USING DATA TO SAY YES!Using big data to help you bring an positive.

Mark Broadfoot

"YES! ALLOWS FOR AN POSITIVE EXCHANGE"

▪ Having the right background in the interview room

▪ Less Interviewing – More Hires

▪ Going to the right schools for your needs

Students talk, what are they saying about you? Make sure the exchange they have is positive

SUCCESS RATES

▪ Do you know your interview success rate?

▪ Do you know your intern offer acceptance percentage?

▪ Do you know your full time hire acceptance ratio?

▪ Do you know your schools success numbers?

▪ Do you know? - These can be any questions, let the data answer!

WHERE TO INTERVIEW? University of Texas Tier 1

Georgia Technical UniversityTier 2

UT – 147 Hires in 5 years - UT has a consist hire of 30 per year, this is sure to be the same this next year.

Georgia Tech – 20 Hires in 5 years – GT has been up and down over the last 5 years, so looking at the hires gives you an idea of how to set up for the fall. The average is 4, so let’s use that number for the path forward.

HOW MANY TO INTERVIEW?

Tier 1 School – University of Texas

Average per year is 30, we need to interview 90 students to meet our 1/3 success rate.

Hour interviews, we need 15 rooms total to get them all interviewed ( 90 / 6 ) = 15

Let’s do two days of interviews, that comes out to 7 one day, 8 the other or just go with 8 per day. (96 interviews )

One on one interviews, we need 8 interviewers per day.

Tier 2 School – Georgia Tech

Average per year is 4, so we need to interview 12 students to meet our 1/3 success rate

Hour interviews, we need 2 rooms total to get them all interviewed

We can do one day of two rooms, or 2 days of one room.

Depends on your choice of how, but no more then 2 interviewers

WHOM TO INVITE – TEXAS DATA

18 – Petroleum Engineering15 – MIS15 – Mechanical Engineering12 – Geology/ Geophysics (15 / 4 yrs) 9 – Chemical Engineering9 – Finance9 – Computer Science ( 5 in two years )9 – Mix of other needs96 – Total Interviews

THE POSITIVE • You are only bring interviewers you need,

they feel their time was used wisely.• You are not over interviewing, more positive

outcome for those in the room.• Less money spent on travel or other

expenses related to interviewing.

When you over interview, you are sending out more rejections, you are pushing a negative message “You Do Not Hire”

When more students have a positive experience and a greater number are hired, your reputation on campus is, you HIRE! - That image grows and more qualified students apply / present themselves over time.

WHERE TO GO FOR SUCCESSNumbers can tell us about success, where is our time best used, whom accepts are offers. It can tell you also, where do I need to grow my brand. Do not guess, KNOW

Maybe your looking for a starting point on what schools to keep, whom to cut or whom do we spend more money. Your success and decline rates can help with that decision.

Fighting the “Alumni issues” is easier with data. Why spend X number of dollars at one school when I can spend a 1/3 and twice the hires elsewhere.

OFFER ACCEPTANCE RATESchools Texas Rice Texas A&M Houston OU Tulsa Rutgers PSU TotalsFull Time Interviews 16 3 8 3 4 5 39Successful on campus 15 2 6 2 4 5 34 87%Declines on Campus 1 1 2 1 0 0 52nd Round Offered 7 2 4 2 4 4 232nd Round Interview 2 0 3 2 3 4 142nd Round Declined us 5 2 1 0 1 0 9Declined at 2nd Round 1 0 2 1 1 2 7Full Time Offers 1 0 1 1 2 2 7Full Time Declined us 0 0 0 0 1 1 2Full Time Accepted 1 0 1 1 1 1 5Percent of Acceptence 100.00% 100.00% 100.00% 50.00% 50.00% 71.43%

Intern Interviews 35 13 18 28 22 5 7 18 146Successful on campus 24 11 13 20 17 3 4 8 100 68%Declines on Campus 11 2 5 8 5 2 3 10 46Intern Offers Made 12 6 11 9 10 3 2 4 57Intern Offers Accepted 6 5 4 7 6 1 2 3 34Offers Declined 6 1 7 2 4 2 0 1 23Percent of Acceptence 50% 83% 36% 78% 60% 33% 100% 75% 59.65%

2014 % to Accept Internship 40% 50% 40% 58% 50% 50% N/A 40% 52%

USE YOUR DATA TO FIND THE POSITIVE. YOU JUST HAVE TO START