How to Motivate Sourcers With Gamification–the SAP Story by Matt MacDonald

What Is Sourcification?Established KPI’s/Metrics

+A point system related to activity

+Performance benchmarks

+Reward

=SOURCIFICATION

It’s Easy• Assign points for hitting, exceeding and falling

short of KPI’s• Determine ratings for successful, progressing and

outstanding benchmarks• Define how often • Define the reward• Track the activity• Recognize top performer(s)

What To Keep In Mind

• No secret formula

• Don’t over analyze

• No “one size fits all”

• Tweak, tweak then tweak some more

• Listen to what people are saying

Why Gamification In Sourcing?• IT’S FUN!

• Motivating

• A cumulative approach

• A weighted focus

• High visibility

• Big picture

• Rewards those who go above and beyond

• Flexibility

Why We See A Need For Sourcification

• Over capacity

• Internal pressures

• Passive candidate pool

• Social professional networks

• Intense competition

Our Solution

• Centralized Sourcing Hubs

• Hire teams out of agency

• Tie Branding directly to the Sourcing Organization

• Create KPI’s tied to activity that will yield success

• Apply Sourcification

Sourcing KPIs/SLAs• Performance KPIs

Hires per month

Declined/Revoked offers

Number of submittals to CFRs per month

Number of candidate screens per month

Submittal to interview ratio

• Time KPIs

Time to source (from sourcing req open to 1st submittal)

Time to source (from sourcing req open to 3rd or 4th submittal)

• Quality KPIs Survey to CFRs and Candidates screened by HM

• LinkedIn usage KPIs

Days visited

Searches

Profile Views

Inmails - acceptance rate

Point System

Well over exceed : 20 points

Exceed KPI: 15 points

Hit KPI: 10 points

Short of KPI: 5 points

Miss KPI: 0 points

Overall Performance BenchmarksExtraordinary Performance: 90+ points

Outstanding Performance: 75 – 89 points

Successful Performance: 60 – 74 points

Progressing Performance: 55 – 64 points

Insufficient Performance: 54 or less points

SOURCIFICATION:The New Way Of Measurement

• Cumulative

• All encompassing

• Weighted

• Full insight

• Compensation for shortfalls, to a degree

• Incentive

• Differentiation

The Old Way Of Measurement• No measurement

• Silo’d measurements

• Limited “over control” measurements

• No compensating

• No incentive

• Nothing beyond successful & unsuccessful

• No differentiation between achievers and over-achievers

The Example• Jay’s was measured only against submittals & quality ratio• He was asked to obtain 10 submittals and a 50% quality

ratio• Jay had 8 submittals but an 87.5% quality ratio • On paper he didn’t achieve one of his KPI’s• On top of his measured activity he had 3 offers and 2 hires• Over-achieving his quality ratio, hires & offers are not taken

into consideration and has no impact

The Example

• Jay’s KPI’s were submittals & quality ratio

• His team was tasked with obtaining 5 submittals & a 40% quality ratio for the week

• Jay obtained 7 submittals and an 85% quality ratio

• Repeta obtained 5 submittals and a 40% quality ratio

• Even though Jay outperformed Repeta there is no differentiation between the two and both were shown as successful

The Example

• Jay was given 4 positions to source on for Jess, his Hiring Manager

• After a lot of hard work Jay was ready to submit 6 Candidates to Jess

• Jess had forgot to mention to Jay that all of her positions were transferred overseas and she no longer needs the support

Analytics & Sourcification

• A key component

• Looks at all variables – BIG picture

• Measures activity according to desk

• Pinpoints success & shortfalls

• “Under controls” & “Over controls”

What Should You Analyze?• “Over Controls”• What “Over Controls” are we measuring:

– Canceled, Transferred, Hold, Internal Hire, Request Withdrawn reqs

– High Volume & “Niche Reqs– Runner up or “Silver Medal” Candidates– The time lapse between a req being opened and when

Sourcing is engaged– The time lapse between submittals and feedback– Hires– Offers

Analytics• ERE recently surveyed 2,500 talent acquisition leaders, recruiters

and sourcers to get insight on key trends in talent acquisition today.– Only 19% of respondents currently use an analytics solution– Only 12% of respondents have moved beyond basic data reporting– 29% of respondents are already benchmarking their KPIs and another

39% planning to do so– 28% of respondents don’t have a dedicated resources to manage

these analytics – 20% do not see value in dedicating resources to these analytics and do

not plan to moving forward

First Potential Obstacle

• No robust CRM & Analytics

• No resources to implement or manage an analytics solution

Don’t Have A Robust CRM/ATS?• There are a hand full of free web based and open source ATS solutions out there.

– OpenCATS– JobScore– Recruiterbox– SmartRecruiters– Qandidate.com– Zoho Recruit

• Reporting in these tools is hit or miss….most of the times a miss• Free solutions come with limited seating• A lot of the web based solutions are “out of the box”• The open source solutions are much more customizable and can give you a lot of

flexibility but…..• Most solutions that offer a free or lite version of their tool are considerably cheaper

than the larger brands out there when buying their premium versions• If you can customize what you already have, that’s the best solution

Second Potential Obstacle

SOURCING

=HIRES

OH MY!

Recommendations• Keep the hires in your measurements, and what

the heck, add offers too!

– Suggestion: Add them as bonus or “accelerator” points”

– Weight them

• Data is KING

– Use the analytics to your advantage

– Use examples

Screens Subs Quality Hires D/R Offers1st

Submittal Shortlisted Searches Views Response Rate

46 27 57% 2 2 6 9 138 650 44.82%

Screens Subs Quality Hires 1st Submittal Shortlisted Searches Views Response Rate

40 28 50% 4 7 10 80 250 20%

Score Rating

65 Progressing

Analytics To The Resuce• Statistics (Feb – June 15’):

– 728 reqs sourced on– 135 hires (18.5%)

• The “Drill Down”– 267/728 were C/R/T/I/H (37%)

• =463 viable reqs

– 135 hires (30%)– 44 screens/month– 28 subs/month– 52% quality– 1st sub: 4 days– Shortlisted: 9 days– 40% response rate

Third Potential Obstacle• Blanket Statements

Recommendation

• This is the GRAY area• No secret formula• Make adjustments• Use your analytics• Come up with a “breaking point”• If one area is predominant with “over controls” make it

separate• Adjust performance benchmarks

Benchmark

Example

Reqs Niche Canceled Revoked Transferred Hold Hired Internally

14 10 0 1 0 4 0

Score Rating

33 Insufficient

Screens Subs Quality 1st Sub Shortlisted Hires Searches Views Response Rate

30 18 44% 11 16 0 137 628 23%

Reqs Screens Submittals Quality 1st Submittal Shortlisted Searches Views Response Rate

15 40 28 50% 7 10 80 250 20%

ExampleBenchmark

Example

Judged against 9.5 reqs (14-(15x.5). 6.5/15 = 43.33% shifting Performance KPI’s by 43.33%

• Candidate Screens Submittals to CFR Submittals to Interview • More than 22: 20 POINTS 18 Plus: 20 POINTS 61% or more: 20 POINTS• Meet 18 – 22: 15 POINTS Meet 13 - 17: 15 POINTS 41% -60%: 15 POINTS• Meet 17: 10 POINTS Meet 12: 10 POINTS 40%: 10 POINTS• Meet 13 – 16: 5 POINTS Meet 13-17: 5 POINTS 30% - 39%: 5 POINTS• Less than 13: 0 POINTS 17 or less: 0 POINTS Less than 39%: 0 POINTS

Screens Subs Quality 1st Sub Shortlisted Hires Searches Views Response Rate

30 18 44% 11 16 0 137 628 23%

Reqs Niche Canceled Revoked Transferred Hold Hired Internally

14 10 0 1 0 4 0

Reqs Screens Subs Quality 1st Sub Shortlisted Searches Views Response Rate

15 40 28 50% 7 10 80 250 20%

Score Rating

33 Insufficient

New Score New Rating

78 Successful

What’s Next?

• Continue to analyze the data

• Listen to the team

• Surveys for Candidates not hired

• Talent Community