Ce diaporama a bien été signalé.
Nous utilisons votre profil LinkedIn et vos données d’activité pour vous proposer des publicités personnalisées et pertinentes. Vous pouvez changer vos préférences de publicités à tout moment.

Global Talent Acquisition: Metrics that Matter and Metrics that Mean NOTHING

66 vues

Publié le

Talent is an Unfair Game. 
You need to know how to play.
Nick Mailey, VP of Talent Acquisition for Intuit (top-shelf industry-leading TA organization) has the playbook, and he's agreed to join ranks with RecruitingDaily for an hour of training and Q&A to guide you through the field.

Understanding which Recruiting Metrics Matter and which are a waste of your time is essential to your success - you already know that.

Nick is going to teach you what you don't know.
And you're going to want to take notes.

Here's what we're going to cover:

The Curse of Talent in an Unfair Game
Understanding Vanity Metrics
Learning and Utilizing Empathy
Community Metrics
Closing Passive Candidates
A whole lot more....

We're not going to feed you basic knowledge you can find on Google.
You're going to take home actionable plans, real-time tools, and informative, common-sense data that will increase your workflow.

So, what do you say?

Do you want to win at the talent game?

Jobvite, Recruitics, Beamery, RolePoint

Publié dans : Recrutement & RH
  • Soyez le premier à commenter

Global Talent Acquisition: Metrics that Matter and Metrics that Mean NOTHING

  1. 1. 5/22/2019 GLOBAL TALENT ACQUISITION Metrics that Matter Metrics that Mean NOTHING vs May 22, 2019
  2. 2. 2 2 HERE’S THE PLAN ASK QUESTIONS This is an interactive webinar - don’t be shy! Uthe questions bar in your side panel to communicate with Nick. SHARE We’re live! Uthe #rdaily tag to share on Twitter. WE’RE RECORDING You will receive a copy of the slide deck and a link to this video after the webinar. HOUSEKEEPING You are in listen- only mode. You can hear us, but we can’t hear you.
  3. 3. Vice President, Talent Acquisition intuit Nicholas Mailey
  4. 4. http://www.recruitics.com www.recruitics.com
  5. 5. Recruitics is a data-centric recruitment marketing agency that makes it easy for the world’s leading brands to attract and hire great talent. www.recruitics.com
  6. 6. www.beamery.com Private & Confidential – Do Not Share © Beamery Inc. All rights reserved. Founded in 2013 on a mission to empower companies to make talent a priority $40M raised from leading investors from Silicon valley and Europe Headquartered in London with offices in San Francisco and Austin We partner with the best to support the success of our customers
  7. 7. From First Look To First Day Jobvite is the first recruiting platform that spans the entire candidate journey.
  8. 8. 8 Experience the Leading Employee Referral Platform Supercharge your organization's referrals today with RolePoint
  9. 9. Nicholas Mailey Vice President, Talent Acquisition April 4, 2019 Talent Ball- How New Metrics Transformed a Team
  10. 10. 10 “What’s the Problem?” Moneyball Movie CHAPTER 1 The science of winning talent an unfair game
  11. 11. 11 Measures that don’t correlate to what really matters Vanity metrics Baseball looks like: • Batting average • Hits for power (home runs) • Runs fast Talent acquisition looks like: • # of Applicants- careersite conversion • Applicant flow- # of interviews • # of hires • Cycle time “He passes the eye candy test. He's got the looks, he's great at playing the part.” Moneyball Movie
  12. 12. 12 CHAPTER 1 – The curse of talent 1% 1% 1% 1% 14% 13% 23% 17% 34% 22% 15% 42% 38% 75% 82% 66% 78% 83% 38% 44% Amazon Apple eBay Facebook Google Intuit Salesforce FAMILIARITY Never heard of this company Know the name, but nothing more Know a little about the company Know a lot about the company T E R AD AT A SY MAN T E C D IGIT AL IN SIGH T E B AY H P FL IP K AR T U B E R AD OB E MICR OSOFT V ISA SON Y FACE B OOK OR ACL E P AY P AL L IN K E D IN CISCO AMAZ ON SAL E SFOR CE AP P L E GOOGL E OUTWARD TALENT FLOW BY COMPANY GOOGLE APPLE SALESFORCE AMAZON “You're not solving the problem. You're not even looking at the problem!” Moneyball Movie
  13. 13. 13 “We're going to change the game” Moneyball Movie CHAPTER 2 – 20 game winning streak
  14. 14. 14 Where we landed Gaining Deep Customer Empathy allowed us to re-imagine our value proposition Transformed the way we evaluate and measure Where we started • Used Lean Start In method to create a product vision • Gained customer empathy • Declared customer as hiring manager & benefit as quality of candidate Where we went wrong… and what we learned • Product focused vs customer focused • Who was really hiring us and what did they care about? • What is the real value (Quality vs volume)? • We only focused on things we could control – not what the customer cares about! • Customers: - Hiring manager - Candidate • Benefit: - Quality of hire - Speed of hire - World class experience “The customer benefit is not a business outcome, a product, or a service. It is a promise made to the customer.”
  15. 15. 15 What is it? Knowing your customers better than they know themselves Why do we do it? The better you know your customer, the more likely you will be to know what they really need (the customer benefit) Method Best Practices TA Examples Customer Interviews Broad to narrow, begin with “What’s important to you?” 100+ Hiring manager interviews, starting with “what’s important in your day?” Experiments Observe actual behaviors and emotions 100+ A4A experiments to define and drive adoption Customer Safaris Understand workarounds and the emotion behind them Whine & Dines (dinners with recruiters and non-accepted candidates)— recruiters said “I never knew this!” Verbatims Identify root causes and areas of energy Digging through NPS and Glass Door comments Concept Testing Be open to real feedback and feelings Recruiter feedback on new prototype tools, new playbook and more Customer Empathy Key: Seek to understand emotion in every interaction. Emotion signals what is most important to our customer. Process to change approach
  16. 16. 16 Test & experimentation 12% 40% 25% 48% 75% 0% 20% 40% 60% 80% 100% Control - Not Using A4A Using A4A QUALITY OF HIRE Customer Benefit Metrics Core performance metrics based on customer value proposition • Measure and report hiring quality and speed • Include in goals
  17. 17. 17 CUSTOMER BENEFITS Hiring Manager & Candidate CUSTOMERVISION PROBLEM • Quality of Hire • Speed • World Class Experience Speed of Hire A clear vision and line of site to the customer … Customer Benefit Metrics Core performance metrics based on customer value proposition Candidate Experience Quality of Hire “RECRUITING IS DONE” Hiring quality candidates quickly with a great experience
  18. 18. 18 “We're going to change the game” Moneyball Movie CHAPTER 3 – Playoffs!
  19. 19. 19 CUSTOMER BENEFITS Hiring Manager & Candidate Speed of Hire Somethings Learned something amazing… Customer Benefit Metrics Core performance metrics based on customer value proposition Candidate Experience Quality of Hire “RECRUITING IS DONE” Hiring quality candidates quickly with a great experience Profiles emerged: Recruiters, sourcers learned what kinds of backgrounds to focus on…
  20. 20. 20 CHAPTER 3 – Playoffs Targeted passive talent & community engagement New input metrics Quality Hire Profiles emerged Develop Talent Pools (not Volume but targeted) Active Engaged Community Members/Prospects Ready Now Community Members/Applicants “We're going to change the game” Moneyball Movie Build Target Candidate Pools – X Identified X Research Interviews Over X# Campaign Outreach Over X# Conversations Quality of Hire NPS Speed 45 days Diversity 25% 50% increase 24% reduction 25% Increase in URM and Female hiring rates
  21. 21. Q&A?