LinkedIn on LinkedIn 2.0: Accelerating Talent Acquisition | Talent Connect San Francisco 2014
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Brendan Browne, LinkedIn's head of talent acquisition shares how the LinkedIn talent acquisition team is continuing to push new approaches to data-driven recruiting, what’s worked, and what mistakes they've made. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
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LinkedIn on LinkedIn 2.0: Accelerating Talent Acquisition | Talent Connect San Francisco 2014
- 1. LinkedIn on LinkedIn October 2014 Brendan Browne LinkedIn
- 2. Recruiting has changed VS
- 5. 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!
- 7. Let’s do this together…
- 10. Use data to set expectations with hiring managers Data Center Operations Manager Keywords Location Industry Seniority Interested In Company Size Years of Experience Years in Position Company Type "Data Center" OR "Datacenter" Within 50 Miles Internet Manager Potential Employees 501-1,000 OR 1,001-5,000 OR 5,001-10,000, OR 10,000+ 6 to 10 years OR More than 10 years 3-5 years OR 6-10 years Public Company Language English Recommendations 3-4 OR 5-10 OR 11-20 OR >20
- 11. Initial Search 7
- 13. Remove years in position 71
- 14. Remove company type 82
- 15. Remove company size 126
- 16. Shared accountability and change in perception
- 17. We made progress… But it wasn’t scalable
- 18. Up Your Data Game
- 19. The Where Over 475,000 Software Engineers on LinkedIn in the US
- 20. The Where Big Markets vs. Hidden Gems (based on LinkedIn recruiter contact Feb-Aug 2012)
- 21. The Where & Some Why New York provides a 33% larger supply of talent than Seattle, and has less overall demand for talent Supply Demand 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%
- 22. The Where & Why Seattle Skill Mix by City New York (word size represents skill frequency)
- 23. The Where & Why Seattle has more entry-level engineers NY has more senior and manager-level talent Manager and Above 9.6% Manager and Above 6.9%
- 24. The Why ABC Co is more connected in Seattle with 618 employees connected to 2,255 engineers in Seattle New York 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
- 25. “Connectedness” Matters… 21% 12% 10% more likely to be knowledgeable of employers more likely to have a positive impression of employers more likely to consider a job with employers
- 26. The Why Talent Flows: Are we winning and losing talent?
- 27. Did you get it?
- 28. The Where Skills & Seniority Connectedness Matters Win-Loss Rate
- 29. Up Your Data Game
- 30. Now you’re the influencer
- 31. We made more progress But still it’s not scalable
- 36. Total Addressable Market aka TAM High" Revenue Opportunity Nurture “Red Carpet” Temperature Who is likely to buy? Low" High" Tele- Sales Build Awareness
- 37. We’ve been busy over the last year! —Operationalizing the TAM
- 38. We Segmented and Prioritized 2,000 Systems Infrastructure Engineers High" Quality Who has expertise in skills we need? 1:1 approach Temperature 699 Which prospects are most likely engage? Low" High" 1:Many 35 1:Many 1207 1:Many 59
- 39. 1:1: Red Carpet Highest Priority Hyper personalized – relationships, insights
- 41. NEVER COLD CONTACT ANYONE
- 42. EVER!!…OR YOU FAIL THE IQ TEST!
- 43. 1:Many = Content Strategy
- 44. So what were the results?
- 45. Engineering Pilot Results Most successful recruiter in Systems Infra Engineering 85% response rate via warm intros Enable Eng Recruiting team to set a company record in quarterly hiring results
- 47. Sales Pilot Results 50 Top Sales Execs in Nuture Stage
- 51. Reactive Recruiting Model Keyword Searching Jockey Prioritize the Top of List Cold Outreach See Activity Market Intel Dispersed
- 52. Planful and Prioritized Co-signors Search Once and Manage Prioritize High Fit & Affinity Tailored Outreach See Activity Market Intel Mastered
- 55. Project Catapult Objective Ensure that Talent Acquisition is not a gate to meeting objectives for Engineering ! & Sales over 5 year horizon! !
- 56. Faster Path to Growth Supply Demand Capacity TA Efficiency Accelerators
- 57. Project Catapult Identify business implications 1 Supply ID total TAM for All Roles globally 2 Demand 5 year estimated workforce plan 3 Capacity Estimate TA capacity required 4 Efficiency accelerators
- 58. “TAM” for Every Job “Track” & Level High" Quality Who has expertise in skills we need? 1:Many 1:1 approach Temperature Which prospects are most likely engage? Low" High" 1Many 1:Many
- 59. TA Accelerators Current path Increase social recruiting Use the “TAM” Approach Operational efficiency Change Org Design of BUs Target New geographies Increase campus hiring
- 60. Increase Social Recruiting Increase Campus Hiring
- 61. Manager Impact & Org Design? L&D Impact? Revenue Tradeoffs to Hire Faster Product Roadmap Impact Executive Commitment
- 62. So what?
- 63. Do you know how you impact your company and the talent strategy?
- 65. Recognize the world of talent has changed We solve business problems!!! Data & Knowledge are free Tools & processes are different
- 66. Shift in mindset must happen
- 67. We are business people first
- 68. Never Show Up Without Data
- 69. It is not about you or the TA team
- 70. It is about everyone outside TA
- 71. Mediocrity in Talent Acquisition can not hide
- 72. Don’t do it alone!!
- 74. Or Be Obsolete!!
- 75. This is OUR call to LEADERSHIP