Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acquisition | Talent Connect Vegas 2013
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The document discusses the application of data analytics, inspired by 'Moneyball', in enhancing talent acquisition strategies. It emphasizes understanding talent pools, employer branding, and using data-driven insights to plan, prioritize, and execute recruitment strategies effectively. By leveraging LinkedIn's data, organizations can improve their hiring processes and measure their employer brand's impact on attracting talent.
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acquisition | Talent Connect Vegas 2013
- 1. Moneyball for Talent Acquisition Demonstrate Your Impact & Inform Your Strategy Joanna Pomykala Kevin Showkat Director of Insights Insights Analyst
- 2. In Moneyball data transformed baseball
- 3. In Moneyball data transformed baseball
- 4. In Moneyball data transformed baseball It’s time for data to transform Talent Acquisition
- 5. If you can’t measure it, you can’t manage it
- 6. We hear your challenges at every level of the TA org From recruiters to VPs of Talent Acquisition “There’s no one out there with the qualifications to fill this requisition.” Recruiter “These markets are overfished – we need data on new locations for hiring.” Hiring Manager “I need credible, actionable data to gain a seat at the executive table.” TA Leader
- 7. Introduction to LI Data
- 8. LinkedIn’s data offers 3 primary types of insights Starting with the profile GLOBAL LINKEDIN POPULATION 238,000,000
- 9. LinkedIn’s data offers 3 primary types of insights 1 Who you are...
- 10. LinkedIn’s data offers 3 primary types of insights 2 Who you know...
- 11. LinkedIn’s data offers 3 primary types of insights 3 What you enjoy doing
- 12. Today let’s discuss using LinkedIn data for 3 Ps Plan Prioritize Put in practice
- 13. How to: Plan Prioritize Put in practice
- 14. Let’s use our host as an example
- 15. Start by sizing up the talent pool to set expectations with hiring managers
- 16. Recruiter can measure the talent pool Hospitality Manager Las Vegas, Nevada Area Gambling & Casinos MBA 3 to 5 years 1001-5000 1 talent pool
- 17. Recruiter can measure the talent pool
- 18. Recruiter can measure the talent pool Hospitality Manager Las Vegas, Nevada Area Gambling & Casinos MBA 3 to 5 years 1001-5000 1 1,105 talent pool
- 19. Our strategic customers look at talent pool reports Recruiter can show supply of talent Now we can look at demand for talent DEMAND Chicago Los Angeles This helps identify markets for talent SUPPLY NYC
- 20. We run surveys to identify what the talent pool is looking for so you could tailor messaging High Importance Low Importance Excellent compensation & benefits Flexible work arrangements Work / life balance Ability to make an impact Challenging work
- 21. …and what potential talent thinks of you High Importance vs. Industry Peers Excellent compensation & benefits Performing BETTER than industry peers Work / life balance Challenging work Performing WORSE than industry peers
- 22. You can now all measure this through Talent Pool reports 1) Healthcare providers 2) Technical salespeople 3) Software engineers 4) Financial services 5) Marketing – CPG 6) Drilling & petroleum 7) Procurement & supply
- 23. Download here and stay tuned for further announcements: lnkd.in/plan
- 24. How can you use data to plan? 1 Set expectations with hiring managers 2 Identify markets for targeting talent
- 25. How to Plan Prioritize Put in practice
- 26. Once you’ve identified the right people, are they interested in you?
- 27. Employer brand is top of mind for recruiting professionals Up to 93% 50% of employers plan to maintain or grow investment in employer brand Savings in cost per hire is associated with a strong employer brand
- 28. Let’s look at Sungevity as an example
- 29. Your employees are engaging talent every day; mobilize them as brand ambassadors 6,346 Potential candidates view Sungevity’s employee profiles monthly
- 30. Your company page draws in talent 4,364 Engaged Talent following Sungevity
- 31. We first assess two important elements of your employer brand: Reach and Engagement Talent Brand Reach ~117K members Talent that’s familiar with you as an employer Viewing employee profiles Connecting with your employees Talent Brand Engagement ~25K members Talent that is interested in you as an employer Researching company and career pages Following your company Talent Viewing jobs and applying
- 32. Talent Brand Index can measure your employer brand What percent of people who know about you show an interest? Talent Brand Reach ~117K members Talent that’s familiar with you as an employer Sungevity Talent Brand Index = 21% Talent Brand Engagement Talent Brand Reach Talent Brand Engagement ~25K members Talent Talent that is interested in you as an employer
- 33. We can compare your Talent Brand Index against your peers 2 of 7 25% 21% PEERS 19% 17% Competitor A 14% 14% Competitor B 10% Competitor C Competitor D Competitor E Competitor F Sungevity Employer of choice Weaker employer brand
- 34. We can measure your Talent Brand Index varies across the functions you’re hiring… 29% 27% 25% 24% 20% Sales Prog. Mgmt. Marketing Talent easiest to engage Ops 19% HR Media & Comm. Talent more difficult to engage
- 35. We can track how your Talent Brand Index progresses over time 25% 22% 19% 16% 13% 10%
- 36. How can you use data to prioritize? 1 Identify engaged candidates 2 Benchmark against peers 3 Diagnose strengths / weaknesses
- 37. How to: Plan Prioritize Put in practice
- 38. Start using data & keep it simple What is the size of your talent pool? How well are you engaging that talent?
- 39. Integrate and enhance your current workflow Questions to answer to think more tactically and strategically How big is the talent pool?Tactical How many candidates are we engaging? Recruiter Hiring Manager What does external talent Strategic think of us? TA Leader
- 40. Join us Thursday morning to learn how 2 clients have implemented the lessons from “Moneyball”
- 41. You should now know how to use data to: Plan Prioritize Put in practice
- 42. If you can’t measure it, you can’t manage it
- 43. LinkedIn can help you measure & manage it