9. #SourceIn
LinkedIn data continues to grow larger
9
Starting with the profile
Broader
238M+ Members
Deeper Real-Time
Breakdown by geo,
function, etc.
Constantly updating
14. #SourceIn
Recruiter can measure the talent pool
144 talent pool
Greater New York City Area
J.P. Morgan
3 to 5 years
Master of Business Administration
VP
Investment Banker
16. #SourceIn
Recruiter can measure the talent pool
164 talent pool
Greater New York City Area
Master of Business Administration
VP
Investment Banker
566
17. #SourceIn
Our strategic customers look at talent pool reports
17
• Recruiter can show
supply of talent
DEMAND
SUPPLY
Los Angeles
Chicago NYC
• Now we can look at
demand for talent
• This helps identify
markets for talent
18. #SourceIn
We run surveys to identify what the talent pool is
looking for so you could tailor messaging
18
Excellent compensation & benefits Job security
Strong career path Strong employee development
Challenging work
High Importance Low Importance
19. #SourceIn
You can now all measure this through Talent Pool
reports
19
1) Healthcare providers
2) Technical salespeople
3) Software engineers
4) Financial services
5) Marketing – CPG
6) Drilling & petroleum
7) Procurement & supply
25. #SourceIn
Your employees are engaging talent every day;
mobilize them as brand ambassadors
25
6,576
Potential placements view JEG’s
employee profiles yearly
27. We first assess two important elements of your
talent brand: Reach and Engagement
28. Talent Brand Index can measure your talent brand
What percent of people who know about you show an interest?
29. #SourceIn
We can compare your Talent Brand Index against
your peers
29
PEERS
A
B
C
D
E
F
62%
26%
15%
15%
13%
13%
5%
JEG
1of 7
Weaker firm
brand
Stronger
firm brand
30. #SourceIn
Talent more
difficult to engage
Talent easiest to
engage
We can measure how your Talent Brand Index
varies across the functions you’re placing…
30
31. #SourceIn 31
Engaging talent at all touchpoints can help “warm up”
potential placements, according to an analysis of 2.6M
InMails
32. #SourceIn
How can you use data to prioritize?
32
Identify potential
placements
1
Benchmark against peers2
Diagnose strengths /
weaknesses
3
36. #SourceIn
Integrate and enhance your existing workflow
36
Look at the data to:
1) Plan based on the
size of the talent pool
2) Prioritize engaged
talent
Ask for the data:
1) How big is the talent
pool?
2) How many candidates
are we engaging?
Recruiter Client