In this session from Talent Connect Vegas 2013, Ingram Micro's Director of Talent Acquisition shares how recruiters should be measuring success.
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3. Today’s workshop
Evolution of Recruiting Metrics
Basics of Metrics
Group Discussion
Determine what data to analyze - What matters most to
my Executives, HR Team, Recruiters?
Develop a standard template / Scorecard
#intalent
4. Where it all began……
Since the famous statement "What is not measurable make measurable" of
Galileo Galilei (1564 -- 1642) it has been a major goal in science to quantify
observations as a way to understand and control the underlying causes.
#intalent
5. Basics of Metrics
Types: Historical, Real time, Predictive
Keys to success:
1. Reliable
Data must be “true” or accurate and validated over time
2. Actionable
Reports must be detailed enough to take action
Group data so it is relevant and meaningful
3. Scalable
The process of collecting and analyzing data must scale
Your outputs must be useful for people at all levels
4. Understandable
People must be able to visualize and understand what you find
Line managers, executives, and employees must use the data
#intalent
7. Identify Measurement
Quantity = Number of Hires
Efficiency = Time to Fill, Acceptance Ratio
Quality = Turnover Rate, Survey Feedback
Diversity = % of Diverse Hires
Source = Most Effective Source of Hires
#intalent
8. Create A Standard Template
Focus Area
Quantity
Efficiency
Quality
Internal Mobility
Measurement
Exempt
No. of Hires
Non-Exempt
Total
Time to Fill (Days)
Exempt
Non-Exempt
Acceptance Ratio (Accepts/Offers)
New Hire Turnover
- Less than 6 months
- Less than 1 year
Satisfaction Survey (1 = strongly New Hire
disagree;
5 = strongly agree) Hiring Manager
Q1 2013
Q2 2013
Total / Average
% Hires - Internal
% Hires - Minority
Exempt
Non-Exempt
Total
Diversity
% Hires - Female
Exempt
Non-Exempt
Total
Source
Job Board
Recruiter Sourced
Employee Referral
Company Website
Internal Candidate
Additional Sources
#intalent
9. Build onto Standard Template
Focus Area
Measurement
Recruiter 1
Recruiter 2
Q1
14
12
29
7
0
2
4
Total
12
14
14
33
1
3
7
11
Non-Manager
11
11
7
22
Exempt
Efficiency
5
Manager
Time to Fill (Days)
Q2
Non-Exempt
No. of Hires
Q1
Exempt
Quantity
Q2
74
85.07
79
58.66
Non-Exempt
63
0
7
24.75
Manager
76
52.33
62.14
62.64
Non-Manager
66.64
94.00
72.57
50.50
92.3%
100.0%
100.0%
97.1%
- Less than 6 months
0.00%
3.03%
3.03%
0.00%
- Less than 1 year
0.00%
0.00%
0.00%
1.41%
New Hire
N/A
N/A
N/A
N/A
Hiring Manager
N/A
N/A
N/A
N/A
42%
36%
36%
33%
Acceptance Ratio (Accepts/Offers)
New Hire Turnover
Quality
Satisfaction Survey Results
Internal Mobility
Source
% Hires - Internal
Job Board
Linked-In Job Posting
12%
Simply Hired
Indeed
8%
Other Job Board
8%
7%
21%
21%
8%
14%
14%
7%
14%
3%
42%
36%
36%
33%
Company Website
Internal Candidate
9%
29%
Recruiter Sourced
Employee Referral
6%
#intalent
11. Fish in a Barrel - Predictive Analytics!
Rock
Stars!
High
Potentials
Promotable
Target Recruiting Source
#intalent
12. Group Discussion Topics
What metrics do you currently have?
What are your focus areas?
What are you measuring?
What will you take away from this
discussion?