Deck by Rob McIntosh on using Metrics and Analytics How to Tell the Recruiting Story.

1. Data, Metrics and Analytics
How to Tell the Recruiting Story
Rob McIntosh | Senior Vice President Global Talent
Acquisition
Avanade Inc.
www.avanade.com
© Copyright 2011 Avanade Inc. All Rights Reserved. 1
The Avanade name and logo are registered trademarks in the US and other countries.

2. Why was Solomon
recognized as the wisest man
in the world? Because he
knew more stories (proverbs)
than anyone else. Scratch the
surface in a typical
boardroom and we’re all just
cavemen with
briefcases, hungry for a wise
person aretell us stories.
Stories to the single most
—Alan Kay, vice president at
powerful weapon in a leader’s
Walt Disney
arsenal.
—Howard Gardner, Harvard University
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3. 1. Help make a case for
change/improvements
(Why and How)
The 3 Guiding
2. Set better expectations on what
Principles for is the issue or what is
possible/not possible
Recruiting (Why and What)
3. Most importantly, it must
Storytelling provide a tangible actionable
direction to take vs. just more
pretty data.
© Copyright 2011 Avanade Inc. All Rights Reserved.

4. The Big 3
Majority of Business Executives care about 3 Big Metrics
and derivatives of the Big 3:
Speed
Cost
Quality
Can you do
Faster/Better Can you
Can you do it optimally
with better manage and
Quality outputs improve it
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5. Look for the Data Outliers
Best Practice
Challenge or Opportunity to
Opportunity to share, discuss
discuss, fix and and apply
improve? elsewhere?
Low Performance High Performance
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6. Contrast and Compare
= Bad = Good
Golden Rule No. 1 Don‟t compare datasets that are not directionally the same.
Example: Your Companies Cost Per Hire to your Competitors if you/they
calculate differently.
Golden Rule No. 2 Wherever possible compare your dataset to something
else. A metric and data point standing alone by itself tells very little.
Example: Compare your Cost Per Hire this year/month with last year/month.
The Story
„Did it go up or go down, why and what are you doing about it‟?
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7. Transparency and Directional Correctness
Transparency
1. Be clear on how and where you collect
your data source‟s.
2. Be clear on why you are measuring
and the benefit you are after by
presenting the data.
Directional Correctness
1. 100% Data accuracy is very hard to
achieve. Pick datasets that are
directionally correct.
2. In instances where the data is more
opinionated vs. factually driven, make
sure the message focuses on the
directional story vs. just the numbers
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8. Traffic Light Stories
Think about using traffic lights to tell your story visually.
Green = On Plan / + To Goal
Yellow = Not on Plan / At Risk / Improving
Red = Off Plan / Off Goal / Fixing
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9. Different Analytical Recruitment Stories
Cost
Cost Per Hire comparisons and outliers vs. other Against Plan
Workforces/Job Families
ROI on different Sourcing Channels and Outliers
Proactive vs. Reactive Sourcing results and Outliers vs.
other Workforces/Job Families
Lost Opportunity Cost = Financial impact for unfilled roles
Speed
Time to Hire comparisons and outliers vs. other
Workforces/Job Families
Time to Source (Recruiting) vs. Interview Time to Hire
(Business) and outliers by Workforces/Job Families Against Goals
Quality
New Hire Performance & New Hire Managed Attrition
Offer Acceptance and outliers over time vs. other
Workforces/Job Families
Productivity Throughput Ratio‟s (Submits to Hire) vs.
other Workforces/Job Families
+ Operational Effectiveness Against Time & %
Hires against a annual or monthly business/recruiting
demand plan
Tracking against Recruitment Goals/KPI‟s
Volume of recruiting resources/effort spent on Attrition vs.
Growth roles
© Copyright 2011 Avanade Inc. All Rights Reserved.

10. Some Different Analytical Recruitment Stories
Throughput Analysis: „Cradle to Grave Metrics‟
Story
“We need to do x,y and z to increase the passive candidate initial response %”
“We need to do x,y and z to help with efficiencies around active candidate screening to
determine quality earlier on in the process”
© Copyright 2011 Avanade Inc. All Rights Reserved.

11. Negative Disposition Trends
Story
“Can we improve our EVP to
move the 60% rejection reason‟s
down?”
“Can we look at more flexible
travel arrangements for this
profile?”
“What additional relationship
development programs can we
put in place to keep connected to
the interested but timing not quite
right group?”
Target Company Throughput Story
“Business says look at people from
Target Total Candidates in % We reject % Candidates % of hires to Company „F‟ but the data does not
Company database Total Hires Candidates reject us applications
support the value”
A 337 21 67% 9% (16:1)
B 222 13 57% 8% (17:1) “We found people coming from
C 135 13 70% 8% (17:1) Company „A‟ are more successful
D 533 16 71% 10% (33:1) because of „x,y and z‟. This must be
E 351 8 74% 7% (47:1)
our broad assessment criteria vs. just
Target companies?
© Copyright 2011 Avanade Inc. All Rights Reserved.
F 64 1 80% 1% (64:1)

12. Comparative Source Analysis
Agency vs. Job Board Hire Overlap
Story
“Opportunity to get more
effective with our own
Sourcing Channel Strategy
and coverage to optimize
costs and results”
Comparative Source Analysis
Job Board vs. Job Board Overlap Story
“Certain jobs should only be
posted on Job Board „X‟”
“Stop spending Business
Group „C‟ money on Job Board
„X‟ and reinvest elsewhere.”
© Copyright 2011 Avanade Inc. All Rights Reserved.

13. Employee Referral Value Story
Throughput from Throughput from Throughput from Employee Referrals are our greatest quality
Business Interview Recruiter Candidate of hires:
to Hire Resume/CV Review First Contact to Hire 2.5:1 (Business Interview to Hire)
to Hire
4.6:1 (Recruiter Resume/CV Review to Hire)
Avg. of Total Sourcing Channels 8:1 (Candidate First Contact to Hire)
3.6:1 29.9:1 58:1
Or for every 100 hires we need to make the ratio would need to look like
this: Cost savings differential is „x‟
360 2,990 5,800 Time to Fill differential is „y‟
Or if you could get all 100 hires from Employee referrals, then the ratio
would look like this: “Do we have the resources in place to
250 460 800 sustain and scale 5,800 First contacts?”
Recruiter Resume/CV Review to Hire Story
Source Channel sample for Workforce ‘x’ Ratio
Employee Referral 4.6:1 More resources/cost/effort to recruit via
xxxxx 6.1:1 other channel throughput ratios.
Alumni 7.1:1
Targeted Networking Referral 7.2:1 As a Recruiter for Workforce „x‟ be mindful
xxxxxx 8.1 on the ROI associated with your Job
Direct Sourcing 8.1:1 Postings…….Do you optimize content or
xxxxx 9.6:1 stop posting there all together?
xxxxxx Event 32:1 What can you learn from your Recruiting
Careers Website 42.4:1 colleagues supporting Workforce „y‟ who‟s
Job Board Postings 46.5:1 ratio‟s are 12:1?
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14. Profile „A‟ Pipeline Robustness
# of
Candidates
10:1
Profile „A‟ Historical
100 Throughput
Benchmark
90 Target
80
70 7:1 Actual
Candidates
60
50
40 4:1
30
2:1
20 1:1
10
Recruiter Business Business Offer Hire
Screen Interview 1 Interview 2
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15. Talent Mapping
© Copyright 2011 Avanade Inc. All Rights Reserved.

16. The Future is Big Data Stories
Recruiting & Talent Information pulled in from
multiple systems and sources
CRM
ATS
Sourcing
Tools
SEO Big
Data
Social
Networks
HRIS
Performance
Management
WFP
Multi-dimensional
Recruitment Stories
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