PowerPoint Presentation

Talent Acquisition Analytics

Without data, you are blind and deaf and in the middle of a freeway.

Geoffrey Moore

Tell the Deloitte Story2

Most Talent Acquisition Functions are still blind and deaf

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2015 State of Talent Acquisition Survey(2,400+ TA leaders/Recruiters)

Question:

What Metrics Doesnt get Tracked or Measured in Your Organization?

Question: What Metrics Doesnt get Tracked or Measured in Your Organization? Diversity Hires = 31%

Question: What Metrics Doesnt get Tracked or Measured in Your Organization? Cost Per Hire = 32%Diversity Hires = 31%

Question: What Metrics Doesnt get Tracked or Measured in Your Organization? Cost Per Hire = 32%Diversity Hires = 31%Candidate Satisfaction= 44%

Question: What Metrics Doesnt get Tracked or Measured in Your Organization? Cost Per Hire = 32%Diversity Hires = 31%Candidate Satisfaction= 44%Quality of Hire = 46%

But there is a Silver Lining..

52% plan on using an analytics solution and 39% plan on

benchmarking their Metrics in the next 18 months

Predictive AnalyticsBut we still have Roadblocks

We still lack Standardization

Metrics Standardization

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SpeedQualityProductivityCostTime 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+ MetricsSubmittals to Hire Ratio (SHR)Candidate Interviewed Declined Reasons (CIDR)Time in Workflow Stage (TWS)Hiring manager & Candidate satisfactionReq Cancellation Rate (RCR)

We need to be better story tellers of the data

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

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Problem we/you are trying to solve Benefit we will get from solving this problemHow you are progressing against the plan to solve it (on track/off track)The issues causing you to be off trackWhat are you doing about resolving the issues that get you back on track, and by when5 Simple Story Telling Rules

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Most Recruiting Metrics are still about looking in the rear view mirror

Predictive analytics is the practice of extracting information from existing data setsin order to determine patterns and predict future outcomes and trends

100:130:110:18:13:11:1Full Funnel Throughput (FFT)ApplicationsRecruiter ScreensHireHM AcceptsFinal InterviewsSubmittals

100:130:110:18:13:11:1Full Funnel Throughput (FFT)

Tele-SalesJava DevelopersJob FamiliesStore Mgrs55:130:1100:1

100:130:110:18:13:11:1 Alert20 more Quality Candidates needed this week to fill the 5 Tele-Sales positions by end of the monthFull Funnel Throughput (FFT)

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SpeedQualityCostReq LoadPredictive Metric CausalityExampleBetter Quality impacts longer hiring times and increases cost

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trending reportsdetailed projections draws from historical dataautomated generationvisual

ERE Benchmarking Metrics SolutionContext

Real Data from ATSsConfidential & Secure DataOnline ToolActionable Insights

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Filters are the key to actionable insights

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Josh JonesGene BrownJohn Ricciardi

EREs Benchmarking Good Guys

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

Question: What Metrics Doesnt get Tracked or Measured in Your Organization? Quality of Hire = 46%2015 State of Talent Acquisition Survey

Employees get headhunted away.Poor onboarding experience.Poor employee performance.Employees get reassigned.Bad career manager.Not a cultural fitBoring work.Etc..

Hiring Manager & Peer SurveysNew Hire PerformanceNew Hire PromotionsNew Hire AttritionSubmittal Acceptance % from the BusinessEmployee Pulse Surveys (New Hires)Measurements

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Quality of Hire Metric

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 HiresER = % ofEmployee Retention first 12 months of employment.N = Number of indicators used.

APR= 68% +AE= 94% +HMS= 80% + ER= 90% / N = 4 QoH = 83%

RIP Complex QoH MetricQoH

Data Compression & PerceptionHighest = 83%

Lowest = 62%

Performance Management

New HiresQoH

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Business AccountabilityRecruiter AccountabilityBiggest lesson learned?

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.12

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1,000 Submittals 800 Acceptances

80%First Year Retention90%+

Two Data Points (80% & 90%)= 85% First Year Quality (FYQ)

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Q1Q4Top Performing QuartileBottom Performing Quartile

Your Company

Q1Q4Top Performing QuartileBottom Performing Quartile

Your Company

Benchmarking Filters

Q1Q4Top Performing QuartileBottom Performing Quartile

Your Company

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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.

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10%40%50%Get it !Not sure how, but want to learnNot Interested or Clueless

- Still multiple versions of the Truth- Companies all over the map with how they use ATSs (or Dont)- Some ATSs are just plain useless in their functionality

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Still challenges with how recruiters use their ATS.

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TA leaders love metrics that help educate the business on what is not broken.

Example:

Example: RvB Metric53

Thanks and Questions?