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LinkedIn and Modern Recruiting (B)

LinkedIn and Modern Recruiting (B)

Kathryn Shaw, Debra Schifrin
2015|Case No.HR41B| Length 7 pgs.

This case picks up where “LinkedIn and Modern Recruiting (A)” left off, detailing the company’s innovations in hiring practices, which included its highly effective use of LinkedIn profile and resume data. As part of these innovations, LinkedIn’s talent acquisition team built a new recruiting model, called the Total Addressable Market (TAM) model.  TAM took a page out of sales and marketing models by using data that users provided on LinkedIn, enabling the company to narrow, segment, and prioritize which potential candidates to commit recruiting resources toward.  In addition, the case presents LinkedIn’s diversity scorecard and efforts to date.

Also see HR41(A): LinkedIn and Modern Recruiting (A).

Learning Objective
The objective is for students to evaluate the recruitment techniques of a fast-growing organization and determine the advantages, disadvantages, risks, and potential unintended consequences. Students should also consider which type of company could successfully implement these techniques (and benefit from them), and what the impact on larger workforce issues such as diversity, collaboration, and career advancement might be if this recruiting approach is widely implemented.
recruiting, human resources management, hiring, career advancement, data, diversity, models, organizational design, organizational behavior
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