the power of data driven recruiting
TRANSCRIPT
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This webinar will start at 10 AM BST
June 4th, 2015
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YOUR HOSTS FOR TODAY
Guest Speaker Moderator
Cliona Moulton
Associate Marketing Manager
Bo de Koning
Insights Analyst
“The recruiting organisation that figures out how to extract the value of the web’s people data and build a recruiting team model that operationalises at scale will define the future of
talent acquisition”
-- Brendan Browne, LinkedIn VP of Talent
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#hiretowin
Execute your strategy
Measure results & iterate
HOW TO BECOME A STRATEGIC TALENT ADVISOR?
Create a data driven
recruiting strategy
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1. Create a data driven recruiting
strategy
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IT ALL STARTS WITH A HIRING NEED..
Keywords: "Data Center" OR "Datacenter"
Location: Within 50 Miles
Industry: Internet
Seniority: Manager
Interested In: Potential Employers
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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HIRING EXPECTATIONS ARE OFTEN TOO HIGH
Have or set realistic expectations grounded in data
Widen the talent pool by removing non-priority job requirements
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1. Locate your
talent pools
2. Dig into
skills &
seniority
3. Know your
talent competitors
3 STEPS TO A DATA DRIVEN RECRUITING STRATEGY
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IDENTIFY WHERE YOUR TARGET TALENT LIVES
Example: Where 13K Java Developers in Europe are located
Data source: LinkedIn Recruiter
#hiretowin (based on LinkedIn recruiter contact 2015)
PRIORITISE CITIES BY SUPPLY & DEMAND
Went after “Hidden Gem” cities with high supply, low demand
Data source: LinkedIn Recruiter
Large, in demand markets
Hidden gems
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Berlin
London
(word size represents skill frequency)
LOOK AT SKILL MIX BY CITY
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The Where & Why: Berlin Has More Senior & Management-Level Talent
UNDERSTAND SENIORITY SPLITS BY CITY
Berlin
Other
Entry
Senior
Manager
Director
CXO/VP/Partner
London
Other
Entry
Senior
Manager
Director
CXO/VP/Partner
12% manager
level or above 7% manager
level or above
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KNOW WHO YOUR TALENT COMPETITORS ARE
0 50 100 150 200 250
Company L
Company K
Company J
Company I
Company H
Company G
Company F
Company E
Company D
Company C
Company B
Company A
Hires
Leavers
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HOW CAN YOU DO THIS YOURSELVES?
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GET STARTED WITH FREE TALENT POOL REPORTS
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1. Locate your talent
pools
2. Dig into
skills &
seniority
3. Know your talent
competitors
3 STEPS TO A DATA DRIVEN RECRUITING STRATEGY
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2. Execute your strategy
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2,000 SYSTEMS INFRASTRUCTURE ENGINEERS PRIORITISE CANDIDATES FOR BETTER RESULTS
1:Many
Nurture
1:Many
Telesales
1:1
Blue Carpet
1:Many
Nurture
Affinity Which prospects are most likely to engage?
High Low
High
Low
Sk
ills
Ma
tch
W
ho h
as e
xpert
ise in
skill
s w
e n
ee
d?
Problem: How do we efficiently identify & prioritise critical talent pools?
Solution: We sized & prioritised the market of Systems & Infrastructure engineers
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TRAIN YOUR RECRUITERS TO HAVE CONSULTATIVE HIRING MANAGER INTAKE MEETINGS
Sample hiring manager intake form
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DO WORLD CLASS CONSUMER MARKETING
1: Many means creating and promoting your talent brand
Consider partnering with marketing
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LEARN MORE ABOUT TALENT BRANDING
Download LinkedIn’s Employer Brand Playbook:
https://lnkd.in/eKRZ46y
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3. Measure results & iterate
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KNOW YOUR BUSINESS GOALS & TIE YOUR RECRUITING METRICS TO THEM
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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
8:1 vs 13:1
Highest conversion
rate of applicant to
offer
TAM 1:Many
served LI content
more likely to make
it to onsite vs. other
applicants
Increased Recruiting Efficiency & Reduced Recruiting Hours
THE RESULTS OF OUR DATA DRIVEN RECRUITING FOR SYSTEMS & INFRASTRUCTURE ENGINEERS
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No engagagement / connection Engaged w/ Competitor Connected w/ LI Engaged w/ LI Engaged w/ LI & w/ Competitor Engaged w/ LI & Connected w/LI
2.8x higher response rates vs. no connection
Source: North America LinkedIn InMail response rates; n=100k
OUR STRATEGY LED TO HIGHER INMAIL RESPONSE RATES
We used engagement & connectedness to target candidates w/ high affinity
#hiretowin
Execute your strategy
Measure results & iterate
HOW TO BECOME A STRATEGIC TALENT ADVISOR?
Create a data driven
recruiting strategy
Learn more:
Download our Data Driven Recruiting guide
http://bit.ly/DataDrivenRecruiting
#hiretowin
INTRODUCTIONS
Guest Speaker Moderator
Cliona Moulton
Associate Marketing Manager
Bo de Koning
Insights Analyst