Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers. However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today. We’ll be covering the following topics: The Evolution of Recruiting Social media and consumer technologies have changed candidate expectations and the way we attract talent. Defining Data-Driven Recruiting What does “data-driven recruiting” mean? Metrics, Measurement & Analysis How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research. Cool Tools & Applications Technology driving the industry forward that both

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Frequently Asked Questions

7. THE SEARCH FOR
DATA-DRIVEN SOCIAL RECRUITING
And Other Cases for Using Data in Talent
Attraction & Engagement

8. Data-Driven Recruiting/about us
About Us
Your Navigators for Today’s Presentation
8
Will Staney
Founder & Principal at
Proactive Talent Strategies,
LLC and former head of global
talent acquisition at rapidly
growing startups Twilio and
Glassdoor.
Kyle Lagunas
Founder & Principal Analyst at
Lighthouse Research & Advisory.
Formerly Talent Acquisition Analyst
at Brandon Hall Group, and HR
Technology Analyst at Software
Advice, a Gartner Company
will@proactivetalent.io
proactivetalent.io
@willstaney
kyle.lagunas@lhra.io
lhra.io
@kylelagunas

9. 9
About Lighthouse
Lighthouse Research & Advisory is a modern analyst firm building a standard of excellence in talent
acquisition. Compelling research and actionable insights for recruiters, hiring managers, and
business leaders, we navigate the rapidly changing tides of human capital management in order to
support today’s talent advisors.
Data-Driven Recruiting/about us

10. Recruiting Optimization
About Proactive
Proactive Talent Strategies, LLC is a recruiting strategy consultancy built for the modern age specializing in employer branding,
recruiting optimization, HR technology and recruiter training. We’re focused on helping companies move away from the reactive legacy
recruiting world to a modern approach towards proactive recruiting.
1 2
3
Employer Branding
Recruiting Technology 4 Recruiter Training

11. Today’s Session
A look at the scope of our presentation.
11
The Evolution of Recruiting
Social media and consumer technologies have
changed candidate expectations and the way we
recruit.
Defining Data-Driven
Recruiting
What mean, “data-driven recruiting”?
Metrics, Measurement &
Analysis Revisited
As recruiting has evolved, so should your
measurement practices.
Data-Driven Recruiting/agenda

12. 12
Open Discussion
If you think we’re full of hot air, this is the time to
say it.
Cool Tools &
Applications
Technology driving the the industry
forward..
Closing Remarks
If you think we’re full of hot air, this is when we’ll
assure you we’re not.
Data-Driven Recruiting/agenda

13. How Recruiting Has Evolved
Sourcing & Talent Pipelining
With 76% of the online population on social media (Pew
Research Center surveys, 2015) and the rise of open web
technologies, it’s never been easier to find candidate data.
Talent is Easier to Find
Social has made sourcing talent more complex and
candidates even more segmented across the web.
Candidate Segmentation
Email templates be damned. It’s noisy out there. To stand out
means having a more targeted, personalized approach which
takes more time, or your response rates and brand will suffer.
Getting a Response is Harder
Data-Driven Recruiting/evolution

14. 14
73%
Average
29%
How would you rate your
organization’s ability to attract top
talent?
Excellent
12%The majority of
recruiters expect to
see a continued rise in
competition for talent
Source: Ransdstad Sourceright 2015
Recruitment Marketing 101/evolution
The Evolution of Modern Talent Acquisition

15. 15
As competition for talent continues to heat up,
employers are faced with a decision: evolve to
compete or resist and fail. But evolution isn’t
easy. Developing a compelling employee
value proposition, building a strong employer
brand, cutting through all of the noise on social
channels – recruitment marketing is no walk in
the park
36%
Investing A Great
Deal More
31%
Investing A Little
More
22%
Investing the Same
As Last Year
The Evolution of Modern Talent Acquisition
How Will You Invest in
Employer Brand in 2016?
Recruitment Marketing 101/evolution
are investing more in their employer
brand compared to last year67%

16. 16
What’s driving talent attraction?
It may not be what you’re thinking.
Nearly two thirds of respondents
said that an organization’s
reputation as an employer of
choice – including strong brand –
was a leading driver of talent
attraction.
Reputation
57%
Industry is certainly relevant, but
whether you’re selling shoes and
accessories or making medical
devices isn’t as important as the
value proposition you’ve built to
attract and retain talent.
Industry
12%
To be fair: This survey asked HR
leaders – not candidates. Still
comp seems to be giving ground
to less tangible benefits like
BYOD, work/life balance, and
remote work opportunities.
Compensation
11%
Source: Ransdstad Sourceright 2015
Recruitment Marketing 101/evolution

17. How Recruiting Has Evolved
Employer Branding & Talent Attraction
17
Multi-Channel
Approach
Your brand has to go where
the talent is. Like consumer
marketing, it has to be a
targeted, measured, multi-
channel approach.
Career Sites as
Storefront
They’ve become the online
storefront for your jobs. Apply
Now = Buy Now. The
analytics layer where you
drive applicant traffic and
capture source data.
Dynamic Content
Strategy
It takes a dynamic content
strategy to attract the right
talent that utilizing video,
blogging, social and mobile
web. Showing an ROI is
difficult, but not impossible.
Data-Driven Recruiting/evolution

18. 18How Recruiting Has
Evolved
Candidate Experience & Engagement
The rise of social and consumer technologies have
changed candidate expectations when they interact with
recruiters and technology in the hiring process.
Candidate Expectations Have Changed
Recruiting has historically known to be transactional
and impersonal. Now, social technology enables hiring
to be more focused on interaction with candidates.
Interaction Not Transaction
Candidates know when you’re not being genuine in the
hiring process. Like every other decision they make
now, when it comes to searching for a job, they do their
research and both read and leave reviews online.
Transparency is the New Norm

19. 19
How Recruiting Has Evolved
Talent Acquisition Technology
Social Recruiting
Technology
Technology solutions
are emerging with social
recruiting and employee
generated content in
mind.
Talent Sourcing
& Engagement
Employee referral tech,
open web aggregators,
and CRM. Social
media’s influence on
talent pipelining is
removing friction.
ATS’s That
Integrate
Open API’s are taking
over the world of
software, including the
ATS. Integration isn’t
impossible.
Data-Driven Recruiting/evolution

20. Talent Acquisition Maturity
Model
REACTIVE
TACTICAL
OPERATIONAL
STRATEGIC
JOBSSOURCI
NG
BRANDMETRIC
S
Post and Pray
Reliant on Agencies
Understanding of
Employee Value
Proposition (EVP)
Jobs on niche boards
and social recruiting
Internal capabilities
focusing on passive
talent
Established metrics
and benchmarks
Defined employer
brand strategy
CVP
Targeted engagement to
attack highly qualified
candidates
Engage a strong
pipeline of leads and
“silver medalists”
Data-driven
decision making
Influential talent brand
engaging employees
and candidates
Talent segmentation
and prioritization
Workforce Planning
Team-wide pipelining
with engaged talent
communities

21. 21
Innovating at the Speed of Talent
New recruiting technologies are hitting the market every day.
The best recruiters have never shied away from new tools and tactics that could give them
a leg up on the competition
Challenge isn’t a shortage of ideas. In fact, some of us have jobs that only exist to help you
make heads or tails of the ideas out there.
The biggest problem is a fundamental problem in recruiting: Identifying and
operationalizing best practice.
A key part of that evolution is rooted in something that’s not nearly as sexy as social
recruiting: Measuring activities, examining outcomes.
This is where talent analytics – which exist in basically every single piece of recruiting tech
you use – come in handy: They enable data-driven insights to optimize recruiting efforts
Data-Driven Recruiting/evolution

22. 22
Defining Data-Driven Recruiting
Let’s get this straight.
Data-Driven Recruiting/definition
We’re not talking about Big Data. In fact, I’m hoping that’s the only time I use the phrase. No,
we’re talking about talent analytics – and which is just a specific example of business
intelligence technology.
The
measurement
and analysis
of recruiting
data
The application
of data-based
insights to
optimize
recruiting
performance
Data-
driven
Recruiting
(generates insight) (enables hiring success)

23. How would you describe your overall measurement practices
for talent acquisition?
Again, judgment free zone.
23
Data-Driven Recruiting/definition
39%
28%
24%
12%
8%
5%
Tactically Focused
Strategically Minded
Near Sighted
Non Existent
Arduous, but Ineffective
Other (please specify)

24. 24
Debunking “Big Data”
Revisiting Metrics, Measurement, & Analytics
Data-Driven Recruiting/revisiting
How are you tracking performance across key areas of talent acquisition?
0% 10% 20% 30% 40% 50% 60%
Manually gathering/reporting/analyzing performance data
Performance data is tracked/reported within individual
systems, tools, and/or service providers
Talent analytics partially integrated across various recruiting
systems, tools, and/or service providers
Talent analytics fully integrated across various recruiting
systems, tools, and/or service providers
Talent metrics are measured and tracked within each talent
acquisition system/silo but an aggregated view isn’t…
Other (please specify)

25. Defining Data-Driven Recruiting
How Important Are Your Recruiting Capabilities?
25
Data-Driven Recruiting/definition
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy Talent Partners
Nice to Have, but Not Critical Important Very Important Critically Important Not Important

26. Defining Data-Driven Recruiting
To what extent are you measuring recruiting capabilities?
26
Data-Driven Recruiting/definition
0%
5%
10%
15%
20%
25%
30%
35%
40%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy Talent Partners
Mostly anecdotal information, gathered ad hoc Some metrics tracked, but infrequently/inconsistently
Lots of metrics tracked, more frequently/consistently Performance metrics tracked in real time, reported on frequently
Not Tracking

27. Defining Data-Driven Recruiting
How would you rate the value of insights generated by your current measurement practices?
27
Data-Driven Recruiting/definition
0%
5%
10%
15%
20%
25%
30%
35%
40%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy Talent Partners
Some insights generated, but analysis/ application is nonexistent Some insights generated, but analysis/ application is a challenge.
Insights generated are valuable, but focus mostly on operational efficiency. Insights generated regularly provide strategic value
No insights generated

28. Assessing core recruiting
capabilities.
28
#1 #3
#2
Monitoring Recruiter
Performance.
Achieving internal Service
Level Agreements.
#4 Improving diversity.
The Opportunity for Recruiting
Realistic outcomes derived from data-driven recruiting
Getting past good
enough
Recruiters have their work cut out for
them, and it’s far too easy to fall into
the endless cycle of source-hire-
repeat. By implementing more
robust measurement practices,
today’s most effective hiring
organizations are driving real
change.
Data-Driven Recruiting/definition

29. 29
What matters most?
Diversity hiring
initiatives? Internal
SLAs? Candidate
experience? Measure it,
y’all!
Measure What
Matters
It can be daunting to
start. Every big success
started somewhere, and
data-driven recruiting is
no exception.
Measure What You
Can
Good analysis relies on
sound data – and that
means tracking
activities and outcome
frequently and
consistently.
Measure Frequently,
Consistently
Yessssssss! Analysis is
the best! Name one
thing that’s better than
data analysis. One
single thing.
Analyze, Analyze,
Analyze
C F
AM
Data-Driven Recruiting/revisiting

30. Modern Measures of Success in Talent Acquisition
How important are the following categories when evaluating strategic areas of talent acquisition? (Very or Critically Important)
30
69% Far more than a buzzword – candidate
experience is the heart of high-performance
talent acquisition.
Candidate Experience
Your talent acquisition team is only as good
as the recruiters it’s comprised of. Who
knew?
Recruiter Performance
69%
Hiring managers play a big role in hiring
success, and things like Time to Review can
illustrate that.
Hiring Manager Performance
58%
If we’re investing so much on acquiring
talent, our ability to retain those investments
should count for something.
New Hire Turnover
59%
56% If talent acquisition is ever to evolve beyond
a cost center, we have to demonstrate
business value.
ROI of Talent Expenditures
Lacking insight into the effectiveness of your
diversity hiring initiatives, they’re doomed to
become contrived and pointless.
Diversity Hiring
41%
University hiring programs can be
complicated beasts. Make the most of them
by measuring what matters.
University Hiring
32%
Community management, web traffic and
SEO, paid search – there’s a lot more to
recruiting than you can keep up with on
spreadsheets.
Specialty Recruiting
43%
Data-Driven Recruiting/revisiting

31. Modern Measures of Success in Talent Acquisition
To what extent are you measuring performance in strategic areas of talent acquisition? (Not Tracking or Anecdotal)
31
46%
Candidate Experience
Recruiter Performance
26%
Hiring Manager Performance
57%
New Hire Turnover
37%
45%
ROI of Talent Expenditures
Diversity Hiring
49%
University Hiring
46%
Specialty Recruiting Performance
47%
Data-Driven Recruiting/revisiting
Far more than a buzzword – candidate
experience is the heart of high-performance
talent acquisition.
Your talent acquisition team is only as good
as the recruiters it’s comprised of. Who
knew?
Hiring managers play a big role in hiring
success, and things like Time to Review can
illustrate that.
If we’re investing so much on acquiring
talent, our ability to retain those investments
should count for something.
If talent acquisition is ever to evolve beyond
a cost center, we have to demonstrate
business value.
Lacking insight into the effectiveness of your
diversity hiring initiatives, they’re doomed to
become contrived and pointless.
University hiring programs can be
complicated beasts. Make the most of them
by measuring what matters.
Community management, web traffic and
SEO, paid search – there’s a lot more to
recruiting than you can keep up with on
spreadsheets.

32. 32
Recruiting Data isn’t Just for Recruiters
How does your team report recruiting data?
Performance
In a modern hiring organization, talent
analytics provide valuable insight into
your ability to attract, engage, and
acquire the people the business needs
to succeed today – and tomorrow. But
there are still some groups that are left
in the dark when it comes to
performance data.
Reporting
Data-Driven Recruiting/revisiting
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Within the talent
acquisition
function
To Hiring
Managers
To Business Unit
Leaders
To HR Leadership To C-level
Executives
To Operations
Leadership

33. 33
How Recruiting Has Evolved
Recruiting Analytics & Measurement
Recruiting
Marketing Platform
Social
Recruiting
Search
Engine
Optimization
Diversity
Campaigns
Employee and
External
Referrals
Recruiting
Events
Mobile
Landing
Pages
Internal
Mobility
Job
Distribution
Talent
Community
Emp
Branding
Campaigns
ATS
Recruiting Metrics
• Key Perf Indicators
• Brand/Visitor Traffic
• Campaigns/Activity
• Converts/Captures
• Cost Per
Visit/Apply/Hire
• Time To hire/Quality
Programs
Spend
$$$$
Advanced
Analytics
Data-Driven Recruiting/cool tools

34. Cool Tools & Applications: Talent Attraction
Apply analytics to make better decisions, and optimize efforts
34
Recruitment
Marketing Platforms
All in one platforms making your
your career site mobile, built on
a CMS for easily updated
content, and transformed into an
analytics layer for an
ecommerce approach to full
lifecycle metrics.
Job Distribution &
Automation
Tools that automate the job
posting process, distribute
jobs to the best sources,
manage PPC & PPA
campaigns, and measure
results.
Social Recruiting &
Employer Branding
Your employees are your
employer brand. These tools
empower them and allow
companies to amplify the
content. Employee generated
content--easily curated.
Data-Driven Recruiting/cool tools

35. Cool Tools & Applications: Talent Engagement
Apply analytics to make better decisions, and optimize efforts
35
Talent
CRM
Integrated in the ATS or stand
alone, these are a few cutting
edge CRM’s allowing companies
to better pipeline and engage
talent to build proactive recruiting
approaches.
Open Web
Sourcing
Open web aggregation
tools that save time on
sourcing and provide
analytics on outreach
effectiveness with
CRM/ATS integration.
Talent
Communities
More than just job alerts
these technologies allow
companies to build their
own internal social
communities to engage
talent for the long term.
Data-Driven Recruiting/cool tools

36. 36
Questions?
Social SocialSocial Social
Social Social
Data-Driven Recruiting/Q&A

37. 37
PPT Name /section
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proactivetalent.i
o

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