Download - Data driven recruiting
1
Driving Improvements in your Recruiting Approach through Data
Brendan BrowneDirector, Global Talent Acquisition, LinkedInTravis BurgeRecruitment Product Consultant APAC, LinkedIn
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To get us underway….
What we will cover today….
Slot Recruitment Vs Strategic Staffing
Introduce a Framework for Strategic Staffing
Case study on how LinkedIn have used data Insights to manage risk for our critical roles
Q & A
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What is the purpose of a T Intersection sign?
To process information and make decisions, take action for next direction
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“Strategic Sourcing” Vs “Slot Based” Recruitment
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Corporate & Business StrategyStrategic Plan
1
Workforce Supply Forecast
Scenario Planning
Workforce Demand Forecast
Workforce GapWorkforce Plan2
Critical Role 2
Critical Role 1
Critical Role 3
Critical Role 4
Critical Role 5
Talent Pipeline
3
Short listing
Applicant
Applicant
Successful Hire
Recruitment Process
Silver Medalists
4
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Corporate & Business StrategyStrategic Plan
1
Workforce Supply Forecast
Scenario Planning
Workforce Demand Forecast
Workforce GapWorkforce Plan2
Critical Role 2
Critical Role 1
Critical Role 3
Critical Role 4
Critical Role 5
Talent Pipeline
3
Short listing
Applicant
Applicant
Successful Hire
Recruitment Process
Silver Medalists
4
TALENT CONNECT 2012
Top Tips?
1. Engage Executive Buy-In
2. Workforce Planning is not about exact numbers
3. Use Multiple Scenarios
4. Focus on Business Critical Roles
5. Market Map External Labour Supply for Critical roles
6. Get the Line Area to own their Workforce Plan
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New Markets for Talent: Where, Why, How…
Where we should open up a new engineering office?
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Assumptions
Needs to be a healthy supply of talent in region
Want to be in a major metro area with eye on NYC or Seattle
Need a more junior mix of talent based on relo of internal senior leaders and managers to new metro area
Need existing relationships with talent pool
Looking for C#, SQL, Java
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The Where:Over 475,000 Software Engineers on LinkedIn in the US
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The Where:Big Markets vs. Hidden Gems
(based on LinkedIn recruiter contact Feb-Aug 2012)
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The Where & Some Why:New York provides a 33% larger supply of talent than Seattle, and has less overall demand for talent
Region / Metro Area
# SW Engineers
# SW Eng Jobs posted
(Q2 2012)
Jobs Posted (%
of total pool)
% w job change(past 12 months)
SF Bay Area 65,000 24,500 37.7% 19%
NYC 36,100 5,200 14.4% 13%
Boston 28,900 5,600 19.5% 15%
Seattle 26,900 20,200* 75.1% 17%
Washington DC 20,100 4,200 21.0% 12%
Chicago 17,300 2,100 12.4% 13%
Supply Demand
.
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Seattle
New York
(word size represents skill frequency)
The Where & Why: Skill Mix by City
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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%
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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
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“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
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The Why:Talent Flows: Are we winning and losing talent?
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Now What?
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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
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Search Results
Initial Search = 7
Remove Recommendation = 19
Remove Years in Position = 71
Remove Company Type = 82
Remove Company Size = 126
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Forget number of candidates…HOW MANY ARE IDLE?
How quickly are hiring managers giving profile/resume feedback?
How quickly can we schedule technical phone screens?
Where are the constraints and why are they happening?
Measuring throughput
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Recommendation: Seattle
Talent Supply is high
Mix of skills is right
Experience level of talent is right
Connectedness is high
Same time zone helps in management and collaboration
Have internal leaders with deep professional ties to Seattle
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Top Tips
Data = Increase in Influence
Clarify what problem you are trying to solve
Understand supply/demand
Understand skill mix by region
Understand experience levels by region
Understand how you compete vs. competition in new markets
Connectedness matters
TALENT CONNECT 2012
Thank you!
Brendan BrowneDirector, Global Talent Acquisition, LinkedIn
Travis BurgeRecruitment Product Consultant APAC, LinkedIn