This presentation covers how you can use data to plan using talent pool analysis, prioritise by measuring your talent brand, and help you become a strategic partner to the business, sharing some details from Charlie Milne’s work building a data-driven talent acquisition organisation at Westpac, a top Australian bank, along with other real-life examples.
HomeRoots Pitch Deck | Investor Insights | April 2024
By the Numbers: Leveraging LinkedIn Data to Become a Strategic Talent Advisor I Talent Connect London 2013
1. By the Numbers: Leveraging LinkedIn
Data to Become a Strategic Talent Advisor
Charlie Milne
Richard Hutchinson
James Raybould
Will Hamlin
Head of Strategic
Sourcing, Westpac
Sourcing Channel
Manager, Home Retail
Group
Director of Insights,
LinkedIn
Insights Manager,
LinkedIn
8. Use data to set expectations with hiring managers
9. If Westpac was hiring in the UK
Private Banker
London, United Kingdom
More than 10 years
VP
MBA
10. You can then map on the demand for talent
Recruiter can show
supply of talent
Demand
Now we can look at
demand for talent
London
Birming
-ham
Leeds
This helps identify
markets for talent
Supply
11.
12.
13. 1. Java Development
2. Brand Strategy & Management
3. Corporate Finance
4. Ecology & Environmental Science
5. Renewable and Sustainable Energy
6. Corporate Law
7. Non-profit, Fundraising, and
Grantmaking
14.
15.
16.
17. We are a big bank!
Market cap
Employees
Profit per day
19. There are 3x more men than women in leadership roles
Percentage of female leaders by years of experience in Australia
40%
36%
32%
35%
29%
30%
25%
25%
21%
20%
18%
16%
13%
15%
10%
5%
0%
5
10
15
20
25
Years of experience
30
35
40
20. The fin svcs industry is particularly challenging
Male dominated
Low penetration
Moderate penetration
Members in leadership
50k
Finance
& Ins.
Tech
-Software
20k
Prof
services
Architect
& Eng.
10k
Media
& Ent.
Manufacturing
5k
Gov/Ed
/Non-p
Retail/
Consumer
Health
& Pharm
Oil
& Energy
Aero
& Auto
2k
Telecom
TechHardware
1k
0%
5%
10%
15%
20%
25%
% of female leaders
30%
35%
40%
21. The improved data helps us understand the
opportunity to retain as well as attract
Female leaders – hires and departures
Hires
Departures
22. We looked at what women are looking for in the workplace
33%
Company values employees contribution
Flexible work arrangements
Relationships with colleagues
Cultural Fit
29%
32%
33%
30. Talent Brand reach
How many professionals are familiar with you as an employer?
Viewing
employee profiles
Connecting with
your employees
31. Talent Brand engagement
How many professionals are interested in you as an employer?
Engaging
with jobs
Following
your company
Researching
your company
32. The result is your Talent Brand Index
Talent Brand engagement
=
Talent Brand reach
34. Compare your Talent Brand Index against your peers
19%
18%
16%
12%
10%
8%
A
Home
Retail
Group
Employer of choice
B
C
D
8%
E
F
Weaker employer brand
of 7 companies