Brendan Browne  Senior Director, Talent Acquisition  LinkedIn

Data-Driven Recruiting

#intalent

#intalent

#intalent

Recruiting has changed

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The War for Talent is on:Silicon Valley

#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

#intalent

Lead with data

OperationalizeListen &Adjust

Data Driven Recruiting Basics

1 2 3

#intalent

1. Lead with data

#intalent

#intalent

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LinkedIn: Data Center

Operations Manager

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

#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 wasn’t scalable

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Up Your Data Game

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The Where:Over 475,000 Software Engineers on LinkedIn in the US

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The Where:Big Markets vs. Hidden Gems

(based on LinkedIn recruiter contact Feb-Aug 2012)

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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%

Supply Demand

.

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Seattle

New York

(word size represents skill frequency)

The Where & Why: Skill Mix by City

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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

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The Why:Talent Flows: Are we winning and losing talent?

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The WhereCity, Skills, &

SeniorityConnectedness

MattersWin-Loss Rate

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Up Your Data Game

#intalent

Now you’re theinfluencer

#intalent

We made more progress

But still it’s not scalable

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Identifying candidates is not the challenge

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Operationalizing is the challenge

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2. Operationalize

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We Segmented and Prioritized Candidates:Total Addressable Market Framework

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

We Segmented and Prioritized 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

59

1:Many

35

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1:1: Red Carpet – Highest Priority

Hyper personalized – relationships, insights

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Make sure you and your team know how to target

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No one likes it cold

Recruiter

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NEVER COLD CONTACT ANYONE…

EVER AGAIN

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OR YOU FAIL THE RECRUITER IQ TEST!!!

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1:Many – Leveraging Media

Eric RobertsonProduct Manager at xyzCo

Picture Yourself at xyzCo

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Follower Ecosystem – Our Content Channel  Add Warmth with Targeted Status Updates, Content Shares

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Follower Trend

534,675Oct 1: Total Followers

276,314,6571st Degree Connections of Total Followers

10x more likely to share content

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So what?

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Do YouPrioritize?

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Reactive Recruiting Model

Keyword Searching Jockey

Prioritize the Top of List

Cold Outreach

See ActivityMarket Intel Dispersed

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Planful and Prioritized Co-signors

Search Once and Manage

Prioritize High Fit & Affinity

Tailored Outreach

See Activity

Market Intel Mastered

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Prioritize

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3. Listen & adjust

#intalent

Make candidates fall in love with your brand

Hiringmanager

Candidatewith offer

Candidatewithout offer

2235 6

CSAT and NPS

#intalent

Make candidates fall in love with your brand

Hiringmanager

Candidatewith offer

Candidatewithout offer

100 4364

CSAT and NPS

#intalent

What this means for you

#intalent

Recognize the world of talent has changed

Data & Knowledgeare free

Talent is mobile

Tools & processesare different

#intalent

Brands can no longerhide who they are

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Mediocrity in Talent Acquisition can not hide

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Shift in mindset must happen

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Evolve & Transform!!

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Or Be Obsolete!!

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This is our call to LEADERSHIP

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Lead with data

OperationalizeListen &Adjust

Practice Driven Recruiting

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#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

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