Analytics Friend or Foe
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Dan Arkind is a 15-year recruiting veteran and co-founder of JobScore. He emphasizes that numbers can provide rationale for change and help manage recruiting processes. Analytics can shift from just covering liability to actively improving dialog and experimentation. Processes should be planned, measured through scorecards and key performance indicators, and iterated on as needed. Focusing on small, measurable changes and results can help teams adopt new approaches to sourcing, cost-per-hire tracking, and reducing time-to-hire.
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Analytics Friend or Foe
- 1. Dan Arkind | dan@jobscore.com | 415-904-9900
- 2. Tour Guide Dan Arkind 15 years recruiting, mostly for startups Co-founder of JobScore
- 3. Numbers can be your friends
- 4. 0% to 0.001%
- 5. “What gets measured gets managed” Peter Drucker
- 6. Numbers provide the rationale for CHANGE
- 7. PAIN
- 8. PAIN?
- 9. Show me the $ MONEY $
- 10. $250,000
- 11. #1 expense Planning Quality control Optimization
- 12. Analytics 1.0 CYA Manage out
- 13. Analytics 2.0 Improve Dialog Experiment
- 14. Experiments require a CONTROL
- 15. Plan your work and work your plan
- 16. How much planning and scrutiny is there for a $250,000 project?
- 18. Opening Requisitions: It’s not me. It’s you.
- 19. Easily spend 100 hours/hire 600 1 minute resume reviews = 10 hrs 50 30 minute screens = 25 hrs 25 1 hour phone interviews = 25 hrs 10 4 hour onsite interviews = 40 hrs
- 20. 4 hours Job Description Assessment Criteria Sales Story Sourcing Strategy
- 21. You don’t have to get it right JUST TRY
- 22. Scorecard
- 23. If things aren’t working, Change them!
- 24. Capture every time you change something
- 25. Think then Plan & Script then Iterate
- 26. Sample Process Resume Review Recruiter Screen Manager Screen Onsite Interview Offer
- 27. Resume Review 20% Confidence level: Recruiter Screen 40% What is the % chance Manager Screen 60% we will extend an offer after this stage is complete? Onsite 100% Interview Offer FRONT-LOAD YOUR QUESTIONS
- 28. Ratios matter
- 29. Estimate Effort
- 31. Federate Responsibility Numbers need to cut both ways
- 32. Source of Hire 1.0
- 33. Sources 2.0
- 34. Sources 2.0
- 35. Sources 2.0
- 36. Sources 2.0
- 37. Cost per hire 1.0 • Advertising Expenses • Employee Referral Costs • Agency Fees • Travel Expenses • Relocation Expenses
- 38. Cost per hire 2.0 • “Hard costs” • Opportunity cost • Recruiter time • Manager time • Interviewer time
- 39. Cost of hire 2.0: # of events
- 40. Time to hire 1.0 67 days
- 41. Time to hire 2.0 Velocity Tracking
- 42. Process 2.0
- 43. Focus on small changes and measurable results
- 44. Start where success will be EASY
- 45. Let the team sell it for you
- 46. Tools that effortlessly collect and report data
- 48. Results Focus Better performing hires Cheaper hires Faster hires Better candidate selection More referrals More accountability Happier employees More engaged teams
- 49. Dan Arkind | dan@jobscore.com | 415-904-9900
Notes de l'éditeur
- HiThis is a presentation I prepared for the Radical Unconference in Toronto, CA in September 2011 about JobScore, a recruiting platform for growing businesses.---
- My name is Dan Arkind, and like you, I’m a recruiter. I’ve spent 15 years in the recruiting trenches… building pipeline, screening candidates, scheduling interviews and closing deals.I’ve worked contingency, retained, in-house – you name it - I’ve DONE it when it comes to recruiting for small, growing businesses.I had the idea for JobScore after the dot-bomb in 2003, when I made the transition from contingency to in-house recruiting.When I went in house, it was the first time I had to recruit by myself… working behind a closed door, with just email, spreadsheets and the phone to get the job done. No budget, no tools, just hustle. In many ways, this wasn’t as efficient as working on a team.I did some research, looking around for cost effective solutions, but I couldn’t find any. I founded JobScore to address problems I experienced myself… to create something great for recruiters that made life easier and helped us be more efficient, organized and connected.---So I started mocking up screens, doing usability studies and I recruited a few technical co-foudners.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- We’ve got reports – lots of reports. Here’s a source report that shows where your candidates are coming from.You can see it here in aggregate, or if you want to drill into specific source typesBy clicking on job boards here.
- So we built the first end-to-end posting experience that exposes not just applicant volume, but applicant QUALITY.JobScore not only syndicates your job to eliminate data entry pain, but we show TRUE quality metrics –Not just the number of visits and total applicants – but how many moved on to SCREENS and INTERVIEWS – because recruiters know it’s not just about the volume of candidates a posting generates, But whether candidates are good enough to proceed through the interview process.--We also show the price of specific listings and how much you’ve spent total per job.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- We also show pipeline reports, which are driven by our flexible workflow editor – where you can easily add, remove and re-order statuses.This report shows the total number of candidates that have ever been in a specific statuscompared to how many are currently in each status.AS you can see, we’re just starting out on the major account rep job, but we are further along on our marketing manager and software engineer jobs.
- Here’s the last sample report I’ll show – and it’s one of our favorites.We actually came up with this report in a customer brainstorming session – and I’ve never seen it in another ATS.We call it a velocity report - but that’s really a euphemism – it’s a “bottleneck” reportThis report shows the average number of DAYSthat a candidate is spending in each status.Here you can see that for the marketing manager job candidates are spending 13 days in “manager review” – So someone probably needs a TALING TO about turning around on their resumes (pause)We also have account-wide reports on posting, sharing, EEP compliance and granular history reports that provide an audit trail of who is doing what & how often they are doing it.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
- Thanks again for taking a little time to learn about JobScore.We look forward to seeing you online – and happy hiring!