Does data play an important role in your recruiting efforts? Learn how your data can strengthen your recruiting success across Europe.
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5. #intalent
Data is important, but leveraged differently by countries
Use of data analytics in recruiting as an essential and long lasting trend increased 8%
from last year
60%
50%
52%
22%
Canada
19%
16%
India
29%
Southeast Asia
Spain
15%
27%
Brazil
Netherlands
Germany
15%
22%
US
15%
27%
China
15%
23% Average
France
14%
37%
Italy
10%
UK
20%
Nordics
30%
Australia
40%
0%
“How well does your organization use data to understand talent acquisition effectiveness and opportunities?”
6. #intalent
How can I use LinkedIn
data to set expectations with
my Hiring Managers?
How can I track
the performance of
my jobs on
LinkedIn?
How will we help
you today?
How can I increase my
InMail response rate?
How can I measure
the size of my teams
pipeline?
How can I identify the
most engaged LinkedIn
users in my team?
7. #intalent
Let’s use LinkedIn Data to Plan, Prioritize and Put into
Practice
Talent
Pools
Plan
Pipeline
Analytics
Prioritize
Put into Practice
Recruiter
Usage
InMail
Analytics
Job
Analytics
8. #intalent
Overview of Analytics Available to You
Plan
Talent Pools: Identifying your target
Prioritise
Pipeline Analytics: Understanding
where to allocate your resources
Put into practice
Recruiter Usage: Understanding your team’s
activity
Put into practice
InMail Analytics: Understanding your
communications with potential hires
Put into practice
Job Analytics: Understanding who’s viewed
your job
11. #intalent
LinkedIn Recruiter offers more talent insight than ever before
Broader
238M+ Members
Deeper
Breakdown by
geo, function, etc.
Real Time
Constantly updating
12. Recruiter can measure the talent pool
Use Recruiter search to gauge size of talent pools and set expectations with hiring
managers
#intalent
13. Recruiter can measure the talent pool
Use Recruiter search to gauge size of talent pools and set expectations with hiring
managers
1,421
TALENT POOL
#intalent
17. Pipeline Analytics
Understanding where to allocate your resources
Pipeline analytics give you insight into the size of your teams overall pipeline
#intalent
25. Pipeline Analytics
Understanding where to allocate your resources
We’ll tell you the most common characteristics of the candidates in your pipeline…
#intalent
27. Pipeline Analytics
Understanding where to allocate your resources
1
Measure & track your teams pipeline
2
View specific talent pools based on Recruiters interactions in
a set timeframe
3
Evaluate the strength of your various talent sources
4
Track candidates progress through the pipeline and identify
any bottlenecks in your process
5
Identify the most common attributes of your Talent Pipeline
6
Review your most teams most recently active roles
#intalent
37. #intalent
Recruiter Usage
Understanding your team’s activity
You can use the raw data to identify strengths & areas of improvement for your team…
Who is engaging the most with Recruiter & Jobs?
38. #intalent
Recruiter Usage
Understanding your team’s activity
You can use the raw data to identify strengths & areas of improvement for your team…
Who is searching most efficiently
39. #intalent
Recruiter Usage
Understanding your team’s activity
You can use the raw data to identify strengths & areas of improvement for your team…
Whose search is yielding top quality results
40. #intalent
Recruiter Usage
Understanding your team’s activity
You can use the raw data to identify strengths & areas of improvement for your team…
Who is getting top InMail results
41. #intalent
Recruiter Usage
Understanding your team’s activity
You can use the raw data to identify strengths & areas of improvement for your team…
Who is getting top InMail results
42. #intalent
Recruiter Usage
Understanding your team’s activity
1
Monitor your teams engagement with their LinkedIn Recruiter licences
2
Identify top performers in specific areas
3
Pinpoint strengths & areas for improvement for individuals
48. #intalent
InMail Analytics
Understanding your communications with potential hires
… and you can identify the most responsive talent pools.
Company A
Company B
Company C
Company D
Company
E
51. #intalent
InMail Analytics
Understanding your communications with potential hires
1
Lets you know how potential leads are responding to you
2
Analyse the InMail results from the whole team
3
Identify the most or least responsive talent pools
4
Pinpoint the best approach based on response data
66. #intalent
Job Analytics
Understanding who’s engaging with your jobs
1
Analyse the overall performance of your roles on LinkedIn
2
Review conversion rates for specific roles to identify process flaws
3
Gain insight on the performance of individual roles
69. #intalent
Overview of Analytics Available to You
Plan
Talent Pools: Identifying your target
Prioritise
Pipeline Analytics: Understanding
where to allocate your resources
Put into practice
Recruiter Usage: Understanding your team’s
activity
Put into practice
InMail Analytics: Understanding your
communications with potential hires
Put into practice
Job Analytics: Understanding who’s viewed
your job