A presentation on how to set up a data analytics system and/or dashboard for all of recruiting. Andrew will review the foundations of building a strong program as well as the 6 categories of measures that matter to recruiting and sourcing and the measures themselves. We will then review how to segment data and present it in a progressive way – first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.

1. BLUEPRINT
Building a world class data
program for recruiting
Andrew Gadomski @ Aspen

2. hourly workforces
high volume
regulated
#trenchHR
data or bust
exec recruiter
mathlete
corporate boss
founder
advisor
ABOUT ASPEN & ANDREW

3. father
husband
brother
crew member
short order cook
disc jockey
ski bum
baseball authority
ABOUT MY LIFE & ANDY

4. Grounding the Discussion Today
Analytics has advancing terrain
with different level of skills
required. Mastery is attained
through practice and
preparation.
Several fundamentals are
required and combined to win at
analytics. Without executing
fundamentals, there are no
medals.

5. Report + Trend + Context = Analytics
There is a Formula for Data Analytics…

6. A REPORT is a measure
during a snapshot in time.
Typically you show now, and
then potentially other
snapshots.
Visualizations, tables of data,
and even animation are used
to present such information.
Report + Trend + Context = Analytics

7. Report + Trend + Context = Analytics
A METRIC or TREND is
measure over a designated
time period with several data
points.
Introduce what has been
happening, what you knew
previously, where you are
now, and potentially where
the trend is headed.
Metrics can be issued as line
charts or bar charts.

8. CONTEXT is the
commentary about the
measure to understand
performance and
expectations
What does this mean? Does
this feel good?
Is this what we want?
Annotations, conditions,
traffic lights, targets.
comparisons, and calls to
action are required.
Report + Trend + Context = Analytics

9. #1 Measures Work as a Team

10. CORE
Measures that are
understood the
most, are the most
visible, and likely
the most
influenced by HR
directly
#1 Measures Work as a Team
Time to Present/Offer/Hire/Start; Source of AEIOU

11. Inbound Outbound
Activity to a
MASS
AUDIENCE,
regardless of
its targeting,
strategy and
execution.
Includes any
activity that is
done to a
FINITE
AUDIENCE,
or even a
SINGLE
PERSON.
The people
who will
respond are
UNKNOWN to
the message’s
author at time
of delivery
The people
who respond
to this
message are
KNOWN to the
message’s
author at the
time of delivery
Data Tracking
Sophisticated
Responses
Counted
Personalization
Low or Algorithm
Examples:
• Thread post
• Job post on a
career site or
job board
• a general video
on a social
channel.
.
Examples:
• InMails
• thread messages
tailored to pre-
identified
community
members
• targeted email
campaigns
?
Familiar
The candidate
is internal,
alumni, a
contractor, or
an employee
referral. There
is a strong
connection to
the company.
Data Tracking
Transactional
Responses
% responded
Personalization
High
Data Tracking
Source dependent
Responses
Source dependent
Personalization
Mixed
Examples:
• Alerts to internal
employees
• Succession
planning
• Specialized
programs
The candidate
may respond
to inbound or
outbound
messages, but
the familiarity
is clearly
leveraged.
#1 Measures Work as a Team
Time to Present/Offer/Hire/Start; Source of AEIOU

12. ACTVITY
Measures that
many see and
understand, but
without results
from effort, are
seen as failures
Applicant to Submit, Submit to Interview, Slate %
#1 Measures Work as a Team

13. VALUE
Measures that are
the most important
to those being
serviced (mgrs,
candidates…)
HM / CAN Satisfaction; Money Saved; Money Leveraged
#1 Measures Work as a Team

14. ENGAGEMEN
T
Measures that
present feedback
and rating on
experiences that
recipients have
had.
Candidate Experience; Hiring Manager Experience;
Recruiter Engagement
#1 Measures Work as a Team

15. DEVIATION
Measures that
highlight when
standard
processes or
methods are not
being used
Messaging, Time to Disposition (Abandonment),
Assessment Completion %, Interview to Offer Conversion
#1 Measures Work as a Team

16. HEALTH
Showcase your
fitness and if the
organization has
readiness. HR
rarely has control
over such
measures.
Mobility, Diversity, Initiatives, Requisition Abandonment,
Retention, Relocation*, Sign On Bonuses*
#1 Measures Work as a Team

17. #1 Measures Work as a Team

18. Anybody ever see this?
Developing Analytical Skills

19. Developing Analytical Skills
Hone Based on Conditions and Speed
Easiest More Difficult Most Difficult

20. #1 Measures Work as a Team

21. Speed
Source
Satisfaction
Conversion
Diversity
$$ Saved
$$ Leveraged
Slate %
Experience
Engagement
Abandonment
Posting
Mobility
Disposition
Retention
#1 Measures Work as a Team…again

22. #2 Investigate Readiness

23. ATS + Satisfy
Pushed
Monthly
Expenses
CRM + EXP
On Demand
Weekly
HR
Brand + 3rd
Full / Select
Daily
Ops
Access, Permission, Refresh, Other Data
#2 Investigate Readiness

24. #3 Match to Business
Access, Permission, Refresh, Other Data
ISADORA WILLIAMS

25. Enterprise
Budget / Short
Sourcing
Business
Multi-Year
Keeping
Local
Vision
Enabling
Goals, Cycles, People Initiatives
#3 Match to Business

26. #4 Present as Required, Not Desired
4 12|36

27. Quarterly
Manual
Presentation
Monthly
Semi-Automated
Discussion
Alert Ready
Automated
Self Service
Frequency, Methodology, Interaction
#4 Present as Required, Not Desired

28. Frequency, Methodology, Interaction
#5 Sort and Segment

29. Frequency, Methodology, Interaction
Business/Function
Lead Recruiters
Job Family
Country / State
(Requisition)
Individuals
Regions
Nested Units
Cost Centers
(Req + Candidate)
Teams
Rooftops
Products
Initiatives
(Media Platforms)
#5 Sort and Segment

30. #5 Close Smartly

31. Trend
Report
+ Context
Analytics Story
VOC
Standard Visuals
Annotations
Intake Meetings
Leader Meetings
Operating Model
Summits
All Hands
Stories, Standards, Summits
#5 Close Smartly

32. QUESTIONS / DIALOGUE
TIME
OUT