Data Driven Recruiting

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Recruiting Has Changed

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The recruiting organization that figures out how to extract

the value of the web’s people data and build a recruiting

team model that operationalizes at scale

will define the future of talent acquisition

The Opportunity

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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 gameData driven predictive recruiting

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Enough vision,

we need

engineers

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Making a plan

(again)

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Use data to build credibility

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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

Using Data To Set Expectations

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#intalent

Initial search: 7

Remove recommendation: 19

Remove years in position: 71

Remove company type: 82

Remove company size: 126

Expectations Are High & Results Fall Short

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The Where: 475K+ Software Engineers in US

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#intalent(based on LinkedIn recruiter contact Feb-Aug 2012)

The Where: Big Markets vs. Hidden Gems

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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

.

The Where & Some Why: NYC Has 33% More

Supply & Less Demand Than Seattle

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Seattle

New York

(word size represents skill frequency)

The Where & Why: Skill Mix By City

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Manager and Above

9.6%

Manager and Above

6.9%

The Where & Why: NYC Has More Senior &

Management-Level Talent

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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

The Why: ABC Co Is More Connected In Seattle

With 618 Employees Connected To 2,255

Engineers

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#intalent

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

“Connectedness” Matters

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The Why: Talent Flows – Winning Or

Losing?

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The Where

+ Hidden Gems

Connectedness

Matters

Skills &

SeniorityWin/Loss Rate

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In sales and marketing

$

Dollars to spend

Affinity

Which prospects are most likely engage?

Low

High

High

Tele-Sales

“Red Carpet”Nurture

Build

Awareness

1:1 approach1:Many

6991207

1:Many

58

1:Many

36

2,000 Systems Infrastructure Engineers

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1:Many = World-Class Consumer Marketing

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Most Successful Systems Infra & Data Recruiter

Most Successful Quarter in Eng Recruiting

3X increase in

candidate response

rate

Highest

conversion rate of

applicant to onsite

Highest

conversion rate of

applicant to offer

8:1vs13:1

TAM 1:Many

served LI content

more likely to make

it to onsite vs. other

applicants

Key Lever For Driving Efficiency & Reducing Hours

Eng SI Pilot Results

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Reactive Recruiting Model

Keyword Searching Jockey

Prioritize the Top of List

Cold Outreach

See ActivityMarket Intel Dispersed

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Planful and Prioritized Co-signors

Search Once and Manage

Prioritize High Fit & Affinity

Tailored Outreach

See Activity

Market Intel Mastered

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Lead

with data

Operationalize

and iterate

Don’t do

it alone

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Realize and internalize the world of talent has changed

Test drive addressable market & segmentation on one of

your critical talent pools

Assess whether you and your team are ready to transform

Three To Dos

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lucky day!yourThis is

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yourToday is our opportunity!

2016

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What To Learn More?

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