The document discusses how talent acquisition professionals can use LinkedIn data to better plan for, prioritize, and operationalize their talent strategies. It provides examples of how companies can analyze the size and makeup of talent pools, measure the reach and engagement of their employer brands, and verify candidates' skills claims. The document advocates integrating these data-driven insights into existing talent acquisition workflows to help optimize resources and identify strengths and weaknesses.
THE SKILLS CURRENCY: UNLOCKING INTERNAL MOBILITY WITH REAL SKILLS DATA
Moneyball for Talent Acquisition
1. Moneyball for Talent Acquisition:
Using LinkedIn Data to Inform Your Strategy
James Raybould
Director of Insights, LinkedIn, @londonjames
Will Hamlin
Insights, LinkedIn, @Will_Hamlin
6. However, TA is not yet great at measuring it
27%
Talent Acquisition leaders
believe that their organization
utilizes data well when hiring
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7. LinkedIn data can measure much better than
before, starting with the profile
Broader Deeper In Real-Time
• 175M+ • Breakdown by • Constantly
members geo, function, etc. updating
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8. Today let’s discuss using LinkedIn data for 3 Ps:
Plan Talent Pool
Talent
Prioritize Brand
Put-in-Practice
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9. How to:
Plan Talent Pool
Talent
Prioritize Brand
Put-in-Practice
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11. Start by sizing up the talent pool to set
expectations with hiring managers
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12. Recruiter can measure the talent pool
Doctor
8,207 talent pool TALENT CONNECT 2012 12
13. Our strategic customers look at talent pool reports
• Recruiter can show
supply of talent
NYC
DEMAND
• Now we can look at Vegas
demand for talent
Denver
• This helps identify
markets for talent
SUPPLY
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14. We run surveys to identify what the talent pool is
looking for so you could tailor messaging
Matter most Matter least
Excellent compensation & benefits
Feel more self-confident
Job security
Good relationship with colleagues
Good work-life-balance
Opportunity to apply
what was learned at school
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15. You can now all measure this through Talent
Pool reports
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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16. You can find the Talent Pool reports at:
talent.linkedin.com/blog
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17. Brendan Browne’s Talent Tips
I use talent pools to figure out
how to deploy my recruiters…
We spread out the “purple
squirrels” by giving recruiters fewer
reqs for hard-to-find positions
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18. How can you use data to plan?
Set expectations with
1
hiring managers
Identify markets for NYC
DEMAND
Vegas
2
targeting talent Denver
SUPPLY
Allocate recruiters' time
3
most effectively
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19. How to
Plan Talent Pool
Talent
Prioritize Brand
Put-in-Practice
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20. Once you’ve identified the right people,
are they interested in you?
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21. Your employees are engaging talent every day;
mobilize them as brand ambassadors
114,183
Potential candidates view Caesars’
employee profiles yearly
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22. Your company page draws in talent
11,416
Engaged Talent
following your company
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23. But how are you engaging talent vs. your peers?
Followers (K)
12 11.4K
10
8
6
4.1K
4 3.6K
2.5K
2.4K
2
0
Caesars MGM Grand Venetian Cosmopolitan Wynn
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24. You can discover what talent is expressing
interest in your company
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26. We can now pull this together as part of your
Talent Brand Index
Talent Brand Reach
??? YOUR
members
Talent Brand Index ?%
Talent Brand Engagement
=
Talent Brand Reach
Talent Brand Engagement
???
members
Talent
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27. Brendan Browne’s Talent Tips
I look at the Talent Brand Index to
identify strengths and weaknesses
We’ve noticed that we do better among
operations and worse among HR
TALENT CONNECT 2012 27
28. How can you use data to prioritize?
Measure the reach of
1
your employees
Identify engaged 11,416
2 Interested Talent
candidates following your company
Diagnose strengths /
3
weaknesses
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29. How to:
Plan Talent Pool
Talent
Prioritize Brand
Put-in-Practice
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30. Start using data & keep it simple
What is the size of your talent pool?
How well are you engaging that talent?
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32. Integrate and enhance your existing workflow
Recruiter TA Leader
Look at the data to: Ask for the data:
1) Plan based on the 1) How big is the talent
size of the talent pool pool?
2) Prioritize engaged 2) How many candidates
talent are we engaging?
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33. Brendan Browne’s Talent Tips
Team TA
Ops &
Sourcing Analytics
Coordination
We embedded ops & analytics into TA
Measure, manage, iterate… Repeat
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34. How can you best operationalize talent analytics?
Start using data &
1
keep it simple
Integrate and enhance
2
your workflow
Create the right Team TA
3 Ops &
team structure Sourcing Analytics
Coordination
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35. You should now know how to use data to:
Plan Talent Pool
Talent
Prioritize Brand
Put-in-Practice
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36. You can now verify skills with endorsements
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37. 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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38. Soon, we can help companies predict the skills
they will need to succeed
Oil & Energy Computer Software
Subsea Engineering Machine Learning
+ Health Care Food & Beverage
Mobile Health Gluten-Free
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Introduce a bit of background on Caesars“you are looking Chris up right now”
How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
Simplify graphics
Talk to examples as a voice-over
Talk to examples as a voice-over
Talk to examples as a voice-over
Talk to examples as a voice-over
Add talking points about where the teams come from;