How Talent Analytics Can Help You Develop a Recruitment Strategy

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How Talent Analytics Can Help You
Develop a Recruitment Strategy

William Blackstorm
Sr. Manager – SSMI, Global
Strategic Sourcing and Market
Intelligence & Director Global
Talent Analytics Research Division
wiblacks@cisco.com
Featured Speakers
Steve Burton
Vice President of Marketing
steve.burton@glassdoor.com
Brenda Stultz-Roae
Americas Talent Sourcing Leader,
Strategic Talent Acquisition
brstultz@cisco.com

Agenda
 Where to Start When Analyzing Recruitment Data
 How Analytics Helps Stay Ahead of the Competition
 3 Ways to Ensure Your Message is Working
– Analyze, Listen & Monitor
 What We Know About Today’s Candidates
 Questions?

Where To Start

Start with the end in mind

Evaluate and understand the available talent pool

ABSOLUTELY Understand the requirements

Drive to get a seat at the table with
the business stakeholders

Advance Recruitment Strategy

Build a data driven strategy

Use all of your resources

Use employee networks

Be innovative

Recruitment Strategy
Know Your Market
Through Analytics

How Talent Analytics Helps You Stay Ahead of the Competition

Understand Your Brand

Know Your Reputation
Glassdoor Reputation Scorecard - Cisco Systems
Report Date 2/26/14
Profile Activity 2013 2012 % Change
Page Views 1,539,422 1,228,000 +25%
Ratings & Reviews 2013 2012 % Change All-Time
# of Company Reviews 1,045 884 +18% 3,889
Overall Rating 3.7 3.7 0% 3.5
Culture & Values 3.7 3.7 0% 3.7
Work/Life Balance 3.8 3.8 0% 3.8
Senior Management 3.1 3.2 -3% 3.1
Comp & Benefits 3.8 3.6 +6% 3.6
Career Opportunities 3.4 3.3 +3% 3.2
CEO Rating 77% 74% +4% 75%
% Recommend to a Friend 79% 79% +0% 76%
% Positive Business Outlook 38% 44% -13% 37%
Overall Rating by Current vs Former Employees
% Reviews by Current Employees 65% 72% -9% 71%
Current Employee Rating 3.8 3.7 +3% 3.6
Former Employee Rating 3.6 3.5 +3% 3.4
Interview Reviews 2013 2012 % Change All-Time
# of Interview Reviews 295 251 +18% 906
Difficulty Rating 3.0 3.0 0% 3.0
% by Experience
Positive 73% 69% 5% 65%
Neutral 16% 21% -25% 23%
Negative 12% 10% +13% 12%
% by Outcome
Accepted Offer 57% 58% -2% 52%
No Offer 38% 35% +11% 40%
Declined Offer 5% 7% -34% 7%
% of Declined with Negative Experience 7% -36% 12%
Avg. Interview Cycle Time (in days) 32.0 18.1 +77% 22.6
Report Date 2/26/14
Page Views 1,539,422 1,228,000 +25%
Ratings & Reviews 2013 2012 % Change
# of Company Reviews 1,045 884 +18%
Overall Rating 3.7 3.7 0%
Culture & Values 3.7 3.7 0%
Work/Life Balance 3.8 3.8 0%
Senior Management 3.1 3.2 -3%
Comp & Benefits 3.8 3.6 +6%
Career Opportunities 3.4 3.3 +3%
CEO Rating 77% 74% +4%
Report Date 2/26/14
Page Views 1,539,422 1,228,000 +25%
Page Views 1,539,422 1,228,000 +25%
% Recommend to a Friend 79% 79% +0%
% Positive Business Outlook 38% 44% -13%
Overall Rating by Current vs Former Employees
% Reviews by Current Employees 65% 72% -9%
Current Employee Rating 3.8 3.7 +3%
Former Employee Rating 3.6 3.5 +3%
Interview Reviews 2013 2012 % Change
# of Interview Reviews 295 251 +18%
Difficulty Rating 3.0 3.0 0%
% by Experience
Positive 73% 69% 5%

The DNA of Your Talent Pool
Education
High School (3.7%)
College (64.7%)
Graduate School
(31.6%)
Years Experience
0-1 (28.7%)
2-5 (30.5%)
1-10 (22%)
11+ (22%)
Gender
Female (18.8%)
Male (81.2%)
Age
<18 (0.3%)
18-24 (26.1%)
25-34 (37.9%)
35-44 (21.4%)
45-54 (10.9%)
55+ (3.4%)

Poll
How would you rate yourself when it comes to how often
you analyze data to ensure you are attracting the right talent —
with 5 being the most often?
1
2
3
4
5

Know Your Talent Through Analytics

Know Your Supply

Supply for Security Professionals in the US
Total US Security Talent - Supply 503,542
Cisco 5,535
Hewlett-Packard 3,451
AT&T 2,910
Microsoft 2,554
IBM 2,551
US Army 2,157
United States Air Force 2,116
Dell 1,778
Lockheed Martin 1,518
SAIC 1,494
CSC 1,488
Symantec 1,380
Booz Allen Hamilton 1,326
Northrop Grumman Corporation 1,268
US Navy 1,266
Google 892
Rackspace, the Open Cloud Company 531
Citrix 467
Ericsson 430
Alcatel-Lucent 429
Palo Alto Networks 381
Check Point Software Technologies 336
Avaya 306
salesforce.com 297
FireEye, Inc. 276
Blue Coat Systems 241
Fortinet 227
PayPal 199
Trend Micro 156
Proofpoint 121
Top Locations in the US
Washington D.C. Metro Area 37,408
Greater New York City Area 36,665
San Francisco Bay Area 36,663
Greater Boston Area 18,932
Dallas/Fort Worth Area 17,818
Greater Chicago Area 17,812
Greater Atlanta Area 16,339
Greater Los Angeles Area 15,735
Greater Seattle Area 13,149
Greater Denver Area 10,776
Greater Philadelphia Area 10,582
Houston, Texas Area 9,468
Baltimore, Maryland Area 8,618
Minneapolis-St. Paul Area 8,289
A total of
503,542 Security
Professionals
reside in the US

Know Your Demand

Demand for Security Professionals in the US
Top Companies currently hiring in the US - Demand 7,767
General Dynamics - IT 145
Dell 133
CSC 111
AppLabs 110
Microsoft 87
Northrop Grumman 65
Juniper Networks 53
IBM 51
Amazon Corporate LLC 48
PwC 47
HP 45
Virtela Technology Services Incorporated 45
GM 39
Raytheon 38
AT&T 38
Top Locations in the US
New York, NY 236
Washington, DC 208
San Francisco, CA 159
Seattle, WA 149
Atlanta, GA 143
Chicago, IL 141
Arlington, VA 131
San Diego, CA 116
Sunnyvale, CA 107
Dallas, TX 106
Columbia, MD 105
Austin, TX 104
Boston, MA 102
San Jose, CA 102
A total of 7,767 Security
openings are currently posted
in the US

Know Your Competitors

3 Ways to Ensure Your
Company’s Message Is Working

Step #1 : Analyze Reviews & Ratings
Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com,
Salary.com
Pros:
• Good work/life
balance
• Strong collaboration
environment
• More relaxed
• Friendly culture
than most tech
companies
• Great place to
develop skills
Cons:
• Pay and benefits is
below market
• Onboarding issues
• Low perks
• Layoffs affect
morale/brand even
among interns/new
grads
• Large corporate
environment makes it
hard to navigate
• Limited promotion
opportunities or salary
increases
• Very few team
lunches, outings or
celebrations
Hours:
• Open
• Flexible
• Remote work options
for most employees
Resume Review Process
(2 days to 2 weeks):
1. Apply to role
2. Recruiter phone
screen (30-45 min.)
3. Hiring Manager phone
screen (30 min.)

Step #1 : Analyze Reviews & Ratings
Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com, Salary.com
Intern Interview Process (2 to 6 weeks):
Personal interview — 4 people, 30-45 min each
Campus Pipeline:
High volume of schools and strong campus recruiting
presence. Low impact and low engagement.
Intern/New Grad Turnover: 38% (1 to 3 years)
Retention Rate: 62% (Annual)
Intern Candidate
Generation:
Low/mid touch model,
high volume of schools,
weak online / ATS
applicant system. Most
applicants are brought in
via campus recruiting vs.
online. Extremely weak
apply online applicants.
We are missing the
cream of the crop who
prefer not to wait in line
to engage the campus
team and prefer an easy
way to apply online or
via mobile at their
convenience.

Step #2 : Listen to What They Are Saying
95% employees say reviews from those on the
inside are influential when deciding where to work

Step #3: Monitor Your Reputation Over Time
Most job seekers read 4-7 reviews before
forming an opinion of a company

The Results
Challenge:
• Gaining competitive insight
• Increasing visibility
• Quality of hire
Results on Glassdoor:
• 24 Key High Level Hires with Glassdoor
• All hires considerably under target cost-per- hire
• Increased visibility
• Insights into onboarding processes & salary information
Glassdoor Solutions:
• Employer Profile
• Job Ads

Today’s
Candidates

What We Know About Today’s Candidates
…so why is it so hard to find the right job and company?
51%have buyer’s remorse
due to an inaccurate picture of the job
95% are influenced by reviews
from those inside the company
69%wouldn’t take a job
with a company that had a bad reputation

What We Know
A company’s Employer Brand Reputation directly
impacts its ability to attract and retain top talent

Helping People Find The Jobs & Companies They Love
6Mcontent
300Kcompanies
15Mjobs
190countries
22Mmembers
has become the most
trusted and transparent
place for today’s candidates
to search for jobs and
research companies
Member growth over 4 years
48%
of job seekers
use Glassdoor
(Source: Software Advice Report, Jan 2014)

Job Advertising
Promote your employer brand to
candidates researching you
Advertise your jobs to ideal candidates
who might not be aware of you
37
How We Do It
Applicant Quality Candidate Influence
Employer Branding

The Results We See
2xbetter applicant quality
vs traditional job boards
30% lower cost-per-hire
than other recruitment channels
3xmore influence
over candidates’ decisions

Questions?

Get in Touch
Website:
http://glassdoor.com/employers
Twitter:
@Glassdoor
Email:
employers@glassdoor.com

How Talent Analytics Can Help You Develop a Recruitment Strategy

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