LinkedIn Maturity Model
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This document discusses a talent acquisition maturity model that organizations can progress through from a reactive to a strategic approach. The traditional, reactive approach is high cost and labor intensive with a focus on applicant quantity. The developing approach begins to focus on quality of hire through a foundational, proactive pipeline process. The strategic approach has a low cost, efficient process that prioritizes talent segmentation and uses niche social platforms to attract highly qualified candidates.
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LinkedIn Maturity Model
- 1. ©2014 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Talent organizations are becoming more strategic Reactive: High cost Labor-intensive Applicant quantity focus Req to req process Developing Foundational Strategic Traditional Strategic: Low cost Efficient Quality of hire focus Proactive pipeline-based process 1
- 2. ©2014 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS Developing Foundational Strategic Traditional Talent Acquisition Maturity Model Jobs Post-and-pray Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs on niche boards and social platforms Sourcing Reactive, over-reliant on agencies Engage with strong pipeline of leads and ‘silver medalists’ Team-wide pipelining with engaged talent communities Build internal capabilities to focus on passive talent Metrics Established metrics and benchmarks Data driven decision making Brand Defined employer brand strategy Influential talent brand engaging employees and candidates Understanding of employee value proposition 2