Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools. Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj

1. LinkedIn on LinkedIn:
Shaping the Future of Talent Acquisition
Brendan Browne
Shannon Benjamin
Director, Global Talent Acquisition
Director , Sales & International TA

2. Storytime…
#intalent

3. The World of Recruiting…Across Most Companies





Data availability and transparency has changed everything
We know more about talent & candidates than ever before
No one has fully maximized the value of the data and created massive
recruiting leverage
Low value order takers prevail
Recruiting is not run like a business & getting a job in recruiting is „easy‟
#intalent

4. #intalent

5. I am going to nail this
presentation…I am going
to revolutionize recruiting
2010
#intalent

6. 2010
#intalent

7. Data Driven Predictive Recruiting
-Predictive
-Connection graph
-Predictive
Research
-Org Mapping
-Recruitment
Insights
-Othello
-ID Fast Risers
-Referral Engine
candidate
engagement
plan created
and executed
-Massive
leverage
realized
2010
#intalent

8. The Way We Will Change the Game
“I skate to where the puck is going to be, not
where it has been.”
2010
#intalent

9. Enough vision…we need engineers!!!!
#intalent

10. The Opportunity
The recruiting organization who figures out how to extract
the value of the web‟s people data and how to then build
a recruiting team model to operationalize this @ scale
will define the future of talent acquisition.
#intalent

11. #intalent

12. Using Data to Set Expectations…
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

13. Search Results
 Initial Search = 7
 Remove Recommendation = 19
 Remove Years in Position = 71
 Remove Company Type = 82
 Remove Company Size = 126
#intalent

14. Data Center Operation
Manager
Current LinkedIn
Previous Google
#intalent

15. Progress but…
NOT A PLATFORM & NOT SCALABLE
#intalent

16. Identifying Candidates Is Not the Challenge
#intalent

17. Data for Supply & Demand
Total Talent Pool
479,489
#intalent

18. The Where:
Big Markets vs. Hidden Gems
(based on LinkedIn recruiter contact Feb-Aug 2012)
#intalent

19. More progress but…
NOT THE PLATFORM

20. Addressable Market
The size of the talent pool that has the capabilities &
experiences to meet your business‟s talent requirement.
#intalent

21. Operationalizing the addressable
market is the challenge
#intalent

22. #intalent

23. Addressable Market End-to-End Process
Identify
characteristics of
internal groups
Define
characteristics
of AM
Build
AM
Refine
& review
AM
Go or
no go?
1-5 days for smaller markets, 1-2 weeks for larger markets
Segment
& Prioritize
AM
1:1 approach
1:Many approach
Do nothing
1-2 weeks
#intalent

24. Data at Every Step:
Start by taking stock of the talent already in your organization
iOS Development
25
Objective C
20
Node.js
16
Android SDK
15
Internal Talent
Mobile UX
8
#intalent

25. Data at Every Step:
What are the characteristics of developers in the team today?
 Software engineers
 Experienced in
MySQL, Hadoop, or NoSQL
Internal Talent
 Likely have worked at
xyzCo, or Acme Software
Corp
 From CMU, Berkely, UIUC
#intalent

26. Data at Every Step:
Define and Refine Target with Leaders
Company
Company
Size
Industry
Connections
Function
Occupation
Title
Group
Federation
Seniority
Geo
Group
Membership
#intalent

27. So what?

28. Can you answer
questions like this?

29. #intalent

30. In Sales and Marketing
High
Nurture
“Red Carpet”
Build
Awareness
Tele-Sales
Size of Prize
How Big?
Low
High
Temperature
How Likely?
#intalent

31. In Recruiting
High
Nurture
Quality
Who has
expertise we
need?
“Red Carpet”
1: Many
1:1
Build
Awareness
1: Many
Outreach
1: Many
Low
High
Temperature
Which prospects are most likely engage?
#intalent

32. 1:1, Red Carpet – Highest Priority
Hyper personalized – relationships, insights
#intalent

33. 1:Many – Next Priority
Followers are…
Engaged
Focused
Promoters
71%
80%
61%
are interested in
opportunities
follow up to 6
companies
will promote your
brand
Leverage the Opportunity
#intalent

34. Follower Ecosystem – Our Content Channel
Add Warmth with Targeted Status Updates, Content Shares
#intalent

35. 1:Many – Leveraging Media
Picture Yourself at xyzCo
Eric Robertson
Product Manager at xyzCo
#intalent

36. How are we applying the Method?
#intalent

37. Pilot: 2,000 Systems Infrastructure Engineers
High
1207
699
Nurture
1: Many
Quality
“Red Carpet”
1:1
Build
Awareness
1:Many
Outreach
1:Many
Who has expertise
we need?
58
Low
34
High
Temperature
Which prospects are most likely engage?
#intalent

38. Early Returns From the Pilot
Targeted updates
#intalent

39. Follower Trend
Oct 1 2013: Total Followers
1st Degree Connections of Total Followers
534,675
276,314,657
10x more likely to share content
#intalent

40. Future, are we there yet? Getting closer…
#intalent

41. We‟ll know we‟ve operationalized when get to After…
Before
After
Reactive Recruiting Model
Planful and Prioritized Co-signors
Keyword Searching Jockey
Search Once and Manage
Prioritize the Top of List
Prioritize High Fit & Affinity
Cold Outreach
Tailored Outreach
See Activity
See Activity
Market Intel Dispersed
Market Intel Mastered
#intalent

42. Shift in Mindset Must Happen
New Role:
Talent Market Strategist
Use the
Framework
Social
Recruiting
Create
Engagement
#intalent

43. #intalent

44. Three To Dos:
 Understand the world has changed
 Test drive addressable market & segmentation
on one of your critical Talent Pools
 By Jan 1st walk into your exec‟s office with a
Segmented and Prioritized addressable market
#intalent

45. This is OUR opportunity as TA leaders

46. It‟s a choice!