#Firmday 22 oct London Broadbean Technology - Applying data to build an effective talent acquisition strategy
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#Firmday 22 oct London Broadbean Technology - Applying data to build an effective talent acquisition strategy
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#Firmday 22 oct London Broadbean Technology - Applying data to build an effective talent acquisition strategy
- 1. APPLYING DATATO BUILD AN EFFECTIVE TALENTACQUISITION STRATEGY Richard Essex and Joshua Willows, Broadbean Technology
- 6. Spreadsheets
- 9. BIG DATA USAGE PATCHY AT BEST Of HR departments regularly use Big Data in recruitment strategies Never use data Of hiring managers and recruiters rate their proficiency with workforce analytics and poor/fair 14% 50% 52% Source: CareerBuilder Hiring Survey, Q2 2015
- 10. Accurate or Trustworthy Data MAJOR DATA CHALLENGES Difficulties compiling and managing data Time spent on ad-hoc requests Data visualisation Turning data into action
- 11. 65% Of employers claim that data lowered cost per hire 56% Of employers claim that data led to increased productivity 66% Of employers claim that data lowered time to hire Source: CareerBuilder Hiring Survey, Q2 2015
- 12. What we’ve learned • You need to figure out the questions that you want to answer and work backwards from there • You need to define your business rules • To fully answer the important questions in your business you often need data from more than one system • You need to find and identify where the holes are in your data so that you can improve the validity and usability of your reporting.
- 13. Visualize all of your data 13 | Career Site Metrics ATS Metrics Hiring Manager Survey RPO Referrals Job Distribution Metrics Data Cleanse .
- 14. How is my team doing in regards to open and filled jobs this month? EXAMPLESOF KEY COMPANY QUESTIONS I have a new job to fill, where did my last great hire come from? My job board contract is up for renewal. How are they performing for us in regards to job functions? Do I have any recruitment teams or individuals that are currently struggling or performing extremely well? How is my diversity initiative performing?
- 16. How is my team doing in regards to open and filled jobs this month?
- 18. I have a new job to fill, where did my last great hire come from?
- 20. Do I have any recruitment teams or individuals that are currently struggling or performing extremely well?
- 22. Takeaway Points - There a things you can be doing today to improve your use of data immediately. 1. Data is everyhwhere but we need to make sense of it 2. To make sense of any data we need defined rules 3. When we apply data in the right way, we have an edge of the competition 4. Know where your data comes from and make it easy to understand 5. Data used correctly can give you a new perspective 6. Expect to find holes in your data 7. Not everyone in you will like it If you define your business rules, figure out the questions you want to answer and begin looking at the holes in your data you will be miles ahead of the game.
- 23. THANK YOU! Richard Essex, Sales Director richard@broadbean.com +44 (0)20 7536 1661 Tweet @BroadbeanEMEA Joshua Willows, Sales Executive joshw@broadbean.com +44 (0)20 7536 1661 Tweet @JoshBroadbean
Notes de l'éditeur
- Click 1 - Can anyone here tell me what this means? So what I can tell you is…… I have no idea what it means either …… this talk starts here. Today most of us work from spreadsheets because that’s what’s available to us. So not only am I recruiter doing the day to day job of recruitment, now I need to be an expert as a recruiter with both data modelling and spreadsheets. In fact Multiple spreadsheets for multiple subjects departments businesses areas. I know from my job I have day to day I have at least 10 spreadsheets I work in daily, probably more monthly and annually. Most of us do. I personally have to run teams of salesman, media buyers, client services etc every one of them have their spreadsheets. And I use them to make decisions. Decisions to help drive our business forward. I have a crm and other technologies we use to manage processes.
- How do I even begin to answer those questions?
- This dashboard allows transparency among your recruiters. They can be measured against KPI’s for Open Jobs and Hired Positions. Some of our customers like to use this dashboard for coaching opportunities among their team. Question – How are you measuring the individual performance of your recruiters today? Common Questions from Clients: Can I change the KPI’s in the dashboard? You have to see what KPI’s they would measure and where the data sits with the client. The KPI’s would need to be grouped in “3” and “6” as displayed above. Also, if the KPI’s are configured they would need to be scoped before hand with Dom Barton or Jen Wilga. This is additional custom work. There would be a separate cost that would be determined after scoping. Also, the custom KPI dashboard would be delivered 4-6 weeks after standard delivery implementation. What about Quality of Hire? Can we measure that? That is one of the most common questions we get asked. I love all of this data and it is very useful but what I also want to know is how long did that person stay and how strong of an employee are they. We are currently scoping other conversations now with our clients. Quality of Hire is one of those that we are listening to our clients have that conversation internally and then we will determine what data sets would be pulled (ex: HRIS data, Performance Management info etc) and then the design of the dashboard. What other conversations are you building? Our roadmap is derived from listening to our clients and some of the friction that exists in their business. For example, we are working on a time to find vs. time to fill dashboard. This is something our client really want to show internally – the impact of how much time it takes to find a specific candidate and even more importantly, time to fill which will highlight the impact a hiring manager has by sitting on great candidates. The last one we are working with at the moment is helping clients identify what requisitions are in trouble based on candidates staying in a funnel stage too long, not enough applications to interview ratio etc. Question – I know that was a lot of information. I’d love to know what dashboards resonated the most with you?