From Insights to Pipeline: Using Data to Plan and Brand for the Future
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The document discusses the evolution of the talent landscape and the critical role of data in recruiting, emphasizing the need for recruiters to utilize data insights to better attract and engage candidates. It highlights the importance of combining macro and micro data for effective hiring strategies and provides actionable steps for building a talent pipeline through targeted outreach and messaging. Key takeaways include the significance of understanding employment trends, creating targeted personas, and launching tailored recruitment campaigns.
From Insights to Pipeline: Using Data to Plan and Brand for the Future
- 1. From Insights to Pipeline: Using Data to Plan and Brand for the Future L I N K E D I N W E B C A S T
- 2. Introduction 2 L A U R E N L A R O S E Sr. Solutions Consultant
- 3. What we’ll cover 1. Talent landscape 2. Importance of data 3. Pulling insights from data 4. Building your pipeline 3 K E Y N O T E P R E S E N T A T I O N
- 4. T H E T A L E N T L A N D S C A P E I S E V O L V I N G 4
- 5. The vast majority of candidates are online 5 LinkedIn alone has 500 million+ members worldwide
- 6. Information and power has shifted to the candidates Adults spend over 11 hours a day consuming media 6
- 7. They’re even searching for jobs in the bathroom! 7 Where are mobile job seekers looking? Source: Jobvite Annual Recruiting Survey 2016
- 8. Job openings now surpass hires 8
- 9. So how do you break through the noise?
- 10. Data can point you in the right direction • Find in-demand talent • Present the right message • Understand competitive threats • Identify market opportunities 10
- 11. 11 2x Talent acquisition teams with mature analytics are twice as likely to improve their recruiting efforts Source: LinkedIn Data-Driven Recruiting eBook 2014
- 12. 12 3x and three times more likely to realize cost reductions and efficiency gains Source: LinkedIn Data-Driven Recruiting eBook 2014
- 13. Data-driven recruiting The analysis and interpretation of talent pool data to find the best people for your organization faster. 13
- 14. You recognize the value in having data 14 Source: LinkedIn Data-Driven Recruiting eBook 2014
- 15. But you often don’t have what you need 15 2 out of 3 recruiters don’t have the tools necessary to understand the market and talent pool they are recruiting from Source: LinkedIn Data-Driven Recruiting eBook 2014
- 16. W E W A N T T O E M P O W E R Y O U
- 18. We’re going to look at two types of data MACRO – broader-view data about industries and talent pools 18 MICRO – narrower-view data about your company and competitors
- 19. G E T T I N G T H E B I G P I C T U R E Talent Pools 19
- 20. Industry Talent Report – Identifying key trends Example: Computer Software Industry 20 Key insights • Competition for talent may be higher in these regions • But… you might find more people with the industry experience you need • Thinking of expanding? These could be good places to open a new office.
- 21. Industry Talent Report – Identifying key trends Example: Computer Software Industry 21 Key insights • Expand search criteria beyond Computer Software industry • Focus campus hiring on schools producing the most grads entering computer software • Popular industry for post- grads
- 22. Industry Talent Report – Identifying key trends Example: Computer Software Industry 22 Key insights • Content marketing should include posts about leadership, cloud computing, and start-ups • Encourage employees to blog about these topics
- 23. Talent Pool Report – Assessing supply and demand Example: Salespeople 23 Key insights • Source talent from LA or Dallas • You need to make your inMails stand out from the crowd
- 24. Talent Pool Report – Assessing supply and demand Example: Salespeople 24 Key insights • Highlight culture and ability to make in impact in your messaging • Share content about sales tactics and cloud computing
- 25. Talent Pool Report – Assessing supply and demand Example: Salespeople 25 Key insights • Narrow your search to people with more than 3 years tenure • Send short inMails Mon- Weds or on the weekend
- 26. 26 Find your own talent pool insights in LinkedIn Recruiter LIVE DEMO
- 27. 27 L A S E R F O C U S O N T H E D E T A I L S Company metrics
- 28. Company snapshot – look at your employee base Example: Computer Software Company 28 Key insights • Losing and winning talent from the same 3 companies • Successfully winning against Hewlett Packard • Significant losing ratio against Amazon
- 29. Company snapshot – look at your employee base Example: Computer Software Company 29 Key insights • Flexis should promote employee referrals • May want to focus on building follower base
- 30. 30 Research your own employee base in LinkedIn Recruiter LIVE DEMO
- 31. B U I L D Y O U R P I P E L I N E 31
- 32. 4 key steps to using data to build your pipeline 32 A S S E S S D A T A F O R E A C H K E Y H I R I N G S E G M E N T B U I L D U N I Q U E P E R S O N A S A N D E M P L O Y E R V A L U E P R O P O S I T I O N S D E T E R M I N E O U T R E A C H S T R A T E G Y F O R E A C H S E G M E N T L A U N C H T A R G E T E D C A M P A I G N S
- 33. Build personas – Who is Melissa? Let’s look at our computer software salesperson: • Works in Computer Software, IT Services, or Internet industries • Likely to change jobs after 3+ years • Topics of interest: sales tactics, cloud computing, start-ups • Values culture and the ability to make an impact • Best contacted early in the week or on weekends 33
- 34. 34 Aware Interested Applied Hires Influence talent: Raise awareness, “warm up” your audience Drive preference: Capture interest, build a talent pipeline Source talent: Capture applicants, directly engage candidates Determine your outreach strategy – How are you going to message Melissa along her journey?
- 35. Determine your outreach strategy – How are you going to message Melissa along her journey? 35 Aware Interested Applied Hires • Recruitment Ads • Sponsored Updates • Career Pages • Pipeline Builder • Job Slots • Recruiter
- 36. Launch targeted campaigns – Recruitment Ads and Sponsored Updates 36 Aware Interested Applied Hires
- 37. Launch targeted campaigns – LinkedIn Career Pages 37 Aware Interested Applied Hires
- 38. Launch targeted campaigns – Pipeline Builder 38 Aware Interested Applied Hires
- 39. 39 Pipeline Builder – Reach à Attract à Engage DEMO
- 40. 40 83% of leads sourced through Pipeline Builder had not previously applied to a job at that company1 1. 2017 LinkedIn Internal Data. Limited sample size (based on 21 charter customers)
- 41. “ ” J E S S I C A B O Y D 41 Talent Brand Manager - Autodesk I was blown away with the results. We were able to quickly engage with so many people who were a potential fit for Autodesk.
- 42. Key takeaways 1. Pair macro and micro data to get a detailed picture of your hiring landscape 2. Use insights to build robust profiles for your ideal talent 3. Launch tailored outreach programs to fuel your pipeline 42 F R O M I N S I G H T S T O P I P E L I N E : U S I N G D A T A T O P L A N A N D B R A N D F O R T H E F U T U R E
- 43. 43 Data can transform people, companies, and the world
- 44. Q U E S T I O N S ? Thank You 44