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Leveraging Data: LinkedIn Recruiter, Jobs,
and Talent Pool Analysis
Tavin Lanpheir
Strategic Recruitment Product Consultant

Nathan Williams
Manager, Global Product Consulting
Data
Use It to Make Better Hiring and Branding Decisions
If you can’t measure it, you can’t manage it.
#intalent
Use of Data Analytics in Recruiting Rising Rapidly
Global average low at 23% but up 8% since 2012

60%

50%

52%

40%

Italy

16%

India

15%

22%

19%

Southeast Asia

15%

29%

Canada

15%

Spain

Netherlands

15%

27%

Brazil

Germany

10%

22%

US

Australia

20%

27%

23% Average

China

UK

14%

30%

France

Nordics

37%

0%

“How well does your organization use data to understand talent acquisition
effectiveness and opportunities?”
#intalent
The Most Successful Employers Use Data To Measure
Their Talent Brands Qualitatively and Quantitatively

Believe organization
utilizes data well to
make hiring decisions

22%

23%

Regularly survey new
hires to understand
brand position

28%

34%

Regularly measure
employer brand in a
quantifiable way

30%

33%
#intalent
Overview of Analytics Available to You
Job Analytics: Understanding who has
viewed your job
Pipeline Analytics: Understanding where
to allocate your resources
InMail Analytics: Understanding your
communications with potential hires
Recruiter Usage: Understanding your
team’s activity
Talent Pools: Identifying your target
#intalent
Let’s Use LinkedIn Data to Plan, Prioritize and
Put Into Practice

Talent
Pools

Plan

Prioritize
Put into
Practice

Pipeline
Analytic
s
Recruiter
Usage

Job
Analytic
s
InMail
Analytics

#intalent
Talent Pool Analysis
Understanding External Talent

Keywords:

“Software Engineer”

Talent Pool = 11,562

#intalent
Talent Pool Analysis
Understanding Internal Talent

=

#intalent
Planning for the Future
Data + CheckIn. Understanding Recruiting Events

=

#intalent
Pipeline Analytics
Understanding Where to Allocate Your Resources
Are you balancing your
recruiting efforts across your
sourcing strategies?
Are you effectively prioritizing
your recruiting activities based
your team’s activity?

1 in 5 accounts
regularly access the Talent
Pipeline Report.
#intalent
Job Analytics
Understanding Who’s Viewed Your Job

Are your jobs targeting the
right audience?
Can you quickly identify
organizations that have
employees actively seeking
your jobs?

1 in 3 accounts
regularly access the Jobs
Report
#intalent
InMail Analytics
Understanding Your Communications With Potential Hires

Are you using templates?
Is talent responding to your
engagement?

1 in 5 accounts
regularly access the InMail
Analytics Report
#intalent
Recruiter Usage
Understanding Your Team’s Activity
Can you uncover users that
may need assistance with
efficient searching?
Do you know when it may be
time to start organizing your
candidates?

1 in 2 accounts
regularly access the
Recruiter Report
#intalent
Recruiter Usage
Download Data Provides Additional Information

Are you utilizing the ability to
do custom ratio analysis?
All Reports Offer
Downloadable Data – Use It!

1 in 14 accounts
regularly download Recruiter
Report Data
#intalent
Putting Data Into Practice

Average Search Alerts Created
Average Search Alerts Active
0.7

0.6

3.5

0.58

0.5

2.87

3

0.43

0.45

0.4

3.01

3.21

2.5

0.32

2

0.3

1.5

0.2

1

0.1

0.5

0

0

0
April

May

June

July

April

May

June

July

Data shows that spacer
users aren’t creating new
search alerts and using about

3 per month when they have
the ability to utilize up to 50#intalent
.
Recruiter Usage
What Do The Terms Used Within Recruiter Usage Reports Mean?

#intalent
Consumption of LinkedIn Data is highly correlated
with better recruiting outcomes (InMail)
20.0%

InMail Response Rate

18.0%

15.2%

16.0%

13.1%

14.0%
12.0%

18.3%

+87%

10.3%

10.0%
8.0%
6.0%
4.0%
2.0%
0.0%
0

1

2

Months Report Viewed

3

#intalent
Consumption of LinkedIn Data is highly correlated
with better recruiting outcomes (InPact)
25%

22%

% Hires InPacted (average)

+59%
19%

20%

16%
15%

14%

10%

5%

0%
0

1

2

Months Report Viewed

3

#intalent
Consumption of LinkedIn Data is highly correlated
with better recruiting outcomes (Job Views)
Job Views per Open Job (average)

250

+21%
208

200

171
150

100

50

0
No

Yes

Viewed Monthly Report?

#intalent
Job Analytics

Pipeline Analytics

InMail Analytics

Recruiter Usage

Talent Pools

Now That You Can Measure, How Will You Manage?
#intalent
Leveraging Data: LinkedIn Recruiter Jobs and Talent Pool Analysis | Talent Connect Vegas 2013

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Leveraging Data: LinkedIn Recruiter Jobs and Talent Pool Analysis | Talent Connect Vegas 2013

  • 1. Leveraging Data: LinkedIn Recruiter, Jobs, and Talent Pool Analysis Tavin Lanpheir Strategic Recruitment Product Consultant Nathan Williams Manager, Global Product Consulting
  • 2. Data Use It to Make Better Hiring and Branding Decisions
  • 3. If you can’t measure it, you can’t manage it. #intalent
  • 4. Use of Data Analytics in Recruiting Rising Rapidly Global average low at 23% but up 8% since 2012 60% 50% 52% 40% Italy 16% India 15% 22% 19% Southeast Asia 15% 29% Canada 15% Spain Netherlands 15% 27% Brazil Germany 10% 22% US Australia 20% 27% 23% Average China UK 14% 30% France Nordics 37% 0% “How well does your organization use data to understand talent acquisition effectiveness and opportunities?” #intalent
  • 5. The Most Successful Employers Use Data To Measure Their Talent Brands Qualitatively and Quantitatively Believe organization utilizes data well to make hiring decisions 22% 23% Regularly survey new hires to understand brand position 28% 34% Regularly measure employer brand in a quantifiable way 30% 33% #intalent
  • 6. Overview of Analytics Available to You Job Analytics: Understanding who has viewed your job Pipeline Analytics: Understanding where to allocate your resources InMail Analytics: Understanding your communications with potential hires Recruiter Usage: Understanding your team’s activity Talent Pools: Identifying your target #intalent
  • 7. Let’s Use LinkedIn Data to Plan, Prioritize and Put Into Practice Talent Pools Plan Prioritize Put into Practice Pipeline Analytic s Recruiter Usage Job Analytic s InMail Analytics #intalent
  • 8. Talent Pool Analysis Understanding External Talent Keywords: “Software Engineer” Talent Pool = 11,562 #intalent
  • 9. Talent Pool Analysis Understanding Internal Talent = #intalent
  • 10. Planning for the Future Data + CheckIn. Understanding Recruiting Events = #intalent
  • 11. Pipeline Analytics Understanding Where to Allocate Your Resources Are you balancing your recruiting efforts across your sourcing strategies? Are you effectively prioritizing your recruiting activities based your team’s activity? 1 in 5 accounts regularly access the Talent Pipeline Report. #intalent
  • 12. Job Analytics Understanding Who’s Viewed Your Job Are your jobs targeting the right audience? Can you quickly identify organizations that have employees actively seeking your jobs? 1 in 3 accounts regularly access the Jobs Report #intalent
  • 13. InMail Analytics Understanding Your Communications With Potential Hires Are you using templates? Is talent responding to your engagement? 1 in 5 accounts regularly access the InMail Analytics Report #intalent
  • 14. Recruiter Usage Understanding Your Team’s Activity Can you uncover users that may need assistance with efficient searching? Do you know when it may be time to start organizing your candidates? 1 in 2 accounts regularly access the Recruiter Report #intalent
  • 15. Recruiter Usage Download Data Provides Additional Information Are you utilizing the ability to do custom ratio analysis? All Reports Offer Downloadable Data – Use It! 1 in 14 accounts regularly download Recruiter Report Data #intalent
  • 16. Putting Data Into Practice Average Search Alerts Created Average Search Alerts Active 0.7 0.6 3.5 0.58 0.5 2.87 3 0.43 0.45 0.4 3.01 3.21 2.5 0.32 2 0.3 1.5 0.2 1 0.1 0.5 0 0 0 April May June July April May June July Data shows that spacer users aren’t creating new search alerts and using about 3 per month when they have the ability to utilize up to 50#intalent .
  • 17. Recruiter Usage What Do The Terms Used Within Recruiter Usage Reports Mean? #intalent
  • 18. Consumption of LinkedIn Data is highly correlated with better recruiting outcomes (InMail) 20.0% InMail Response Rate 18.0% 15.2% 16.0% 13.1% 14.0% 12.0% 18.3% +87% 10.3% 10.0% 8.0% 6.0% 4.0% 2.0% 0.0% 0 1 2 Months Report Viewed 3 #intalent
  • 19. Consumption of LinkedIn Data is highly correlated with better recruiting outcomes (InPact) 25% 22% % Hires InPacted (average) +59% 19% 20% 16% 15% 14% 10% 5% 0% 0 1 2 Months Report Viewed 3 #intalent
  • 20. Consumption of LinkedIn Data is highly correlated with better recruiting outcomes (Job Views) Job Views per Open Job (average) 250 +21% 208 200 171 150 100 50 0 No Yes Viewed Monthly Report? #intalent
  • 21. Job Analytics Pipeline Analytics InMail Analytics Recruiter Usage Talent Pools Now That You Can Measure, How Will You Manage? #intalent