Upload
others
View
5
Download
0
Embed Size (px)
Citation preview
JumpstartingTalentAnalyticsKyleLagunas,ResearchManager– June2017
©2017 Jobvite. All rights reserved.
Jumpstarting Talent Analyticsfour tenets of successful data-driven recruiting
Kyle LagunasResearch ManagerEmerging Trends & TechnologiesTalent Acquisition & Staffing@KyleLagunas
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 3
About International Data Corporation (IDC)
• International Data Corporation (IDC) is the premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications and consumer technology markets.
• IDC helps business executives, IT professionals, and the investment community make fact-based decisions on technology purchases and business strategy.
• More than 1,100 IDC analysts provide global, regional, and local expertise on technology and industry opportunities and trends in over 110 countries worldwide.
• For 50 years, IDC has provided strategic insights to help our clients achieve their key business objectives.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 4
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 5
The World is Changingtalent acquisition is no exception
Datamyriad data sources, countless data points
Mobilealways on, always on-the-go, always
looking ahead
Experiencecandidates as customers,
talent on demand
Globalone global economy, one
global talent pool
E-Commerceamazon now, gratification on demand, consumer-grade UX
Socialtransparency & the rise
of candidate
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 6
Talent Acquisition is Evolvingbeyond reactionary, post-and-pray
EfficientTraditionally, recruiting has been a cost center –and measures of success have been focused on efficiency.
EffectiveSome organizations have embraced more modern practices that may cost more, or take more time –but are more effective.
CompetitiveToday’s most competitive talent organizations are leveraging talent analytics to optimize efforts and initiatives.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 7
navigating next practices
Attract.
Recruitment is marketing in a modern world. The
most successful employers are leveraging multi-channel strategies
to attract the best candidates.
Engage.
Keeping candidates engaged throughout arduous application,
assessment, and review processes is a tall order. Staying in
touch with prospects is another.
Evaluate.
Assessment practices are evolving and candidate
review processes continue to expand in
size and scope. How can we manage so many
moving pieces?
Measure.
Traditional metrics like cost per hire, time
to fill, and new hire turnover turnover
alone give little insight into performance of talent acquisition.
Talent Acquisition is Evolving
The Value of Talent Analyticsevolving the talent acquisition operation one metric
at a time
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 8
Measurement and Analysis of
Talent Data
Application of Data-Based Insights to Optimize
Workforce Viability
Data-Driven
HR
The Value of Talent Analyticsevolving the talent acquisition operation one metric
at a time
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 9
PredictProblemsYourrecruitersmaybehead-down,workingonthenextreq,butthatdoesn’tmeanyouhavetobe.Keepyoureyesahead,lookingoutfor
choppywaters.
MonitorKPIsIt’shardtoseetheforestforthetreesinanalways-on,burn-and-churnrecruitingenvironment.Allthemorereasontokeeptabsonthemeasuresthatmatter.
ProvideInsightWho’smorequalifiedto
redefinemeasuresofsuccessinyourhiringorganization
thanyou?Putyourreportstoworkforthebusiness– and
foryourrecruiters.
Manual Tracking & Reporting, Disparate Systems
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 10
Source: Modern Measures of Success in Talent Acquisition, 2016, n=498
51%
37%
16%
20%
12%
5%
0% 10% 20% 30% 40% 50% 60%
Manual
Silo'd
Fully integrated
Partially integrated
System-specific
Other (please specify)
How are you tracking performance across key areas of talent
acquisition?
State of Measurement critical capabilities in modern
recruiting
IDC Confidential - © IDC Visit us at IDC.com and follow us on Twitter: @IDC 11
74%
71%
67%
Talent Engagement Talent Attraction Talent Onboarding
State of Measurementlack of consistency, heavy reliance on anecdotal data
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 12
18%
22% 23%
40%
36%
32%
18% 19%
15%
8% 6%
12%
Talent Attraction Talent Discovery Talent Onboarding
Anecdotal, ad hoc Some metrics, infrequently/inconsistently
Lots of metrics, frequently/consistently Tracked in real time, reported on frequently
Not Tracking
State of Measurementlack of measurement, lack of insight
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 13
19% 22%
25%
34% 32%
25%
21% 20% 22%
12% 8% 9%
Talent Attraction Talent Engagement Talent Onboarding
Some insights, analysis/ application nonexistent Some insights, analysis/ application challenging
Insights generated focus on efficiency Strategic insights generated
No insights generated
State of Measurementlack of measurement, lack of insight
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 14
19% 22%
25%
34% 32%
25%
21% 20% 22%
12% 8% 9%
Talent Attraction Talent Engagement Talent Onboarding
Some insights, analysis/ application nonexistent Some insights, analysis/ application challenging
Insights generated focus on efficiency Strategic insights generated
No insights generated
State of Measurementlack of measurement, Lack of Insight
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 15
53% 54% 50%
21% 20% 21%
12% 8%
11%
Talent Attraction Talent Engagement Talent Strategy
Some insights, analysis/ application nonexistent Insights generated focus on efficiency
Strategic insights generated No insights generated
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 16
TIME CHECK
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 17
Jumpstarting Talent Analytics
NeedleIftalentacquisitionisabusinesscriticalcapability(anditis),thenhowcanimprovedtalentanalyticsactuallydrivebetterperformance?There’snosilverbullet,butthereareafewkeypracticestogetyoustarted.
MovingTheModernMeasures
Moving the Needlea framework for getting started in talent analytics
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 18
MeasureWhatMattersMost
MeasureWhatYouCan
MeasureFrequently,Consistently
Analyze,Report,
Optimize
Measure What You Can.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 19
Evolvingmeasurementpracticesbeyondtheoccasionalcostperhireanalysisorturnoverreportisnosmalltask,andcanbedauntingtostart.Startwithmetricsandinformationyoucantrackwithouttoo
muchheavylifting.
Measure What You Can.to what extent are you using these metrics to
gauge individual recruiting performance?
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 20
27%
42%
33%
21%
39% 39% 44% 42%
0% 5%
10% 15% 20% 25% 30% 35% 40% 45%
Requisition Load
Candidate Satisfaction
Hiring Manager Satisfaction
Time to Fill Submission to Acceptance
Ratios
Submission to Hire Ratios
Time to Source Internal SLAs
Mostly have 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
Measure What You Can.to what extent are you measuring these metrics
to recruitment marketing performance?
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 21
39% 33%
38%
22%
33% 41%
35%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Brand awareness Social engagement (shares, likes, followers
etc)
Campaign click-through rates
Job posting performance
Conversion rates Brand strength Web traffic origins (e.g. organic search, job
board, social web, etc)Mostly anecdotal information, gathered ad hocSome metrics tracked, but infrequently/inconsistentlyLots of metrics tracked, more frequently/consistentlyPerformance metrics tracked in real time, reported on frequentlyNot Tracking
Measure What You Can.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 22
WebCampaignPerformanceReport
Measure What Matters Most
Acommonmisconceptionintalentanalyticsistheassumptionthatyouhavetobemeasuringeverything.Amorerealisticapproachistofocusonthemetricsthatmattermost– toyou,yourrecruiters,yourhiringmanagers,andtoyour
business.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 23
Measure What Matters.whatmetricsmattermosttoleadingorganizations?
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 24
73% QualityofHire
QualityofCandidate72%
CandidateExperience
69%
NewHireTurnover59%
72% CultureFit
RecruiterPerformance
70%
HiringManagerSatisfaction
65%
OfferAcceptanceRates
58%
Measure What Matters.The strategic importance of candidate experience.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 25
4% 8%
16%
38% 34%
How important is candidate experience when evaluating strategic performance in
talent acquisition?
Measure What Matters Mostthe strategic importance of candidate
experience
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 26
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 27
Measure What Matters Mostthe strategic importance of candidate
experience
Measure Frequently, Consistently.Good analysis relies on sound data – and that
means tracking activities and outcomes frequently and consistently.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 28
Measure Frequently, Consistently.
leading vs. laggard practices
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 29
Leading
• 40%FrequentlyorInRealTimeCandidateExperience
• 41%FrequentlyorinRealTimeRecruiterResponseTime
• 51%FrequentlyorinRealTimeRecruitmentMarketing
Laggard
•70%NotTrackingorAnecdotal•CandidateExperience
•79%NotTrackingorAnecdotal•RecruiterResponseTime
•61%NotTrackingorAnecdotal•RecruitmentMarketing
Measure Frequently, Consistently.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 30
BottleneckReport
Measure Frequently, Consistently.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 31
ApplicantSourcesDashboard
Analyze, Report, Optimize.Measurementforthesakeofmeasurementisn’tenough– insightsgeneratedmustalsobesharedwiththebusinesssothatperformancecanbeput
intocontext.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 32
How Are You Reporting?reporting for the sake of reporting, reporting in a vacuum
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 33
91%
73%
64%
39%
29%
23%
To C-level Executives
Within Talent Functions
To HR Leadership
To Business Unit Leaders
To Operations Leadership
To Managers
Open DiscussionQuestions & Answers
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 34
Redefining Success in Human Capital Managementkey takeaways
In today’s highly-competitive hiring climate, KPIs are more than metrics –they’re business drivers.
The sorry state of talent analytics presents an excellent opportunity to improve – and stand out.
Don’t go it alone – meaningful measurement practices are rooted in technology.
Start with measures that matter to your organization – whatever they are.
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 35
1
2
3
4
Thank You!
© IDC Visit us at IDC.com and follow us on Twitter: @IDC 36
Kyle LagunasResearch ManagerEmerging Trends & TechnologiesTalent Acquisition & [email protected]@KyleLagunas