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Get a seat at the workforce planning table using analytics | Talent Connect Anaheim

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Cisco Systems wanted to answer big questions such as, where do we open our next office, what are our biggest skills gaps as a company, what should our workforce look like in the future, and what can we do about this? That’s why Cisco built its internal “Talent Trends” division from the ground up -- to bring talent intelligence to the fingertips of recruiters and hiring managers. In this breakout session, we'll walk through how Cisco built their Talent Trends team, some major workforce planning questions and decisions they've tackled, how they created a self-service tool to inform day-to-day hiring decisions, and how anyone can start doing talent analytics for workforce planning tomorrow. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

Publicada em: Recrutamento e RH
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Get a seat at the workforce planning table using analytics | Talent Connect Anaheim

  1. 1. Ian Bailie Global Head, Talent Acquisition Operations Cisco Systems @ianbailie Get a Seat at the Workforce Planning Table Using Analytics
  2. 2. Who We Are Global leader in Switching, Routing, Data Center, Collaboration, Wireless and Security solutions $47B annual revenue | 72K global employees Company Ops Team Hiring Global Team: Analysts | Project Managers | Sourcing Specialists 12 to 15K fills per year | 200+ recruiters in 30+ countries
  3. 3. Why We Invested in Talent Analytics Source: LinkedIn Talent Solutions Survey, (2014). 77% of recruiters say they’re more efficient when they have data to understand the talent market 75% of recruiters don’t use talent pool insights during kick off meetings with hiring managers 71% of recruiters would use talent analytics if it were easily available, sharable, and understandable Don’t use data Would use it if they had it Recruit better with talent pool data
  4. 4. Our Talent Analytics Journey Level 1: Operational Reporting Reactive, Operational Reporting of Efficiency and Compliance Measures, Focus on Data Accuracy, Consistency, and Timeliness Level 2: Advanced Reporting Proactive, Operational Reporting for Benchmarking and Decision-Making, Multidimensional Analysis and Dashboards Level 3: Advanced Analytics Statistical Modelling and Root-Cause Analysis to Solve Business Problems, Proactively Identify Issues and Recommend Actionable Solutions Level 4: Predictive Analytics Development of Predictive Models, Scenario Planning, Risk Analysis and Mitigation, Integration with Strategic Planning Source: Bersin By Deloitte 2013 Created global team Drive accountability through regular reviews Deeper analysis and recommendations Link to quality of hire and workforce planning
  5. 5. How Talent Analytics Has Helped Cisco Determining office location and talent strategy Enabling recruiters to become strategic advisors Designing workforce plans
  6. 6. Ready to get serious about analytics?
  7. 7. Step 1: Build a team that combines recruiting skills, analytics and coding Build a Team ProgrammerSourcer Data Analyst
  8. 8. Step 2: Use Boolean search strings to identify names or size of talent pool Get the Data
  9. 9. Step 3: Example 1: Influence talent site strategy using external talent maps Influence Strategic Decisions EXAMPLE ONLY, Data values have been removed
  10. 10. Step 3: Example 2: Build workforce plan by identifying internal skills gaps Influence Strategic Decisions EXAMPLE ONLY, Data values have been removed
  11. 11. Get your seat at the workforce planning table Ian Bailie Global Head, Talent Acquisition Operations Cisco Systems @ianbailie
  12. 12. ©2015 LinkedIn Corporation. All Rights Reserved.

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