HEALTH WEALTH CAREER

MAKING THE CASE FOR DATA DRIVEN TALENT RECRUITMENT

BARB MARDER, SENIOR PARTNERINNOVATION TEAM LEADER

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WHAT YOU WILL ENJOY TODAY

• Insights into global trends in talent acquisition

• Company recruitment challenges to attract and retain top talent

• Innovative strategies to improve your talent pipeline

• Employer branding strategies

• Using predictive hiring models to improve talent acquisition metrics

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TODAY’S FEATURED SPEAKER

Nancy has over 25 years of employee health and wellness benefits experience, including 11 years at Mercer, several years as a partner at another major global HR consulting firm, key leadership at a wellness start-up, wholly-owned by a major health system and leading global wellness at a F500 company.

Nancy KingslandHealth and WellnessPRO

Prior to his role, Amit was a Heath and benefits consultant where he helped clientson various topics such as the Affordable Care ace (ACA) Regulations, annual market trends and benefit strategies.

Amit LounganiBarb Marder

Barb Marder is a Senior Partner of Mercer and is the Global Innovation Leader for Mercer’s Talent business. Barb’s responsibility is to oversee an innovation team and create a new offering for Mercer in the talent acquisition space. Barb has led the innovation team from idea generation to product development to commercialization of the Mercer’s new offering. As a result of her innovation work, Barb has been recognized as a thought leader on talent acquisition innovation with a specific focus on new, data-driven Predictive Hiring technologies.

Before this role, Barb led Mercer’s Global Mobility practice and before that she led two global businesses for Mercer’s Retirement segment – Global Defined Contribution Consulting and International Benefits Consulting. Barb has more than 30 years of experience in all aspects of Talent and Retirement programs.

© MERCER 2016 4Source: CEB/ LinkedIn 2015 global recruiting trends

TRENDS AROUND THE GLOBEIMPROVED CANDIDATE AND JOB MATCHING REMAINS A TOP PRIORITY

SOCIAL: Expanding the talent pool;accessibility to candidates

MOBILE: Increased focus on

candidate experience

MACHINE LEARNING ALGORITHMS:

Better matching between candidates and jobs

BIG DATA: Predictive hiring; data-

driven recruiting processes

DIGITALMARKETING:

introduction of consumer marketing principles;

candidate segmentation and messaging

EMPLOYERBRANDING:

Predominantly through social media

DIVERSITYRECRUITING:

Priority for larger organizations

GAMIFICATION

Candidate centric, instant gratification, millions of

data points

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NEED HELP FINDING TALENT?

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COMPANY RECRUITMENT CHALLENGES

ASSESSING QUALITY (TECHNICAL AND NON TECHNICAL SKILLS) OF CANDIDATES

UNABLE TO QUICKLY AND EFFECTIVELY SORT

EMPLOYER BRANDING & RECRUITINGINABILITY TO CONVEY EMPLOYEE VALUE PROPOSITION

EXPANDING THE TALENT POOL LACK OF QUALIFIED, DIVERSE CANDIDATE PIPELINE,

RECRUITMENT BRANDING

INTERNAL MOBILITYLACK OF VISIBILITY OF INTERNAL ROLES

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INNOVATIVE STRATEGIES TO BUILD YOUR TALENT PIPELINEBRAND AND RECRUITING STRATEGY

Let your current employees tell candidates what your brand means to them!• Brand ambassadors, videos of employee testimonials, office space, company culture• Daily newsletters or articles to engage candidates• Candidate communities• Social media and blogs

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INNOVATIVE STRATEGIES TO BUILD YOUR TALENT PIPELINELEAVE A POSITIVE EXPERIENCE WITH EVERY CANDIDATE

Turning negatives into positives – Instead of creating brand bashers, you’re creating brand evangelists. 218 “Silver Medalists,” who received a thank you / consolation prize – rather than 218 freshly disappointed candidates who let loose on social media.

• Strengthen and protect your brand

• Keep candidates interested in future opportunities

• Give your talent community good reason to continue advocating for your brand

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STREAMLINE AND ENHANCE EMPLOYEE REFERRAL PROGRAMSUTILIZE SOCIAL MEDIA AND GAMIFICATION TO INCENTIVIZE EMPLOYEE REFERRALS

Use dashboards, points, leaderboards, badges and progress bars to encourage repeat use • Tap into employee social media connections/networks• Track status of referral and associated incentives• Display job descriptions

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IN THE PRESS

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COGNITIVE PROFILING AT THE FOREFRONT OF HIRING

“Becoming a great performer is becoming less about what you know and more about what you’re like”- Fortune, 2015

“Empathy is the critical 21st century skill”

- Meg Bear, Group VP Oracle

“Ask employers which skills they’ll need most in next 5 – 10 years – relationship building, teaming, co-creativity, manage diverse employees…” - Oxford Economics research

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JOB SEEKERS PLAY NEUROSCIENCE GAMES AND ARE MATCHED TO CAREERS AND COMPANIES

WHAT IS YOUR CAREER DNA?

PLAY GAMES

MATCH TO CAREERS AND JOBS

Sales

You

HR

Call Center

Financial Analyst

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WHAT IS A NEUROSCIENCE GAME?SERIES OF SHORT, FUN GAMES THAT TAKE ABOUT 25 MINUTES TO COMPLETE

Balloons – choose to pump the balloon and risk the balloon or stop and collect money Eyes– select the emotion expressed by eyes

Trait - Risk Learning from High Risk Situations Trait - Emotion Identification from Eyes

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Risk profile

Reward sensitivity

Perseverance

Emotional sensitivity

Emotional identification

Creativity

Trust

Altruism

Tolerance for ambiguity

Ability to delay gratification

Learning from feedback

Learning from mistakes

THE GAMES INSTANTLY IDENTIFY OVER 90 UNDERLYING TRAITS THAT PREDICT FIT

Processing speed

Continuous attention

Impulsivity

Working memory

Memory span

Cognitive flexibility

Pattern recognition

Ability to avoid distraction

Cognitive control

Planning

Sequencing

Learning

COGNITIVE TRAITS EMOTIONAL TRAITS

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MATCHING BASED ON ACTUAL BEHAVIORS INSTEAD OF KEYWORDS FROM A FUZZY JOB DESCRIPTION

• Excellent written and verbal communication skills to effectively interact with customers.

• Excellent organizational and time-management skills to handle multiple tasks.

• Detail oriented to ensure accuracy. • Above average problem solving skills to resolve

customer service issues. • Basic computer skills and the ability to navigate

through multiple systems without assistance. • Appropriate license must be obtained if

necessary for position. • Core competencies include:

• Communicating with Impact • Critical Thinking & Problem Solving • Service Orientation

• Maintain the same level of attention, even during repetitive activities

• Give the same level of effort regardless of rewards and probability of success

• Be generous, have empathy and compassion towards others; have the ability to put yourself in others’ shoes

• Be comfortable with multi-tasking • Go beyond training script; able to think on your feet • Process information at a stable pace regardless of

situations

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Call Center Service Rep – Traditional Job Description

Call Center Service Rep – Mercer Match Profile

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PREDICTIVE HIRING TOOLS SAVE RECRUITERS TIME & REDUCE SPEND ON “POST & PRAY” JOB BOARDS

This approach helps you… ROI – Recent Pilot Results

Save time • a 5 -10x reduction in the number of resume reviews necessary

• Reduces interview to hire ratio from 38 to 6

Reduce spend on other job boards for posting sales roles

• Cost savings

Improve diversity hiring • Achieved 50:50 gender parity vs. 80:20 prior without compromising candidate quality

Smarter business partner • Improve speed to hire, quality of hires

Improve Retention • 29% increase in 90 Day Retention

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UNDERSTANDING EMPLOYEE POTENTIALCONTEXTUAL DATA AND NATURAL LANGUAGE PROCESSING

Analyze and understand skills, personality and potential• Algorithms determine relevancy through

industry-wide mapping across multiple data points

• Structure data (assessment scores) and unstructured data (performance reviews, resumes, cover letters, LinkedIn profiles, job description)

• Focus on context and deep analysis rather than keyword searches

• Feedback loop allows for continuous learning

• Works across multiple languages

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CRAWL THE WEB AND MAKE PREDICTIONS USING SOCIAL EXHAUST

• Predict future employee and candidate behavior (your own and your competitor’s)

• Identify unexploited recruiting sources

• Social background checks

• Better comp and benefit benchmarking – customized, real-time, granular

• Develop targeted messaging for specific employee and candidate segments

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QUESTIONSPlease type your question in the Q&A section

CONTACT US INFO@MERCERMATCH.COM

SPECIAL OFFERPost your sales or customer service job for FREE for 30 dayshttp://bit.ly/1TQz8f6

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