Data can strengthen your recruiting success. From Talent Connect Vegas 2013, LinkedIn's Tavin Lanpheir and Nate Williams cover various reports available to you in LinkedIn Recruiter and review recent talent pool analysis. Find all LinkedIn Talent Pool Reports here on SlideShare: http://slidesha.re/15ryPlr Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj 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

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