Transform Your Approach To Talent By Leveraging Transparency and Data | Talent Connect Sydney 2014

  Brendan Browne  Senior Director, Talent Acquisition

Inside the Pressure Cauldron:

Transform Your Approach to Talent by Leveraging Transparency and Data

#intalent

#intalent

#intalent

#intalent

Recruiting has changed

#intalent

The opportunity

The recruiting organization who figures out how to extract the value of the web’s

people data and how to build a recruiting team model that operationalizes at scale,

will define the future of talent acquisition

#intalent

#intalent

Silicon Valley

#intalent

#intalent

APAC

#intalent

Making a plan

#intalent

2010

I am going to nail this presentation…I am

going to revolutionize recruiting!

“I skate to where the puck is going to be, not where

it has been.”

The way we will change the game

Data driven predictive recruiting

#intalent

Enough vision,

we need

engineers!

#intalent

Making a plan (again)

#intalent

Don’t do it alone

#intalent

Employeevalue prop

Pay standards

Things we were missing

Cohesivestory

$

#intalent

Things we knew we really needed

Infrastructure Data

#intalent

Employmentpath

Story Culture & values

#intalent

Repeatableplatform

#intalent

Differentiating ourselves

#intalent

#intalent

day back

1

#intalent

Use data to build credibility

#intalent

#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

Initial search: 7

Remove recommendation: 19

Remove years in position: 71

Remove company type: 82

Remove company size: 126

Expectations are high and results fall short

#intalent

Shared accountabilityand change in perception

#intalent

We made progress

But it’s not a platform, nor scalable

#intalent

Up Your Data Game

©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME

The Where:28k software engineers in banking and financial services industries

in ANZ & India

30

©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME

The Where:Big Markets vs. Hidden Gems

31

Large High-Demand Markets

Hidden GemsSmall Markets

©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME

The Where & Some Why:Bangalore provides a 2x larger supply of talent than Sydney, but

job changes are less common

Region/Country# Technical

Sales

% w/ Job Change

(Past 12 Months)

# Following xyzCo

% Connected to xyzCo Employees

Bengaluru Area, India 3,780 3% 224 21%

Mumbai Area, India 3,143 4% 124 18%

Hyderabad Area, India 2,645 2% 72 15%

Sydney Area, Australia 1,868 11% 64 10%

New Delhi Area, India 1,844 4% 52 3%

Chennai Area, India 1,821 2% 48 7%

Pune Area, India 1,676 3% 36 14%

32

Supply Liquidity Connectedness

©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME

The Where & Some Why:Talent in Bangalore is more connected to your employees and your

talent brand

Region/Country# Technical

Sales

% w/ Job Change

(Past 12 Months)

# Following xyzCo

% Connected to xyzCo Employees

Bengaluru Area, India 3,780 3% 224 21%

Mumbai Area, India 3,143 4% 124 18%

Hyderabad Area, India 2,645 2% 72 15%

Sydney Area, Australia 1,868 11% 64 10%

New Delhi Area, India 1,844 4% 52 3%

Chennai Area, India 1,821 2% 48 7%

Pune Area, India 1,676 3% 36 14%

33

Supply Liquidity Connectedness

#intalent

Seattle

New York

*word size represents skill frequency

Where & Why

Skill Mix by City

#intalent

The Where & WhySeattle has more entry-level engineers NY has more senior and manager-level talent

Manager and Above

9.6%

Manager and Above

6.9%

#intalent36

The Why:ABC Co is more connected in Seattle with 618 employees connected to 2,255 engineers in Seattle

Company # Connected

in pool

% Connected

in pool

# Connected

at company

Company 1 9,721 27% 22,280

Company 2 8,666 24% 8,620

Company 3 7,500 21% 7,583

Company 4 7,435 21% 11,844

Company 5 7,026 19% 8,974

Company 6 6,381 18% 5,583

Company 7 6,299 17% 5,241

Company 8 6,230 17% 5,103

ABC Co 1,106 3% 597

Company # Connected

in pool

% Connected

in pool

# Connected

at company

Company 1 20,335 76% 43,248

Company 2 15,573 58% 10,340

Company 3 11,675 43% 8,965

Company 4 6,474 24% 1,754

Company 5 6,311 23% 11,418

Company 6 5,523 21% 6,745

Company 7 5,183 19% 6,680

Company 8 5,097 19% 7,959

ABC Co 2,255 8% 618

New York Seattle

#intalent

“Connectedness” matters

21% more likely to be knowledgeable of employers

12% more likely to have a positive impression of employers

10% more likely to consider a job with employers

#intalent

The Why:Talent Flows: Are we winning and losing talent?

#intalent

Up Your Data Game

#intalent

The Where+ Hidden Gems

Connectedness Matters

Skills & Seniority Win/Loss Rate

#intalent

Now you’re theinfluencer

#intalent

We made more progress

But still it’s not a platform

#intalent

Identifying candidates is not the challenge

#intalent

Operationalizing is the challenge

#intalent

#intalent

Remember, don’t do it alone

#intalent

In sales and marketing

QualityWho has expertise in skills we need?

Temperature Which prospects are most likely

engage?

Low

High

High

Tele-Sales

“Red Carpet”Nurture

Build Awareness

#intalent

2,000 Systems Infrastructure Engineers

QualityWho has expertise in skills we need?

Temperature Which prospects are most likely

engage?

Low

High

High

1:1 approach1:Many

6991207

1:Many

58

1:Many

34

#intalent

No one likes it cold

#intalent

No one likes it cold

Recruiter

#intalent

Now what?

#intalent

Reactive Recruiting Model

Keyword Searching Jockey

Prioritize the Top of List

Cold Outreach

See ActivityMarket Intel Dispersed

#intalent

Planful and Prioritized Co-signors

Search Once and Manage

Prioritize High Fit & Affinity

Tailored Outreach

See Activity

Market Intel Mastered

#intalent

Prioritize

#intalent

Measure, listen & adjust

#intalent

Falling in love with your brand

Hiringmanager

Candidatewith offer

Candidatewithout offer

2235 6

CSAT and NPS

#intalent

Falling in love with your brand

Hiringmanager

Candidatewith offer

Candidatewithout offer

100 4364

CSAT and NPS

#intalent

What it means for you

#intalent

Recognize the world of talent has changed

Knowledgeis free

Talent is mobile

Tools & processesare different

#intalent

Brands can no longerhide who they are

#intalent

Shift in mindset must happen

#intalent

Lead with data

Operationalizeand iterate Listen

Shift in mindset must happen

#intalent

Three To Dos

Don’t do it alone!

Test drive addressable market & segmentation on one of your critical Talent Pools

Assess whether you and your team are ready to transform

1

2

3

#intalent

lucky day!yourToday is

#intalent

opportunity!ourThis is

201520162017201820192020

202120222023