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The Quest to Quantify: Measuring the impact of you talent brand презентация
Содержание
- 1. The Quest to Quantify: Measuring the impact of you talent brand
- 2. To develop a complete mind: Study
- 3. We know that Talent Brand is important
- 4. Candidates tell us it’s important Source: LinkedIn
- 5. But how do you prove your talent brand is important?
- 6. Learn the language Find your partners Measure
- 7. Learn the Language Step One
- 8. Employer Brand n. How
- 9. Talent Brand n. the
- 10. 50% of professionals around the world discover new job opportunities through word of mouth
- 12. Find Your Partners Step Two
- 13. Company brand and talent brand are two sides of the same coin.
- 14. LinkedIn Talent Brand Index Lippincott Customer BrandView
- 16. Measure what Matters Step Three
- 17. However beautiful the strategy, you should occasionally look at the results. Winston Churchill
- 18. Know the goal: Attract Engage Pipeline
- 19. 6.3 million
- 20. Reputation aside, you should know what those
- 21. 4 simple metrics
- 22. Metric 1 Social Media Follower Quality Know
- 23. Track targeted follower change as part of overall follower growth Tips for visualizing your success
- 24. Plot campaigns against key success metrics to see correlation Tips for visualizing your success
- 25. Metric 2 Talent Response Rate If
- 26. Global e-commerce company has huge uptick in response rate from engaged talent
- 27. Tips for visualizing your success Track response
- 28. Metric 3 Applicant quality Who are the
- 29. Stack quality vs. non-quality candidates on a chart Tips for visualizing your success
- 30. Metric 4 Time to hire Your talent
- 31. Tips for visualizing your success Track time
- 32. Bonus Metric New hire alignment Monitor the
- 33. Survey new hires Did their expectations match
- 34. Graph alignment over time, preferably by function Tips for visualizing success
- 35. Seeing poor alignment? Tips on how to
- 36. Step 4 Beware of pitfalls
- 37. Step 5 Get Started Identify a new
Слайд 2
To develop a complete mind:
Study the science of art;
Study the art
Learn how to see.
Realize that everything connects to everything else.
Слайд 3We know that Talent Brand is important
Source: LinkedIn Global Recruiting Trends
Слайд 4Candidates tell us it’s important
Source: LinkedIn Talent Trends Report, March 2014
Reputation as a “great place to work”
Reputation for “great products / services”
Reputation for
“great people”
Reputation for
“being prestigious”
56%
Слайд 6Learn the language
Find your partners
Measure what matters
Beware of pitfalls
Get started
5 Steps
Слайд 9
Talent Brand n.
the highly social, totally public version of your
a significant asset for both hiring/retaining great talent and promoting your corporate image to the market
Слайд 14LinkedIn Talent Brand Index
Lippincott Customer BrandView Index
36%
28%
-6%
10%
High
Low
High
Low
Cumulative Growth in Shareholder Value
Слайд 17However beautiful the strategy, you should occasionally look at the results.
Winston
Слайд 20Reputation aside, you should know what those open roles are costing
What’s your cost of vacancy?
Average Daily Revenue per Lost Employee =
Daily Revenue Lost =
Daily Revenue Lost =
(Total Annual Revenue ÷ # of employees)
250 working days per year
Position’s salary
250 working days
Simple Salary
Multiplier
X
Total Annual Revenue Generated by Position
250 working days
Слайд 22Metric 1
Social Media Follower Quality
Know who your followers are:
Function
Seniority
Industry
Company size
Adapt your
Слайд 23Track targeted follower change as part of overall follower growth
Tips for
Слайд 24Plot campaigns against key success metrics to see correlation
Tips for visualizing
Слайд 25
Metric 2
Talent Response Rate
If you’ve effectively built awareness, you should expect
Company page followers are
81%
more likely to respond to an inMail
Слайд 27Tips for visualizing your success
Track response rate over time to see
As your talent brand strengthens, you should see an increasing response rate from targeted talent pools
13% or below → evaluate your inMail strategy
Слайд 28Metric 3
Applicant quality
Who are the quality candidates for you?
Subjective → What
Good fit for the company
Good fit for the role
Слайд 30Metric 4
Time to hire
Your talent branding activities should build a strong
Company with a strong talent brand on LinkedIn report a
20%
Faster rate of hire
Слайд 31Tips for visualizing your success
Track time to hire as a whole,
Time to hire for engineering roles
Time to hire for engineering vs. all roles
Слайд 32Bonus Metric
New hire alignment
Monitor the authenticity of your talent brand with
Слайд 33Survey new hires
Did their expectations match reality?
Has your experience working here
Scale: 0 (not at all) – 5 (highly matched)
“Please explain why you selected that choice” so you can gain additional insights.
Send 90 days after start
Ensure anonymity for honest answers
Tools like Google Forms or SurveyMonkey are free and easy
Слайд 35Seeing poor alignment?
Tips on how to adjust
You’re not sharing enough
Need to
“You have to embrace who you are, in all its hideousness or all its glory. Because that’s who you want to attract—talent with that shared passion and shared ideology.”
Ed Nathanson - Founder
Red Pill Talent
Слайд 36Step 4
Beware of pitfalls
#1: Forgetting that branding is both a science
#2: Measuring for the sake of measuring
#3: Analysis paralysis
Слайд 37Step 5
Get Started
Identify a new partner
Pick a new metric to incorporate
Start tracking and adjust as needed
