This document discusses how companies can use LinkedIn data to inform their talent acquisition strategies. It provides examples of how companies can use LinkedIn data to: 1) Plan their talent acquisition strategy by analyzing the size and makeup of the talent pool in different markets. 2) Prioritize engaging candidates by measuring a company's talent brand reach and engagement on LinkedIn, benchmarking against peers. 3) Put analytics into practice by integrating talent data and metrics into existing talent workflows and processes through creating the right team structures.

1. Moneyball for Talent Acquisition
Using LinkedIn Data to Inform Your Strategy
Will Hamlin
Insights, LinkedIn
@Will_Hamlin
Josh Coulson
Insights, LinkedIn
@joshc0

2. In Moneyball data transformed baseball
2

3. In Moneyball data transformed baseball
3

4. In Moneyball data transformed baseball
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5. In Moneyball data transformed baseball
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It’s time for data to transform Talent Acquisition

6. 6

7. 7
of Talent Acquisition leaders believe
that their organisation utilises data
well when hiring

8. LinkedIn data can measure much better than before
Broader
200M+ Members
Deeper Real-Time
Breakdown by geo,
function, etc.
Constantly updating
Starting with the profile
8

9. Put in practice
Plan
Prioritise
Today let’s discuss using LinkedIn data for 3 Ps
9

10. How to:
Plan
Prioritise
Put in practice
10

11. Let’s use ANZ as an example
11

12. Start by sizing up the talent pool to set expectations with
hiring managers
12

13. 10,833507
13
3713
talent pool
Recruiter can measure the talent pool

14. 10,833507
14
3713
talent pool
Recruiter can measure the talent pool

15. Our strategic customers look at talent pool reports
• Recruiter can show
supply of talent
DEMAND
SUPPLY
• Now we can look at
demand for talent
• This helps identify
markets for talent
Melbourne
Sydney
Perth
15

16. 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
16

17. 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
17

18. You can find the Talent Pool reports at:
lnkd.in/plan
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19. How can you use data to plan?
Set expectations with
hiring managers
Identify markets for targeting
talent
1
2
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20. How to
Plan
Prioritise
Put in practice
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21. Once you’ve identified the right people,
are they interested in you?
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22. Let’s look at Aurecon, a global engineering, management &
specialist technical services firm
22

23. Your employees are engaging talent every day; mobilise
them as brand ambassadors
130,104
Potential candidates view Aurecon’s
employee profiles yearly
23

24. Your company page draws in talent
21,448
Engaged Talent
following Aurecon 24

25. 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 Engagement
Talent 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
25

26. But how do you pull together the pieces?
First, look at brand reach and engagement
Talent Brand Reach
Talent
Talent Brand Engagement
263,229members
members
64,513
Talent Brand Index
=
Talent Brand Engagement
Talent Brand Reach
Aurecon
25%
26

27. We can compare your Talent Brand Index
against your peers
PEERS
• Peer A
• Peer B
• Peer C
• Peer D
• Peer E
• Peer F
25%
14%
12%
11% 11%
8%
7%
Aurecon
1of 7
Weaker employer
brand
Employer of
choice
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28. Talent more
difficult to engage
Talent easiest to
engage
We can measure your Talent Brand Index
across geographies you’re hiring in…
37%
34%
20%
19% 19%
8%
South Africa India USA Australia New Zealand UK
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29. We can track how your Talent Brand Index
progresses over time
11.6%
12.1%
14.6%
17.5%
18.5%
19.5%
20.7%
22.4%
24.5%
Jul 12 Aug 12 Sep 12 Oct 12 Nov 12 Dec 12 Jan 13 Feb 13 Mar 13
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30. How can you use data to prioritise?
Identify engaged
candidates
Benchmark against peers
Diagnose strengths /
weaknesses
1
2
3
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31. How to:
Plan
Prioritise
Put in practice
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32. 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?

33. Should you create a new workflow?
33
NO!

34. 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) Prioritise engaged talent
Ask for the data:
1) How big is the talent
pool?
2) How many candidates
are we engaging?
Recruiter TA Leader

35. Talent Tips from LinkedIn
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Team TA
Sourcing Ops &
Analytics
Coordination
We embedded ops & analytics into TA
Measure, manage, iterate… Repeat

36. How can you best operationalise talent analytics?
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Start using data &
keep it simple
Integrate and enhance
your workflow
Create the right team
structure
Team TA
Sourcing
Ops &
Analytics
Coordination
1
2
3

37. Put in practice
Plan
Prioritise
You should now know how to use data to:
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38. You can now verify skills with endorsements
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39. We can help companies to understand where they are
skill leaders or skill trailers
Is that good?
• How does it compare to
our peers?
• How does it vary by
geo, function, etc.?
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