Talent Analytics ERE 2015
- 1. Talent Acquisition Analytics Rob McIntosh Chief Analyst ERE Media, Inc.
- 2. “Without data, you are blind and deaf and in the middle of a freeway.” – Geoffrey Moore
- 3. Most Talent Acquisition Functions are still blind and deaf
- 4. 2015 State of Talent Acquisition Survey (2,400+ TA leaders/Recruiters) Question: What Metrics Doesn’t get Tracked or Measured in Your Organization?
- 5. Question: What Metrics Doesn’t get Tracked or Measured in Your Organization? Diversity Hires = 31%
- 6. Question: What Metrics Doesn’t get Tracked or Measured in Your Organization? Cost Per Hire = 32% Diversity Hires = 31%
- 7. Question: What Metrics Doesn’t get Tracked or Measured in Your Organization? Cost Per Hire = 32% Diversity Hires = 31% Candidate Satisfaction= 44%
- 8. Question: What Metrics Doesn’t get Tracked or Measured in Your Organization? Cost Per Hire = 32% Diversity Hires = 31% Candidate Satisfaction= 44% Quality of Hire = 46%
- 9. But there is a Silver Lining…..
- 10. 52% plan on using an analytics solution and 39% plan on benchmarking their Metrics in the next 18 months
- 11. Predictive Analytics But we still have Roadblocks
- 14. Speed Quality Productivity Cost Time to Accept (TTA) First Year Quality (FYQ) Productivity Per Recruiter (PPR) Recruiting Resources Cost to Acquire (CTA) Time to Start (TTS) Offer Acceptance Rate (OA) Hires Per Recruiter (HPR) Recruiting vs Business Consideration (RvB) Submittals to Business Acceptance Percentage (SBA) Source of Hire (SoH) Source of Application (SoA) Italics = 2016+ Metrics Submittals to Hire Ratio (SHR) Candidate Interviewed Declined Reasons (CIDR) Time in Workflow Stage (TWS) Hiring manager & Candidate satisfaction Req Cancellation Rate (RCR)
- 15. We need to be better story tellers of the data
- 16. “In Tell to Win, Peter Guber masterfully demonstrates that telling purposeful stories is the best way to persuade, motivate, and convince who you want to do what you need”. PRESIDENT BILL CLINTON
- 18. 1. Problem we/you are trying to solve 2. Benefit we will get from solving this problem 3. How you are progressing against the plan to solve it (on track/off track) 4. The issues causing you to be off track 5. What are you doing about resolving the issues that get you back on track, and by when 5 Simple Story Telling Rules
- 20. Most Recruiting Metrics are still about looking in the rear view mirror
- 21. Predictive analytics is the practice of extracting information from existing data sets in order to determine patterns and predict future outcomes and trends
- 22. 100:1 30:1 10:1 8:1 3:1 1:1 Full Funnel Throughput (FFT) Applications Recruiter Screens Hire HM Accepts Final Interviews Submittals
- 23. 100:1 30:1 10:1 8:1 3:1 1:1 Full Funnel Throughput (FFT) Tele-Sales Java Developers Job Families Store Mgr’s 55:1 30:1 100:1
- 24. 100:1 30:1 10:1 8:1 3:1 1:1 Alert 20 more Quality Candidates needed this week to fill the 5 Tele-Sales positions by end of the month Full Funnel Throughput (FFT)
- 25. Speed Quality Cost Req Load Predictive Metric Causality Example Better Quality impacts longer hiring times and increases cost
- 27. • trending reports • detailed projections • draws from historical data • automated generation • visual
- 29. ERE Benchmarking Metrics Solution Context Real Data from ATS’s Confidential & Secure Data Online Tool Actionable Insights
- 31. Filters are the key to actionable insights
- 32. Josh JonesGene BrownJohn Ricciardi ERE’s Benchmarking Good Guys
- 34. A Staffing.org CEO Survey rated new hire quality as the #1 most important performance metric out of 20 possible metrics. It was rated 9.6/10
- 35. Question: What Metrics Doesn’t get Tracked or Measured in Your Organization? Quality of Hire = 46% 2015 State of Talent Acquisition Survey
- 36. Employee’s get headhunted away…. Poor onboarding experience…. Poor employee performance…. Employee’s get reassigned…. Bad career manager…. Not a cultural fit… Boring work…. Etc..
- 37. Hiring Manager & Peer Surveys New Hire Performance New Hire Promotions New Hire Attrition Submittal Acceptance % from the Business Employee Pulse Surveys (New Hires) Measurements
- 39. Quality of Hire (QoH) = (APR + AE + HMS + ER) / N APR = Avg. Performance Rating for new employees in first 12 months AE = Employee Performance as a % of Achieves Expectations of performance in first year. HMS = Annual Hiring Manager Survey Q:“Overall quality of New Hires” ER = % of Employee Retention first 12 months of employment. N = Number of indicators used. APR= 68% + AE= 94% + HMS= 80% + ER= 90% / N = 4 QoH = 83%
- 41. QoH
- 42. Data Compression & Perception Highest = 83% Lowest = 62% Performance Management New Hires QoH
- 44. Number of candidates submitted to the business that they accept as a % (Recruiter Accountability) + % of candidates employed (Retention) in their first 12 months of employment (Business Accountability) divided by these two data points. 1 2
- 45. 1,000 Submittals 800 Acceptances 80% First Year Retention 90% + Two Data Points (80% & 90%) = 85% First Year Quality (FYQ)
- 46. Q1 Q4 Top Performing Quartile Bottom Performing Quartile Your Company
- 47. Q1 Q4 Top Performing Quartile Bottom Performing Quartile Your Company Benchmarking Filters
- 48. Q1 Q4 Top Performing Quartile Bottom Performing Quartile Your Company
- 49. What have we learned so far about TA Metrics and Advanced Analytics? ‘Hundreds of conversations ranging from Fortune 100 to 2,000 people organizations across multiple industries’.
- 50. 10% 40% 50% Get it ! Not sure how, but want to learn Not Interested or Clueless
- 51. - Still multiple versions of the Truth - Companies all over the map with how they use ATS’s (or Don’t) - Some ATS’s are just plain useless in their functionality
- 53. TA leaders love metrics that help educate the business on what is not broken. Example: