Moneyball for Recruitment

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Moneyball for Recruitment

Kevin Showkat Senior Insights Analyst, LinkedIn

Leveraging Data to Maximize Your Impact

Let’s get to know the attendees

Most Popular

Most Endorsed

Earliest Adopter

Most Connected

Dan Carney

Philip Bartfield

Jesse Marrus

Taj Haslani

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In Moneyball data transformed baseball

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In Moneyball data transformed baseball

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In Moneyball data transformed baseball

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It’s time for data to transform Recruitment

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We search for the right candidate but it

turns out another bigger firm caught the

fish faster.

“ “

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LinkedIn data continues to grow larger

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Starting with the profile

Broader

238M+ Members

Deeper Real-Time

Breakdown by geo, function, etc. Constantly updating

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Put in practice

Plan

Prioritize

Today let’s discuss using LinkedIn data for 3 Ps

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How to:

Plan

Prioritize

Put in practice

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Let’s use Morgan Stanley as an example

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Start by sizing up the talent pool to set expectations with clients

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Recruiter can measure the talent pool

14 4 talent pool

Greater New York City Area

J.P. Morgan

3 to 5 years

Master of Business Administration

VP

Investment Banker

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Recruiter can measure the talent pool

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Recruiter can measure the talent pool

16 4 talent pool

Greater New York City Area

Master of Business Administration

VP

Investment Banker

566

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Our strategic customers look at talent pool reports

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•  Recruiter can show supply of talent

DEM

AN

D

SUPPLY

Los Angeles

Chicago NYC

•  Now we can look at demand for talent

•  This helps identify markets for talent

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

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Excellent compensation & benefits Job security

Strong career path Strong employee development

Challenging work

High Importance

Low Importance

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You can now all measure this through Talent Pool reports

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1)  Healthcare providers

2)  Technical salespeople

3)  Software engineers

4)  Financial services

5)  Marketing – CPG

6)  Drilling & petroleum

7)  Procurement & supply

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You can find the Talent Pool reports at:

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lnkd.in/plan

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How can you use data to plan?

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Set expectations with clients 1

Act as an advisor to clients on hireability of certain markets

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How to

Plan

Prioritize

Put in practice

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

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Let’s look at JEG Search as an example

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

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6,576 Potential placements view JEG’s employee profiles yearly

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Your company page draws in talent

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1,083 Engaged Talent following JEG

We first assess two important elements of your talent brand: Reach and Engagement

Talent Brand Index can measure your talent brand What percent of people who know about you show an interest?

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We can compare your Talent Brand Index against your peers

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PEERS

A

B

C

D

E

F

62%  

26%  

15%   15%   13%   13%  

5%  

JEG

1 of 7

Weaker firm brand

Stronger firm brand

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Talent more difficult to engage

Talent easiest to engage

We can measure how your Talent Brand Index varies across the functions you’re placing…

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Engaging talent at all touchpoints can help “warm up” potential placements, according to an analysis of 2.6M InMails

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How can you use data to prioritize?

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Identify potential placements 1

Benchmark against peers 2

Diagnose strengths / weaknesses 3

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How to:

Plan

Prioritize

Put in practice

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Start using data & keep it simple

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What is the size of your talent pool?

How well are you engaging that talent?

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Should you create a new workflow?

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NO!

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Integrate and enhance your existing workflow

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Look at the data to:

1)  Plan based on the size of the talent pool

2)  Prioritize engaged talent

Ask for the data:

1)  How big is the talent pool?

2)  How many candidates are we engaging?

Recruiter

Client

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You should now know how to use data to:

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Put in practice

Plan

Prioritize

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