Data-Driven Recruiting Basics | Webcast
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Brendan Browne emphasizes the need for data-driven recruitment strategies to adapt to the evolving talent acquisition landscape, particularly in tech hubs like Silicon Valley and New York. He outlines a three-step approach for effective recruiting: lead with data, operationalize processes, and listen & adjust based on candidate feedback. Key insights include the importance of 'connectedness' in talent pools and prioritizing relationships over cold outreach.
Data-Driven Recruiting Basics | Webcast
- 1. Brendan Browne Senior Director, Talent Acquisition LinkedIn Data-Driven Recruiting
- 2. #intalent
- 3. #intalent
- 5. #intalent The War for Talent is on: Silicon Valley
- 6. #intalent Our 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
- 8. #intalent 1. Lead with data
- 9. #intalent
- 10. #intalent
- 11. #intalent Use data to set expectations with hiring managers 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
- 12. #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
- 13. #intalent
- 14. #intalent
- 15. #intalent
- 16. #intalent The Where: Over 475,000 Software Engineers on LinkedIn in the US 16
- 17. #intalent The Where: Big Markets vs. Hidden Gems 17(based on LinkedIn recruiter contact Feb-Aug 2012)
- 18. #intalent 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% 18 Supply Demand .
- 19. #intalent Seattle New York 19(word size represents skill frequency) The Where & Why: Skill Mix by City
- 20. #intalent The Where & Why Seattle has more entry-level engineers NY has more senior and manager-level talent 20 Manager and Above 9.6% Manager and Above 6.9%
- 21. #intalent 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 21 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
- 22. #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
- 23. #intalent The Why: Talent Flows: Are we winning and losing talent?
- 24. #intalent The Where City, Skills, & Seniority Connectedness Matters Win-Loss Rate
- 25. #intalent
- 26. #intalent
- 27. #intalent
- 28. #intalent
- 29. #intalent
- 31. #intalent
- 32. #intalent We Segmented and Prioritized Candidates: Total Addressable Market Framework Quality Who has expertise in skills we need? Temperature Which prospects are most likely engage? Low High High Tele- Sales “Red Carpet”Nurture Build Awareness
- 33. #intalent We Segmented and Prioritized 2,000 Systems Infrastructure Engineers Quality Who has expertise in skills we need? Temperature Which prospects are most likely engage? Low High High 1:1 approach1:Many 6991207 1:Many 59 1:Many 35
- 34. #intalent 1:1: Red Carpet – Highest Priority Hyper personalized – relationships, insights
- 35. #intalent Make sure you and your team know how to target
- 36. #intalent No one likes it cold Recruiter
- 37. #intalent NEVER COLD CONTACT ANYONE… EVER AGAIN
- 38. #intalent OR YOU FAIL THE RECRUITER IQ TEST!!!
- 39. #intalent 1:Many – Leveraging Media Eric Robertson Product Manager at xyzCo Picture Yourself at xyzCo
- 40. #intalent Follower Ecosystem – Our Content Channel Add Warmth with Targeted Status Updates, Content Shares
- 41. #intalent Follower Trend 534,675 Oct 1: Total Followers 276,314,657 1st Degree Connections of Total Followers 10x more likely to share content
- 42. #intalent
- 43. #intalent
- 44. #intalent Reactive Recruiting Model Keyword Searching Jockey Prioritize the Top of List Cold Outreach See Activity Market Intel Dispersed
- 45. #intalent Planful and Prioritized Co- signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered
- 46. #intalent
- 47. #intalent 3. Listen & adjust
- 48. #intalent Make candidates fall in love with your brand Hiring manager Candidate with offer Candidate without offer 2235 6 CSAT and NPS
- 49. #intalent Make candidates fall in love with your brand Hiring manager Candidate with offer Candidate without offer CSAT and NPS
- 50. #intalent What this means for you
- 51. #intalent Recognize the world of talent has changed Data & Knowledge are free Talent is mobile Tools & processes are different
- 52. #intalent
- 53. #intalent
- 54. #intalent
- 55. #intalent
- 56. #intalent
- 57. #intalent
- 59. #intalent Now try it yourself: 3 To Do’s Lead with data: Identify where and whom to recruit using data …start simple! Due Date: August 15th Operationalize: Segment and prioritize one of your critical Talent Pools & share it with one of your Execs. Due Date: August 30th Listen & Adjust: Survey to understand what candidates think about your company…use NPS! Due Date: September 30th
- 60. 2015
Editor's Notes
- #24: This slide shows us who we’re winning talent from, and who we’re losing talent to. As you might expect, red means we’re losing talent to the organizations listed on the left, and green means we’re winning talent from those organizations. [NOTE: this isn’t our actual data, but we’re sharing it here as an example of what we review regularly] The left-hand side of this slide is fairly straightforward: we can see how many hires we’ve made from those companies in the past four quarters, and how many hires they’ve made from us. On the right side, we’ve calculated that data as a ratio. We can watch this data over time to understand what’s trending. It helps us identify competitive hiring risks or areas where we need more focus.
- #26: Execs don’t expect this
- #34: Add one slide on 1:Many approach
- #36: Replace with Brendan’s InMail from JobVite example
- #40: What is a plugin A Plugin is -- <insert copy what a plugin is> Easy to implement Cost to implement Time to implement
- #43: Build partnerships and create a comprehensive plan together – transparency is critical
- #44: Breakdown of each segment Hidden Gems
- #47: Breakdown of each segment Hidden Gems