Jennifer Shappley Director, Talent Acquisition, LinkedIn

How LinkedIn Used Data to Drive Recruiting Efficiency

 Chris Pham Data Scientist, LinkedIn

How LinkedIn Used Data to Drive Recruiting Efficiency

•  The analytics performed to estimate hires•  How we achieved alignment between

Recruiting, HR, and Finance•  How we held Recruiting accountable•  Impact and lessons learned•  Q&A

Agenda

LinkedIn operates the largest professional network on the internet

450M+ members around

the globe

+2 new members

per second

10K employeesworldwide

30 cities around

the globe

45% headcount growth

rate per year

Headcount Plan is finalized

Visualization shown is for illustrative purposes only

With timing of budget planning cycles, Recruiting is never in line with business demand

How does Recruiting become more strategic when it comes to meeting hiring demand?

Forecasting hires and staffing Recruiting teams accordingly

Workforce Plan -forecasting hiring demand-

Incremental Hiring Backfill Hiring “Ripple” Effect

FP&A Incremental Headcount Plan

Org Shape

Incremental Hiring by Level!

Attrition Rates

Transfer Probabilities

PromotionRates

Probability ofInternal Transfer

(r)

1

Adjusted Backfill!Hiring by Level!

Backfill Hiring!By Level!

( 1 - r )________

Forecasting hires and staffing Recruiting teams accordingly

Capacity Plan -determining people needed to meet targets-

Seasonality

Incremental Headcount by Month

Historical seasonalityof terminations

18 sub-BUs and 5 regions

Total hiring by BU, Region, Level and !

Month!

Recruiting Resources

Recruiter Productivity(hires per month)

Support Ratios

Manager Span of Control

Talent Acquisition!Headcount!

Forecasting hires and staffing Recruiting teams accordingly

Incremental Hiring Backfill Hiring “Ripple” Effect

FP&A Incremental Headcount Plan

Org Shape

Incremental Hiring !by Level!

Attrition Rates

Transfer Probabilities

PromotionRates

Probability ofInternal Transfer

(r)

1

Adjusted Backfill!Hiring by Level!

Backfill Hiring!By Level!

( 1 - r )_________

Backfill Hiring “Ripple” Effect Seasonality Recruiting Resources

Incremental Headcount by Month

Historical seasonalityof terminations

18 sub-BUs and 5 regions

Total hiring by BU, Region, Level and

Month!

Recruiter Productivity(hires per month)

Support Ratios

Manager Span of Control

Talent Acquisition!Headcount!

Workforce Plan Forecasting hiring demand

Capacity Plan Determining people needed to meet targets

NAPKIN

How do we enforce operational excellence and accountability?

Meet Regularly

Drive Alignment

Adjust as Needed

A new operational framework between Analytics & TA Leadership

Check your Assumptions

•  TA lead & Analytics partner meet monthly to review resourcing and attainment to plan

•  Review demand

•  Is attrition what we expected?

•  Did we accurately plan for

demand?

•  This will be a dynamic process – review regularly and make necessary adjustments

•  Partner with Analytics to

recalibrate model based on actual outcomes

•  Ensure you’re aligned with your business leaders

•  Regularly sync with Finance

and Human Resources

Involving the right Stakeholders

Talent Acquisition HR Business Partner

Finance Business Leader

Capacity of TA team, insight into employment trends

Insight into workforce trends, attrition and organizational

changes

Timing of hires to align with budget

Where will the team be growing? What skillsets will be needed in

the future?

TalentAnalytics

95% of actual hires were accurately predicted by our model

13% of our annual budget was given back to the business

•  The modeling done would’ve been useless if we hadn’t turned it into an actionable plan

•  Recalibrating the model when necessary

•  Transparency of data across all recruiting teams to break down silos in how teams managed productivity and performance

•  Buy-in is hard

•  Don’t wait for the stars to align

•  You don’t need perfect data quality, or complex tools, or even an analytics team

Lessons Learned