Jumpstarting Talent Analytics

JumpstartingTalentAnalyticsKyleLagunas,ResearchManager– June2017

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Jumpstarting Talent Analyticsfour tenets of successful data-driven recruiting

Kyle LagunasResearch ManagerEmerging Trends & TechnologiesTalent Acquisition & Staffing@KyleLagunas

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The World is Changingtalent acquisition is no exception

Datamyriad data sources, countless data points

Mobilealways on, always on-the-go, always

looking ahead

Experiencecandidates as customers,

talent on demand

Globalone global economy, one

global talent pool

E-Commerceamazon now, gratification on demand, consumer-grade UX

Socialtransparency & the rise

of candidate


Talent Acquisition is Evolvingbeyond reactionary, post-and-pray

EfficientTraditionally, recruiting has been a cost center –and measures of success have been focused on efficiency.

EffectiveSome organizations have embraced more modern practices that may cost more, or take more time –but are more effective.

CompetitiveToday’s most competitive talent organizations are leveraging talent analytics to optimize efforts and initiatives.


navigating next practices

Attract.

Recruitment is marketing in a modern world. The

most successful employers are leveraging multi-channel strategies

to attract the best candidates.

Engage.

Keeping candidates engaged throughout arduous application,

assessment, and review processes is a tall order. Staying in

touch with prospects is another.

Evaluate.

Assessment practices are evolving and candidate

review processes continue to expand in

size and scope. How can we manage so many

moving pieces?

Measure.

Traditional metrics like cost per hire, time

to fill, and new hire turnover turnover

alone give little insight into performance of talent acquisition.

Talent Acquisition is Evolving

The Value of Talent Analyticsevolving the talent acquisition operation one metric

at a time


Measurement and Analysis of

Talent Data

Application of Data-Based Insights to Optimize

Workforce Viability

Data-Driven

HR

The Value of Talent Analyticsevolving the talent acquisition operation one metric

at a time


PredictProblemsYourrecruitersmaybehead-down,workingonthenextreq,butthatdoesn’tmeanyouhavetobe.Keepyoureyesahead,lookingoutfor

choppywaters.

MonitorKPIsIt’shardtoseetheforestforthetreesinanalways-on,burn-and-churnrecruitingenvironment.Allthemorereasontokeeptabsonthemeasuresthatmatter.

ProvideInsightWho’smorequalifiedto

redefinemeasuresofsuccessinyourhiringorganization

thanyou?Putyourreportstoworkforthebusiness– and

foryourrecruiters.

Manual Tracking & Reporting, Disparate Systems


Source: Modern Measures of Success in Talent Acquisition, 2016, n=498

51%

37%

16%

20%

12%

5%

0% 10% 20% 30% 40% 50% 60%

Manual

Silo'd

Fully integrated

Partially integrated

System-specific

Other (please specify)

How are you tracking performance across key areas of talent

acquisition?

State of Measurement critical capabilities in modern

recruiting

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74%

71%

67%

Talent Engagement Talent Attraction Talent Onboarding

State of Measurementlack of consistency, heavy reliance on anecdotal data


18%

22% 23%

40%

36%

32%

18% 19%

15%

8% 6%

12%

Talent Attraction Talent Discovery Talent Onboarding

Anecdotal, ad hoc Some metrics, infrequently/inconsistently

Lots of metrics, frequently/consistently Tracked in real time, reported on frequently

Not Tracking

State of Measurementlack of measurement, lack of insight


19% 22%

25%

34% 32%

25%

21% 20% 22%

12% 8% 9%

Talent Attraction Talent Engagement Talent Onboarding

Some insights, analysis/ application nonexistent Some insights, analysis/ application challenging

Insights generated focus on efficiency Strategic insights generated

No insights generated

State of Measurementlack of measurement, Lack of Insight


53% 54% 50%

21% 20% 21%

12% 8%

11%

Talent Attraction Talent Engagement Talent Strategy

Some insights, analysis/ application nonexistent Insights generated focus on efficiency

Strategic insights generated No insights generated


TIME CHECK


Jumpstarting Talent Analytics

NeedleIftalentacquisitionisabusinesscriticalcapability(anditis),thenhowcanimprovedtalentanalyticsactuallydrivebetterperformance?There’snosilverbullet,butthereareafewkeypracticestogetyoustarted.

MovingTheModernMeasures

Moving the Needlea framework for getting started in talent analytics


MeasureWhatMattersMost

MeasureWhatYouCan

MeasureFrequently,Consistently

Analyze,Report,

Optimize

Measure What You Can.


Evolvingmeasurementpracticesbeyondtheoccasionalcostperhireanalysisorturnoverreportisnosmalltask,andcanbedauntingtostart.Startwithmetricsandinformationyoucantrackwithouttoo

muchheavylifting.

Measure What You Can.to what extent are you using these metrics to

gauge individual recruiting performance?


27%

42%

33%

21%

39% 39% 44% 42%

0% 5%

10% 15% 20% 25% 30% 35% 40% 45%

Requisition Load

Candidate Satisfaction

Hiring Manager Satisfaction

Time to Fill Submission to Acceptance

Ratios

Submission to Hire Ratios

Time to Source Internal SLAs

Mostly have anecdotal information, gathered ad hoc Some metrics tracked, but infrequently/inconsistently

Lots of metrics tracked, more frequently/consistently Performance metrics tracked in real time, reported on frequently

Not tracking

Measure What You Can.to what extent are you measuring these metrics

to recruitment marketing performance?


39% 33%

38%

22%

33% 41%

35%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Brand awareness Social engagement (shares, likes, followers

etc)

Campaign click-through rates

Job posting performance

Conversion rates Brand strength Web traffic origins (e.g. organic search, job

board, social web, etc)Mostly anecdotal information, gathered ad hocSome metrics tracked, but infrequently/inconsistentlyLots of metrics tracked, more frequently/consistentlyPerformance metrics tracked in real time, reported on frequentlyNot Tracking

Measure What You Can.


WebCampaignPerformanceReport

Measure What Matters Most

Acommonmisconceptionintalentanalyticsistheassumptionthatyouhavetobemeasuringeverything.Amorerealisticapproachistofocusonthemetricsthatmattermost– toyou,yourrecruiters,yourhiringmanagers,andtoyour

business.


Measure What Matters.whatmetricsmattermosttoleadingorganizations?


73% QualityofHire

QualityofCandidate72%

CandidateExperience

69%

NewHireTurnover59%

72% CultureFit

RecruiterPerformance

70%

HiringManagerSatisfaction

65%

OfferAcceptanceRates

58%

Measure What Matters.The strategic importance of candidate experience.


4% 8%

16%

38% 34%

How important is candidate experience when evaluating strategic performance in

talent acquisition?

Measure What Matters Mostthe strategic importance of candidate

experience


Measure Frequently, Consistently.Good analysis relies on sound data – and that

means tracking activities and outcomes frequently and consistently.


Measure Frequently, Consistently.

leading vs. laggard practices


Leading

• 40%FrequentlyorInRealTimeCandidateExperience

• 41%FrequentlyorinRealTimeRecruiterResponseTime

• 51%FrequentlyorinRealTimeRecruitmentMarketing

Laggard

•70%NotTrackingorAnecdotal•CandidateExperience

•79%NotTrackingorAnecdotal•RecruiterResponseTime

•61%NotTrackingorAnecdotal•RecruitmentMarketing



BottleneckReport



ApplicantSourcesDashboard

Analyze, Report, Optimize.Measurementforthesakeofmeasurementisn’tenough– insightsgeneratedmustalsobesharedwiththebusinesssothatperformancecanbeput

intocontext.


How Are You Reporting?reporting for the sake of reporting, reporting in a vacuum


91%

73%

64%

39%

29%

23%

To C-level Executives

Within Talent Functions

To HR Leadership

To Business Unit Leaders

To Operations Leadership

To Managers

Open DiscussionQuestions & Answers


Redefining Success in Human Capital Managementkey takeaways

In today’s highly-competitive hiring climate, KPIs are more than metrics –they’re business drivers.

The sorry state of talent analytics presents an excellent opportunity to improve – and stand out.

Don’t go it alone – meaningful measurement practices are rooted in technology.

Start with measures that matter to your organization – whatever they are.


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Thank You!


Kyle LagunasResearch ManagerEmerging Trends & TechnologiesTalent Acquisition & [email protected]@KyleLagunas

Jumpstarting Talent Analytics

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