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#intalent 
Recruiting metrics that really work 
for you 
Tim Pike, Dave Mann 
Global Recruitment Consultant, Global Recrui...
#intalent 
“If we have data, let’s look at 
data. If all we have are opinions, 
let’s go with mine.” 
- James L. Barksdale...
#intalent
#intalent 
Metrics need to drive action… 
“What gets measured gets done” 
- Peter Drucker – Management Consultant, Educato...
#intalent 
Our challenges 
No common direction for recruitment programs 
No strategy 
No consolidation of spend
#intalent 
Our story… 
Our environment 
• Founded in 1997 
• Publicly traded 
• A prime contractor in aerospace 
systems a...
#intalent 
Background… 
A diverse recruiting organization 
• 90+ divisions across 4 distinct business segments 
• 160+ peo...
#intalent 
This was our roadmap 
1. Determine the strategy 
2. Sell the strategy 
3. Optimize performance
#intalent 
First… 
Looked to the data to determine what was and wasn’t working... 
Ran pilots and monitored results in rea...
#intalent 
Second… 
Sell the proposal 
1. At the macro level (right overall 
strategy) 
2. At the micro level (where the 
...
Volume, quality and hires by source 
0 10000 20000 30000 40000 50000 60000 70000 80000 90000 Quality - ACE % 
#intalent 
W...
And we were able to use some of LinkedIn’s metrics to help us too 
#intalent 
We had to demonstrate what was working…
#intalent 
We had to demonstrate what was working… 
And from a micro level 
12000 
10000 
8000 
6000 
4000 
2000 
0 
Appli...
#intalent 
We had to demonstrate what was working… 
And from a micro level 
25000 
20000 
15000 
10000 
5000 
0 
Applicati...
#intalent 
Once we implemented our plan 
We needed to optimize performance
We therefore looked at data with direct implications on recruiter behavior 
#intalent 
Optimize… 
Achieving ROI involves c...
We measured and communicated the effectiveness of 
#intalent 
what we were doing… 
Recruiter seat usage report
#intalent 
We linked ATS data and performance data… 
and sliced it in multiple ways to find interesting correlations 
3.8 ...
In summary… 
1. Ensure your strategy is based on fact, not opinion 
2. Take a data driven approach to sell the strategy, c...
Creating connections: making metrics 
#intalent 
work for any organization 
Jennifer Hill 
Lead Recruiter 
Bigcommerce
#intalent 
The path to becoming the next big thing in e-commerce 
Fastest growing 
e-commerce platform 
in the world 
300+...
#intalent 
Making headlines 
TechCrunch, 7/25/2013 
Yahoo Finance, 7/2/2014 
Forbes, 3/19/2014 
Fortune, 8/15/2014
#intalent 
2013-2014 big recruiting challenges 
Connecting Data with 
Decision Making 
Connecting Executives 
with Data 
C...
#intalent 
Big challenge 1: 
Connecting Executives with Data
#intalent 
Bigcommerce executive team
#intalent 
Building an executive dashboard
#intalent 
Benefits of building an executive dashboard 
Streamline communications 
Allows us to focus on recruiting 
Provi...
#intalent 
Creating the executive dashboard 
Applicant Tracking System Report 
Job title 
Department/division 
Recruiter 
...
#intalent 
Big challenge 2: 
build and measure the funnel
#intalent
#intalent 
Competing with the giants
#intalent
#intalent 
Using Google Analytics 
54% increase in site traffic narrowed by geography
#intalent 
Spreading the brand
Site visit analysis 
1. Customize branding strategy 
2. Calibrate spend to optimize visits 
3. Provide real time analytics...
Applicant visits analysis 
1. Determine candidate quality level 
#intalent 
from branding sources 
2. Measure career site ...
#intalent 
Hires analysis 
1. Make informed decisions for 
sourcing strategy 
2. Speak to results with hiring 
managers an...
#intalent 
Measuring ROI 
Google Analytics 
Visits by source 
ATS Reports 
Applicants by source 
Hires by source 
Finance ...
#intalent 
Big challenge 3: 
measure team results
#intalent 
Avoiding metrics mistakes 
BofA Bigcommerce 
Time to Accept 
Hiring Manager Satisfaction 
Business Value 
Numbe...
#intalent 
Building recruiter KPIs 
Applicant Tracking System Report 
Recruiter 
Time to fill 
Tier level (business value)...
#intalent 
Adjust KPI focus to match business needs 
Business goal KPI focus 
Quick ramp # of hires, time to accept 
Hirin...
#intalent 
Achieving big
#intalent 
250 
200 
150 
100 
50 
0 
2013-2014 challenges met 
From a start-up to a speed-up 
Jan - July 2012 Jan - July ...
#intalent 
Make the connection 
Data can drive decision making regardless of the size of an organization 
Data doesn’t hav...
#intalent
#intalent
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Recruiting Metrics That Really Work For You | Talent Connect San Francisco 2014

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Understand potential recruiting metrics, create your own recruiting metrics toolbox, and learn how metrics and best practices can enhance your position as trusted advisors in the hiring process.

Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

Publicada em: Recrutamento e RH
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Recruiting Metrics That Really Work For You | Talent Connect San Francisco 2014

  1. 1. #intalent Recruiting metrics that really work for you Tim Pike, Dave Mann Global Recruitment Consultant, Global Recruitment Manager L-3 Communications
  2. 2. #intalent “If we have data, let’s look at data. If all we have are opinions, let’s go with mine.” - James L. Barksdale – CEO: AT&T Wireless/Netscape
  3. 3. #intalent
  4. 4. #intalent Metrics need to drive action… “What gets measured gets done” - Peter Drucker – Management Consultant, Educator, and Author
  5. 5. #intalent Our challenges No common direction for recruitment programs No strategy No consolidation of spend
  6. 6. #intalent Our story… Our environment • Founded in 1997 • Publicly traded • A prime contractor in aerospace systems and national security solutions • A provider of a broad range of communication and electronic systems and products used on military and commercial platforms
  7. 7. #intalent Background… A diverse recruiting organization • 90+ divisions across 4 distinct business segments • 160+ people recruiting (ranging from HR Generalists to dedicated Recruiters) • Historically recruitment budgets held at the division level • Minimal centralized recruitment programs or analytics in the past • Recruiting for a wide variety of skills across US and the world • Heavily focused on STEM roles
  8. 8. #intalent This was our roadmap 1. Determine the strategy 2. Sell the strategy 3. Optimize performance
  9. 9. #intalent First… Looked to the data to determine what was and wasn’t working... Ran pilots and monitored results in real time 9000 8000 7000 6000 5000 4000 3000 2000 1000 0 Monthly applications by source 2013 - 12 013 - 22 013 - 32 013 - 42 013 - 52 013 - 62 013 - 72 013 - 82 013 - 290 13 - 1200 13 - 1210 13 - 120 14 - 1 CareerBuilder LinkedIn Monster LI Ad Impressions Sourcing Accelerator Pilot LI Job Wrapping
  10. 10. #intalent Second… Sell the proposal 1. At the macro level (right overall strategy) 2. At the micro level (where the strategy works/doesn’t)
  11. 11. Volume, quality and hires by source 0 10000 20000 30000 40000 50000 60000 70000 80000 90000 Quality - ACE % #intalent We had to demonstrate what was working… Both from a macro level… 76 Hires 500 Hires 251 Hires 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Applicant Volume
  12. 12. And we were able to use some of LinkedIn’s metrics to help us too #intalent We had to demonstrate what was working…
  13. 13. #intalent We had to demonstrate what was working… And from a micro level 12000 10000 8000 6000 4000 2000 0 Applications by source by location Career Builder LinkedIn Monster
  14. 14. #intalent We had to demonstrate what was working… And from a micro level 25000 20000 15000 10000 5000 0 Applications by source by job function Career Builder LinkedIn Monster
  15. 15. #intalent Once we implemented our plan We needed to optimize performance
  16. 16. We therefore looked at data with direct implications on recruiter behavior #intalent Optimize… Achieving ROI involves changing behavior Average volume of applications 40 35 30 25 20 15 10 5 0 250 200 150 100 50 0 by # of shares 0 1 2 3 Avg # of apply Avg # of views clicks 45% 44% 43% 42% 41% 40% 39% 38% 37% 36% Quality index by # of shares Zero Shares One or more shares
  17. 17. We measured and communicated the effectiveness of #intalent what we were doing… Recruiter seat usage report
  18. 18. #intalent We linked ATS data and performance data… and sliced it in multiple ways to find interesting correlations 3.8 3.7 3.6 3.5 3.4 3.3 3.2 3.1 3 2.9 2.8 Performance ratings for hires by source Career Section Employee Referral LinkedIn Other College or University Other Website 3.9 3.8 3.7 3.6 3.5 3.4 3.3 3.2 3.1 3 Performance rating by application browser for IT support jobs - sample Firefox Chrome IE Safari Opera Other
  19. 19. In summary… 1. Ensure your strategy is based on fact, not opinion 2. Take a data driven approach to sell the strategy, cover your bases 3. Continuously monitor your results to ensure that you are maximizing your return – #intalent optimize performance wherever possible
  20. 20. Creating connections: making metrics #intalent work for any organization Jennifer Hill Lead Recruiter Bigcommerce
  21. 21. #intalent The path to becoming the next big thing in e-commerce Fastest growing e-commerce platform in the world 300+ employees in Sydney, Austin and San Francisco 50,000+ clients have sold close to $4B using our platform
  22. 22. #intalent Making headlines TechCrunch, 7/25/2013 Yahoo Finance, 7/2/2014 Forbes, 3/19/2014 Fortune, 8/15/2014
  23. 23. #intalent 2013-2014 big recruiting challenges Connecting Data with Decision Making Connecting Executives with Data Connecting Activity to Results
  24. 24. #intalent Big challenge 1: Connecting Executives with Data
  25. 25. #intalent Bigcommerce executive team
  26. 26. #intalent Building an executive dashboard
  27. 27. #intalent Benefits of building an executive dashboard Streamline communications Allows us to focus on recruiting Provide data to make Roadmap decisions Sets realistic expectations Improve headcount planning process Allows for calibration of HR and recruiting teams
  28. 28. #intalent Creating the executive dashboard Applicant Tracking System Report Job title Department/division Recruiter Status (filled/open) Time to fill Formulas AverageIF(Range of cells with Recruiter name, “Recruiter Name”, Range of cells with TTA numbers AverageIF(Range of cells with Department name, “Department Name, Range of cells with TTA numbers Graphs Stacked bar chart
  29. 29. #intalent Big challenge 2: build and measure the funnel
  30. 30. #intalent
  31. 31. #intalent Competing with the giants
  32. 32. #intalent
  33. 33. #intalent Using Google Analytics 54% increase in site traffic narrowed by geography
  34. 34. #intalent Spreading the brand
  35. 35. Site visit analysis 1. Customize branding strategy 2. Calibrate spend to optimize visits 3. Provide real time analytics for #intalent source spend
  36. 36. Applicant visits analysis 1. Determine candidate quality level #intalent from branding sources 2. Measure career site effectiveness 3. Evaluate spend to applicant conversion
  37. 37. #intalent Hires analysis 1. Make informed decisions for sourcing strategy 2. Speak to results with hiring managers and executives 3. Have informed negotiations with vendors
  38. 38. #intalent Measuring ROI Google Analytics Visits by source ATS Reports Applicants by source Hires by source Finance Spend by source Formulas =CountIF(Range of cells with applicant name, “Source name”,range of cells with source name)] =$/#of applicants =CountIF(Range of cells with hired name, “Source name”, range of cells with source name) =$/#of hires Graphs Pie chart
  39. 39. #intalent Big challenge 3: measure team results
  40. 40. #intalent Avoiding metrics mistakes BofA Bigcommerce Time to Accept Hiring Manager Satisfaction Business Value Number of Hires Time to Accept Retention Hiring Manager Satisfaction Business Value - a measurement of the seniority of a position and its impact on the company
  41. 41. #intalent Building recruiter KPIs Applicant Tracking System Report Recruiter Time to fill Tier level (business value) Formulas TTA - AverageIF(Range of cells with Recruiter name, “Recruiter Name”, Range of cells with TTA numbers* Business value - SumIF(Range of cells with recruiter name, “Recruiter Name”, Range of cells with Tier Numbers) Hiring manager satisfaction - Average of HM Sat scores
  42. 42. #intalent Adjust KPI focus to match business needs Business goal KPI focus Quick ramp # of hires, time to accept Hiring slowdown Retention, business value Strategic hiring initiative Business value, time to accept BAU – high volume # of hires, time to accept BAU – IC and exec hires Business value, retention
  43. 43. #intalent Achieving big
  44. 44. #intalent 250 200 150 100 50 0 2013-2014 challenges met From a start-up to a speed-up Jan - July 2012 Jan - July 2013 Jan-July 2014 50 hires in SFO office in 60 days Top executive talent 200 hires in 1H 15 lbs of stress eating
  45. 45. #intalent Make the connection Data can drive decision making regardless of the size of an organization Data doesn’t have to be complex to be actionable Data and reporting should be aligned to the changing needs of the business
  46. 46. #intalent
  47. 47. #intalent

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