Metrics Don't Lie But Liars Use Metrics
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Some 76 percent of talent acquisition leaders admit that their organizations do a poor job of using metrics as part of their recruitment process, perhaps because they're unaware of what metrics they should be gathering or how they should be using them. In this presentation at the National Association of Colleges and Employers 2013 annual conference, CollegeRecruiter.com president and founder Steven Rothberg walked through the types of metrics staffing leaders should gather for their internal use and which they should provide to senior management including their CEO's, COO's, CFO's, etc.
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Metrics Don't Lie But Liars Use Metrics
- 1. @StevenRothberg #NACE13 Steven Rothberg President and Founder CollegeRecruiter.com 952-217-0793 Steven@CollegeRecruiter.com Twitter.com/StevenRothberg www.LinkedIn.com/in/stevenrothberg
- 2. • Interruptions • Tweeting • Booth • Email presentation @StevenRothberg #NACE13
- 3. 74% TA Leaders: data used poorly - LinkedIn Talent Blog “Those who cannot remember the past are condemned to repeat it.” -George Santayana “Half of the money I spend on advertising is wasted; the trouble is I don’t know which half.” – John Wanamaker @StevenRothberg #NACE13
- 4. 1. Hypothesis to test 2. Pick metrics and how to capture data 3. Capture data 4. Evaluate 5. Implement revisions Repeat! @StevenRothberg #NACE13
- 5. 1. Historic: last year • Most used • Least effective, dangerous • Cost, time, reqs / hire • Internal only: efficiency, not value 2. Real-time: recent • Tactical 3. Predictive: future • Strategic risks and opportunities @StevenRothberg #NACE13 Credit: Dr. John Sullivan, ERE
- 6. 1. New hire performance (a/k/a quality) • New vs old hire performance • Perf appraisals, errors, revs, bonuses • Report = % imp xavg rev/employee x # new hires 2. Diversity (impact) • Key positions • Include diverse thinkers, international, etc. @StevenRothberg #NACE13
- 7. 1. Satisfaction rates • Candidate experience • Also hiring managers 2. Cost per hire 3. Brand • 41% - have strategy • 14% - clearly developed strategy • 38% - retention • 33% - employee engagement • Others - quality of hire, cost/hire, # of applicants • Better - LinkedIn Talent Brand Index, Glassdoor Source: Employer Brand International 2011 Global Research Study @StevenRothberg #NACE13
- 8. @StevenRothberg #NACE13 NACE 2013 Annual Conference Orlando, Florida
- 9. @StevenRothberg #NACE13 NACE 2013 Annual Conference Orlando, Florida
- 10. @StevenRothberg #NACE13 NACE 2013 Annual Conference Orlando, Florida
- 11. • Delays, missed opportunities • Key openings (not time-to-hire) • Termination within 6-12 mths (failed hires) • Innovators, game changers • Get % from hiring mgrs 6 mths after hire @StevenRothberg #NACE13
- 12. 1. Acceptance rate 2. Offer not made 3. Source of quality hire • Performance, tenure, diversity 4. Applicant quality 5. Each recruiter @StevenRothberg #NACE13
- 13. • No seat at table • Alerts re Q1-2 risks/opportunities = preparation 1. Competitors hiring, freeze, laying off • LinkedIn, Glassdoor (i.e. Zynga), job boards 2. Unemployment rate 3. Labor, recruiting costs @StevenRothberg #NACE13
- 14. @StevenRothberg #NACE13 Steven Rothberg President and Founder CollegeRecruiter.com 952-217-0793 Steven@CollegeRecruiter.com Twitter.com/StevenRothberg www.LinkedIn.com/in/stevenrothberg