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Analytics Friend or Foe

Marianthe Verver

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9 déc. 2011

• •

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Dan Arkind | dan@jobscore.com | 415-904-9900

Tour Guide

Dan Arkind

15 years recruiting, mostly for startups
Co-founder of JobScore

Numbers can be
your friends

0%
to
0.001%

“What gets measured gets managed”
Peter Drucker

Numbers provide the
rationale for
CHANGE

PAIN

PAIN?

Show me the
$ MONEY $

$250,000

#1 expense
Planning
Quality control
Optimization

Analytics 1.0
CYA
Manage out

Analytics 2.0
Improve
Dialog
Experiment

Experiments
require a
CONTROL

Plan your work
and
work your plan

How much planning and
scrutiny is there for a
$250,000 project?

Establish the
playing field

Opening Requisitions:

It’s not me.
It’s you.

Easily spend 100 hours/hire

600 1 minute resume reviews = 10 hrs
50 30 minute screens = 25 hrs
25 1 h...

4 hours
Job Description
Assessment Criteria
Sales Story
Sourcing Strategy

You don’t have to
get it right

JUST TRY

Scorecard

If things aren’t working,
Change them!

Capture every
time you change
something

Think
then

Plan & Script
then

Iterate

Sample Process

Resume Review

Recruiter Screen

Manager Screen

Onsite
Interview

Offer

Resume Review 20%
Confidence level:
Recruiter Screen 40%
...

Ratios
matter

Estimate
Effort

SLA
(service level agreement)

Federate
Responsibility
Numbers need to cut both ways

Source of Hire 1.0

Sources 2.0

Sources 2.0

Sources 2.0

Sources 2.0

Cost per hire 1.0

• Advertising Expenses
• Employee Referral Costs
• Agency Fees
• Travel Expenses
• Relocation...

Cost per hire 2.0

• “Hard costs”
• Opportunity cost
• Recruiter time
• Manager time
• Interviewer time

Cost of hire 2.0:
# of events

Time to hire 1.0

67 days

Time to hire 2.0
Velocity Tracking

Process
2.0

Focus on small
changes and
measurable results

Start where
success will be
EASY

Let the team
sell it for you

Tools that
effortlessly collect
and report data

STOP
screening
candidates

Results Focus
 Better performing hires
 Cheaper hires
 Faster hires
 Better candidate selection
 More refer...

Dan Arkind | dan@jobscore.com | 415-904-9900

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Analytics Friend or Foe

1. Dan Arkind | dan@jobscore.com | 415-904-9900
2. Tour Guide Dan Arkind 15 years recruiting, mostly for startups Co-founder of JobScore
3. Numbers can be your friends
4. 0% to 0.001%
5. “What gets measured gets managed” Peter Drucker
6. Numbers provide the rationale for CHANGE
7. PAIN
8. PAIN?
9. Show me the $ MONEY $
10. $250,000
11. #1 expense Planning Quality control Optimization
12. Analytics 1.0 CYA Manage out
13. Analytics 2.0 Improve Dialog Experiment
14. Experiments require a CONTROL
15. Plan your work and work your plan
16. How much planning and scrutiny is there for a $250,000 project?
17. Establish the playing field
18. Opening Requisitions: It’s not me. It’s you.
19. Easily spend 100 hours/hire 600 1 minute resume reviews = 10 hrs 50 30 minute screens = 25 hrs 25 1 hour phone interviews = 25 hrs 10 4 hour onsite interviews = 40 hrs
20. 4 hours Job Description Assessment Criteria Sales Story Sourcing Strategy
21. You don’t have to get it right JUST TRY
22. Scorecard
23. If things aren’t working, Change them!
24. Capture every time you change something
25. Think then Plan & Script then Iterate
26. Sample Process Resume Review Recruiter Screen Manager Screen Onsite Interview Offer
27. Resume Review 20% Confidence level: Recruiter Screen 40% What is the % chance Manager Screen 60% we will extend an offer after this stage is complete? Onsite 100% Interview Offer FRONT-LOAD YOUR QUESTIONS
28. Ratios matter
29. Estimate Effort
30. SLA (service level agreement)
31. Federate Responsibility Numbers need to cut both ways
32. Source of Hire 1.0
33. Sources 2.0
34. Sources 2.0
35. Sources 2.0
36. Sources 2.0
37. Cost per hire 1.0 • Advertising Expenses • Employee Referral Costs • Agency Fees • Travel Expenses • Relocation Expenses
38. Cost per hire 2.0 • “Hard costs” • Opportunity cost • Recruiter time • Manager time • Interviewer time
39. Cost of hire 2.0: # of events
40. Time to hire 1.0 67 days
41. Time to hire 2.0 Velocity Tracking
42. Process 2.0
43. Focus on small changes and measurable results
44. Start where success will be EASY
45. Let the team sell it for you
46. Tools that effortlessly collect and report data
47. STOP screening candidates
48. Results Focus  Better performing hires  Cheaper hires  Faster hires  Better candidate selection  More referrals  More accountability  Happier employees  More engaged teams
49. Dan Arkind | dan@jobscore.com | 415-904-9900

Notes de l'éditeur

HiThis is a presentation I prepared for the Radical Unconference in Toronto, CA in September 2011 about JobScore, a recruiting platform for growing businesses.---
My name is Dan Arkind, and like you, I’m a recruiter. I’ve spent 15 years in the recruiting trenches… building pipeline, screening candidates, scheduling interviews and closing deals.I’ve worked contingency, retained, in-house – you name it - I’ve DONE it when it comes to recruiting for small, growing businesses.I had the idea for JobScore after the dot-bomb in 2003, when I made the transition from contingency to in-house recruiting.When I went in house, it was the first time I had to recruit by myself… working behind a closed door, with just email, spreadsheets and the phone to get the job done. No budget, no tools, just hustle. In many ways, this wasn’t as efficient as working on a team.I did some research, looking around for cost effective solutions, but I couldn’t find any. I founded JobScore to address problems I experienced myself… to create something great for recruiters that made life easier and helped us be more efficient, organized and connected.---So I started mocking up screens, doing usability studies and I recruited a few technical co-foudners.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
We’ve got reports – lots of reports. Here’s a source report that shows where your candidates are coming from.You can see it here in aggregate, or if you want to drill into specific source typesBy clicking on job boards here.
So we built the first end-to-end posting experience that exposes not just applicant volume, but applicant QUALITY.JobScore not only syndicates your job to eliminate data entry pain, but we show TRUE quality metrics –Not just the number of visits and total applicants – but how many moved on to SCREENS and INTERVIEWS – because recruiters know it’s not just about the volume of candidates a posting generates, But whether candidates are good enough to proceed through the interview process.--We also show the price of specific listings and how much you’ve spent total per job.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
We also show pipeline reports, which are driven by our flexible workflow editor – where you can easily add, remove and re-order statuses.This report shows the total number of candidates that have ever been in a specific statuscompared to how many are currently in each status.AS you can see, we’re just starting out on the major account rep job, but we are further along on our marketing manager and software engineer jobs.
Here’s the last sample report I’ll show – and it’s one of our favorites.We actually came up with this report in a customer brainstorming session – and I’ve never seen it in another ATS.We call it a velocity report - but that’s really a euphemism – it’s a “bottleneck” reportThis report shows the average number of DAYSthat a candidate is spending in each status.Here you can see that for the marketing manager job candidates are spending 13 days in “manager review” – So someone probably needs a TALING TO about turning around on their resumes (pause)We also have account-wide reports on posting, sharing, EEP compliance and granular history reports that provide an audit trail of who is doing what & how often they are doing it.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Although this is a practice from slightly larger organizations, when you are trying to hire 5+ people at a time, I don’t really know another way to do this.Most entrepreneurs just do “whatever” until it stops working – then they get around to documenting and iterating. Don’t be that entrepreneur.The cost of a bad hire in terms of time and effort is astronomical. Spend time now to make future time more efficient.
Thanks again for taking a little time to learn about JobScore.We look forward to seeing you online – and happy hiring!