transform your approach to talent by leveraging transparency and data | talent connect sydney 2014
TRANSCRIPT
Brendan Browne Senior Director, Talent Acquisition
Inside the Pressure Cauldron:
Transform Your Approach to Talent by Leveraging Transparency and Data
#intalent
#intalent
#intalent
#intalent
Recruiting has changed
#intalent
The opportunity
The recruiting organization who figures out how to extract the value of the web’s
people data and how to build a recruiting team model that operationalizes at scale,
will define the future of talent acquisition
#intalent
#intalent
Silicon Valley
#intalent
#intalent
APAC
#intalent
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 game
Data driven predictive recruiting
#intalent
Enough vision,
we need
engineers!
#intalent
Making a plan (again)
#intalent
Don’t do it alone
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Employeevalue prop
Pay standards
Things we were missing
Cohesivestory
$
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Things we knew we really needed
Infrastructure Data
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Employmentpath
Story Culture & values
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Repeatableplatform
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Differentiating ourselves
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#intalent
day back
1
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Use data to build credibility
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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
#intalent
Initial search: 7
Remove recommendation: 19
Remove years in position: 71
Remove company type: 82
Remove company size: 126
Expectations are high and results fall short
#intalent
Shared accountabilityand change in perception
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We made progress
But it’s not a platform, nor scalable
#intalent
Up Your Data Game
©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where:28k software engineers in banking and financial services industries
in ANZ & India
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©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where:Big Markets vs. Hidden Gems
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Large High-Demand Markets
Hidden GemsSmall Markets
©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where & Some Why:Bangalore provides a 2x larger supply of talent than Sydney, but
job changes are less common
Region/Country# Technical
Sales
% w/ Job Change
(Past 12 Months)
# Following xyzCo
% Connected to xyzCo Employees
Bengaluru Area, India 3,780 3% 224 21%
Mumbai Area, India 3,143 4% 124 18%
Hyderabad Area, India 2,645 2% 72 15%
Sydney Area, Australia 1,868 11% 64 10%
New Delhi Area, India 1,844 4% 52 3%
Chennai Area, India 1,821 2% 48 7%
Pune Area, India 1,676 3% 36 14%
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Supply Liquidity Connectedness
©2013 LinkedIn Corporation. All Rights Reserved. ORGANIZATION NAME
The Where & Some Why:Talent in Bangalore is more connected to your employees and your
talent brand
Region/Country# Technical
Sales
% w/ Job Change
(Past 12 Months)
# Following xyzCo
% Connected to xyzCo Employees
Bengaluru Area, India 3,780 3% 224 21%
Mumbai Area, India 3,143 4% 124 18%
Hyderabad Area, India 2,645 2% 72 15%
Sydney Area, Australia 1,868 11% 64 10%
New Delhi Area, India 1,844 4% 52 3%
Chennai Area, India 1,821 2% 48 7%
Pune Area, India 1,676 3% 36 14%
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Supply Liquidity Connectedness
#intalent
Seattle
New York
*word size represents skill frequency
Where & Why
Skill Mix by City
#intalent
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
#intalent
“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
#intalent
The Why:Talent Flows: Are we winning and losing talent?
#intalent
Up Your Data Game
#intalent
The Where+ Hidden Gems
Connectedness Matters
Skills & Seniority Win/Loss Rate
#intalent
Now you’re theinfluencer
#intalent
We made more progress
But still it’s not a platform
#intalent
Identifying candidates is not the challenge
#intalent
Operationalizing is the challenge
#intalent
#intalent
Remember, don’t do it alone
#intalent
In sales and marketing
QualityWho has expertise in skills we need?
Temperature Which prospects are most likely
engage?
Low
High
High
Tele-Sales
“Red Carpet”Nurture
Build Awareness
#intalent
2,000 Systems Infrastructure Engineers
QualityWho has expertise in skills we need?
Temperature Which prospects are most likely
engage?
Low
High
High
1:1 approach1:Many
6991207
1:Many
58
1:Many
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#intalent
No one likes it cold
#intalent
No one likes it cold
Recruiter
#intalent
Now what?
#intalent
Reactive Recruiting Model
Keyword Searching Jockey
Prioritize the Top of List
Cold Outreach
See ActivityMarket Intel Dispersed
#intalent
Planful and Prioritized Co-signors
Search Once and Manage
Prioritize High Fit & Affinity
Tailored Outreach
See Activity
Market Intel Mastered
#intalent
Prioritize
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Measure, listen & adjust
#intalent
Falling in love with your brand
Hiringmanager
Candidatewith offer
Candidatewithout offer
2235 6
CSAT and NPS
#intalent
Falling in love with your brand
Hiringmanager
Candidatewith offer
Candidatewithout offer
100 4364
CSAT and NPS
#intalent
What it means for you
#intalent
Recognize the world of talent has changed
Knowledgeis free
Talent is mobile
Tools & processesare different
#intalent
Brands can no longerhide who they are
#intalent
Shift in mindset must happen
#intalent
Lead with data
Operationalizeand iterate Listen
Shift in mindset must happen
#intalent
Three To Dos
Don’t do it alone!
Test drive addressable market & segmentation on one of your critical Talent Pools
Assess whether you and your team are ready to transform
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#intalent
lucky day!yourToday is
#intalent
opportunity!ourThis is
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