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Frequently
Asked
Ques6ons

5.
#WFwebinar
Ian
Cook
Head
of
Workforce
Solu2ons
Visier
Recrui6ng
Analy6cs:
What
Your
ATS
Won't
Tell
You

6.
Recrui'ng Analy'cs
What Your ATS Won’t Tell You
Ian Cook
Head of Workforce Solu'ons
Visier
November, 2016

7.
Only Visier connects all the dots – for you – from
workforce insights to business outcomes

8.
Visier is how the best brands achieve the best
business outcomes

9.
Agenda
§ The focus on talent acquisi'on
§ Why measuring the long-­‐term impact of talent acquisi'on is
difficult
§ The problem of disconnected data
§ Op'ons for connec'ng data to uncover talent acquisi'on
insights

10.
The focus on talent
acquisi'on

11.
Talent Acquisi'on is the HR topic that provides the biggest
business advantage
Realizing
the
Value
of
People
Management,
Boston
Consul2ng
Group

12.
It is tougher
than ever to
find people!

13.
Spending on talent acquisi'on is high—and geSng higher
The
Bersin
by
DeloiFe
2015
HR
Factbook,
2015.
$3,50
0
$4,50
0
2011
2014
Average cost per hire in
the U.S.

14.
Quality of hire is THE most valued metric
21%
28%
39%
Global
Recrui2ng
Trends
2016,
LinkedIn
Talent
Solu2ons,
2016

15.
But leaders lack confidence in “quality of hire”
measurement
68%
32%
Low
confidence
in
quality
measurement
High
confidence
in
quality
measurement
Global
Recrui2ng
Trends
2016,
LinkedIn
Talent
Solu2ons,
2016

16.
Why measuring
the long-­‐term
impact of talent
acquisi'on
is difficult

17.
Your ATS is disconnected from other workforce data

18.
Your ATS can’t tell you the two most cri'cal things about
recrui'ng

19.
Your ATS can’t tell you the two most cri'cal things about
recrui'ng
1.
Who
the
best
hires
will
be
for
the
long
term

20.
Your ATS can’t tell you the two most cri'cal things about
recrui'ng
1.
Who
the
best
hires
will
be
for
the
long
term
2.
What
recrui2ng
programs
drives
the
best
long-­‐term
results

21.
Your ATS also can’t:

22.
Your ATS also can’t:
Help
you
fix
hiring
boFlenecks

23.
Your ATS also can’t:
Help
you
fix
hiring
boFlenecks
Accurately
predict
how
fast
you’ll
hire
for
a
given
role

24.
Your ATS also can’t:
Help
you
fix
hiring
boFlenecks
Accurately
predict
how
fast
you’ll
hire
for
a
given
role
Tell
you
why
good
candidates
drop
out
of
the
hiring
process

25.
Your ATS also can’t:
Help
you
fix
hiring
boFlenecks
Accurately
predict
how
fast
you’ll
hire
for
a
given
role
Tell
you
why
good
candidates
drop
out
of
the
hiring
process
Track
whether
you’ll
hit
your
hiring
and
diversity
targets

26.
Your ATS also can’t:
Help
you
fix
hiring
boFlenecks
Accurately
predict
how
fast
you’ll
hire
for
a
given
role
Tell
you
why
good
candidates
drop
out
of
the
hiring
process
Track
whether
you’ll
hit
your
hiring
and
diversity
targets
Help
you
op2mize
spending
on
talent
acquisi2on

27.
Your ATS also can’t:
Help
you
fix
hiring
boFlenecks
Accurately
predict
how
fast
you’ll
hire
for
a
given
role
Tell
you
why
good
candidates
drop
out
of
the
hiring
process
Track
whether
you’ll
hit
your
hiring
and
diversity
targets
Help
you
op2mize
spending
on
talent
acquisi2on
Give
stakeholders
enough
visibility
into
the
status
of
open
posi2ons

28.
The problem of
disconnected data

29.
The problem of disconnected data

30.
The problem of disconnected data
Your
ATS
§ Limited
to
its
piece
of
the
talent
journey
§ Disconnected
from
non-­‐ATS
data
§ Lack
of
analy2c
capability
and
scope

31.
The problem of disconnected data
Your
HRMS
§ Complex
&
costly
to
connect
to
non-­‐HRMS
data
for
beFer
insights
§ Limited
to
basic
repor2ng—
how
many,
not
why
or
what
next
§ Lack
of
velocity
in
innova2on
in
analy2cs
Your
ATS
§ Limited
to
its
piece
of
the
talent
journey
§ Disconnected
from
non-­‐ATS
data
§ Lack
of
analy2c
capability
and
scope

32.
The problem of disconnected data
Your
HRMS
§ Complex
&
costly
to
connect
to
non-­‐HRMS
data
for
beFer
insights
§ Limited
to
basic
repor2ng—
how
many,
not
why
or
what
next
§ Lack
of
velocity
in
innova2on
in
analy2cs
Your
ATS
§ Limited
to
its
piece
of
the
talent
journey
§ Disconnected
from
non-­‐ATS
data
§ Lack
of
analy2c
capability
and
scope
Niche
Recrui6ng
Apps
§ Limited
to
a
niche
focus
area
§ Disconnected
from
other
data
§ Lack
of
analy2c
scope
(i.e.,
ques2ons
answered)

33.
What are the
op'ons for
connec'ng
data?

34.
The technology choices
Business
Intelligence
Workforce
Intelligence

35.
Business intelligence

36.
Business intelligence
§ Tools
that
allow
you
to
create
reports
and
dashboards
on
any
data
§ Extremely
flexible
–
you
can
build
whatever
you
want
§ Extremely
difficult
and
expensive
–
requires
very
technical
and
expensive
skills
§ Slow
–
you
(or
IT)
have
to
build
it
all
yourself

37.
Business intelligence challenges and risks
Complex
data
integra2on
Costly
data
warehouse
Time-­‐consuming
report
development
No
integrated
security

38.
BI project costs: A TCO that keeps growing
BUSINESS
INTELLIGENCE
SOLUTION
TIME
COST
BUILD
DATA
WAREHOUSE
Design
data
model
and
source,
transform,
cleanse,
and
load
data
into
warehouse
12-­‐36
MONTHS
$2.3
MILLION
ON
AVERAGE
(IDC)
DEPLOY
BI
TOOLS
Source
and
implement
business
intelligence
plajorm
6-­‐9
MONTHS
$250
PER
USER
PLUS
DEVELOPMENT
COSTS,
TYPICALLY
ADDING
TO
$750K+
GENERATE
CONTENT
Build
out
first
reports
and
dashboards
to
send
to
users
3-­‐9
MONTHS
$1,000
PER
USER
PLUS
DEVELOPMENT
COSTS,
TYPICALLY
ADDING
TO
$500K+
IDENTIFY
GAPS
Iden2fy
needs
for
new
business
ques2ons
and
repeat
data
warehouse,
BI
tools,
and
content
genera2on
steps
3-­‐9
MONTHS
RANGE
OF
COSTS,
DEPENDING
ON
SCOPE
COST
$3.5
MILLION+

39.
Workforce intelligence

40.
Workforce intelligence quickly connects
disparate data sources
Workforce Intelligence

41.
Manage the needs of mul'ple stakeholders easily
Give
each
stakeholder
the
view
of
the
pipeline
that’s
relevant
to
their
needs.

42.
Track diversity and ensure equity across the hiring process
Discover
whether
matching
diversity
of
candidates
with
interviewers
improves
hiring
rates.

43.
Forecast when key roles will be hired

44.
Have a complete, up-­‐to-­‐date view of your en're recrui'ng
pipeline
Compare
2me
in
each
stage
of
the
recrui2ng
pipeline
for
successful
hires
versus
all
applicants.

45.
The 'me to act is now
Companies that put workforce intelligence to work
profoundly improve their business results
Bersin
by
DeloiFe:
High
Impact
Talent
Analy2cs
CEB
Corporate
Leadership
Council:
The
Analy2cs
Era
Sierra
Cedar:
HR
Systems
Survey

46.
Resources available at www.visier.com
Download
your
copy
Download
your
copy
Subscribe
to
the
Workforce
Intelligence
Blog

47.
Thank you
§ Ian
Cook
§ ian.cook@visier.com

48.
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