how linkedin recruits with data | brendan browne's sourecon presentation on data driven...
TRANSCRIPT
Data Driven Recruiting
#intalent#SourceCon
#intalent
#intalent
Recruiting Has Changed
#SourceCon
#SourceCon
#intalent
The recruiting organization that figures out how to extract
the value of the web’s people data and build a recruiting
team model that operationalizes at scale
will define the future of talent acquisition
The Opportunity
#SourceCon
#intalent
Making a plan
#intalent
2010
I am going to nail this
presentation…I am
going to revolutionize
recruiting!
“I skate to where the puck
is going to be, not where
it has been.”
The way we will change the gameData driven predictive recruiting
#SourceCon
#intalent
Enough vision,
we need
engineers
#intalent
Making a plan
(again)
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Use data to build credibility
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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
Using Data To Set Expectations
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Initial search: 7
Remove recommendation: 19
Remove years in position: 71
Remove company type: 82
Remove company size: 126
Expectations Are High & Results Fall Short
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The Where: 475K+ Software Engineers in US
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#intalent(based on LinkedIn recruiter contact Feb-Aug 2012)
The Where: Big Markets vs. Hidden Gems
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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
.
The Where & Some Why: NYC Has 33% More
Supply & Less Demand Than Seattle
#SourceCon
#intalent
Seattle
New York
(word size represents skill frequency)
The Where & Why: Skill Mix By City
#SourceCon
#intalent
Manager and Above
9.6%
Manager and Above
6.9%
The Where & Why: NYC Has More Senior &
Management-Level Talent
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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
The Why: ABC Co Is More Connected In Seattle
With 618 Employees Connected To 2,255
Engineers
#SourceCon
#intalent
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
“Connectedness” Matters
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The Why: Talent Flows – Winning Or
Losing?
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The Where
+ Hidden Gems
Connectedness
Matters
Skills &
SeniorityWin/Loss Rate
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In sales and marketing
$
Dollars to spend
Affinity
Which prospects are most likely engage?
Low
High
High
Tele-Sales
“Red Carpet”Nurture
Build
Awareness
1:1 approach1:Many
6991207
1:Many
58
1:Many
36
2,000 Systems Infrastructure Engineers
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1:Many = World-Class Consumer Marketing
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Most Successful Systems Infra & Data Recruiter
Most Successful Quarter in Eng Recruiting
3X increase in
candidate response
rate
Highest
conversion rate of
applicant to onsite
Highest
conversion rate of
applicant to offer
8:1vs13:1
TAM 1:Many
served LI content
more likely to make
it to onsite vs. other
applicants
Key Lever For Driving Efficiency & Reducing Hours
Eng SI Pilot Results
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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
#SourceCon
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Lead
with data
Operationalize
and iterate
Don’t do
it alone
#intalent
Realize and internalize the world of talent has changed
Test drive addressable market & segmentation on one of
your critical talent pools
Assess whether you and your team are ready to transform
Three To Dos
#SourceCon
#intalent
lucky day!yourThis is
#intalent
yourToday is our opportunity!
2016