years

VP MBA

You can then map on the demand for talent

Recruiter can show

supply of talent

Dem

and

Supply

Leeds

London

Birming

-ham

Now we can look at

demand for talent

This helps identify

markets for talent

1. Java Development

2. Brand Strategy & Management

3. Corporate Finance

4. Ecology & Environmental Science

5. Renewable and Sustainable Energy

6. Corporate Law

7. Non-profit, Fundraising, and

Grantmaking

We are a big bank!

Profit per day

Market cap

Employees

Benefits of Diversity to innovation

Winning War for talent

Connecting with community

Innovation

Industries Cultures

Different fields

New Ideas

Diversity

36%

32%

29%

25%

21%

18%

16%

13%

0%

5%

10%

15%

20%

25%

30%

35%

40%

5 10 15 20 25 30 35 40

There are 3x more men than women in leadership roles Percentage of female leaders by years of experience in Australia

Years of experience

The fin svcs industry is particularly challenging

Male dominated Low penetration Moderate penetration

50k

20k

10k

5k

2k

1k

Me

mb

ers

in

le

ad

ers

hip

0% 5%

10% 15%

20% 25%

30% 35%

40%

Tech- Hardware

Aero & Auto

Oil & Energy

Telecom

Manufacturing

Tech -Software

Finance & Ins.

Architect & Eng.

Prof services

Media & Ent.

Retail/ Consumer

Gov/Ed /Non-p

Health & Pharm

% of female leaders

The improved data helps us understand the

opportunity to retain as well as attract

Female leaders – hires and departures

Hires

Departures

We looked at what women are looking for in the workplace

33%

32%

29%

33%

Cultural Fit

Relationships with colleagues

Flexible work arrangements

Company values employees contribution

Think about recruiting like sales & marketing

23

Data helps us position our message

Measure our outcomes & benchmark results against industry

% of women in leadership roles

40%

36% 35%

33%

30%

24%

Westpac Banking

Insurance Financial

Services

Management

Consulting

Investment

Banking

Based on the data, there are 3 steps:

Prioritize engaged talent and

measure your talent brand

Partner with the business

Plan using talent

pool analysis

Talent Brand reach How many professionals are familiar with you as an employer?

Viewing

employee profiles

Connecting with

your employees

Talent Brand engagement How many professionals are interested in you as an employer?

Engaging

with jobs

Following

your company

Researching

your company

The result is your Talent Brand Index

Talent Brand engagement

Talent Brand reach

=

Talent Brand Index

How attractive you are

to prospective candidates

Compare your Talent Brand Index against your peers

Weaker employer brand Employer of choice

19% 18%

16%

12%

10%

8% 8%

Home

Retail

Group

A B C D E F

of 7 companies

25,000,000,000 interactions between members and companies on LinkedIn

4

9

14

19

1

6

11

16

5

10

15

20

3

8

13

18

2

7

12

17

Prioritize engaged talent and

measure your talent brand

Partner with the business

Plan using talent

pool analysis