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.

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

6. Talent acquisition leaders believe
their organization utilizes data well
to make hiring decisions

7. Plan
Prioritize
Partner
using talent
pool analysis
engaged talent and
measure your talent brand
with the business

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

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

17. We are a big bank!
Market cap
Employees
Profit per day

18. Different fields
Industries
Cultures
Diversity
Innovation
New Ideas

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%

23. Think about recruiting like sales & marketing
23

24. Data helps us position our message

25. Measure our outcomes & benchmark results against industry
% of women in leadership roles
40%
36%
35%
33%
30%
24%
Westpac
Banking
Insurance
Financial
Services
Management
Consulting
Investment
Banking

26. Based on the data, there are 3 steps:

27. Plan
Prioritize
Partner
using talent
pool analysis
engaged talent and
measure your talent brand
with the business

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

33. Talent Brand Index
How attractive you are
to prospective candidates

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

35. 25,000,000,000
interactions between members and companies on LinkedIn

37. 1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20

39. Plan
Prioritize
Partner
using talent
pool analysis
engaged talent and
measure your talent brand
with the business