Data-Driven Talent Attraction & Engagement

#TMwebinar

The presentation will begin at the top of the hour.

A dial in number will not be provided.

Listen to today’s webinar using your computer’s speakers or headphones.

Welcome to the webinar!

#TMwebinar

Tools You Can Use

Audio Control – A dial in number will not be provided.

– Adjust the volume by sliding the indicator in the Media Player box to the right.

– Also check your computer’s volume for external speakers or headsets.

#TMwebinar

Tools You Can Use

Resources

HRCI & SHRM

TM Webinars

Speaker Bios

Media Player

Q&A

Slides

Twitter

Help

Post Event

Evaluation Share This

Group Chat

#TMwebinar

Tools You Can Use Q&A and Live Group Chat

– Enter your first name and initial and join the live discussion with other webinar attendees

– Enter technical or content-related questions into the Q&A box

– Type your question in the space at the bottom.

– Click “Submit.”

Q&A

Group Chat

#TMwebinar

Tools You Can Use

Twitter - Click “Post” in the Twitter widget.

#TMwebinar

@TalentMgtMag

#TMwebinar

1. May I receive a copy of the slides?

YES! Click on the resource list located on the top right

portion of your screen.

2. May I review the webinar recording at a later date?

YES! You may log in again using today’s link to review the

presentation on-demand.

3. Is this webinar HRCI or SHRM certified?

YES! The HRCI and SHRM certification codes will appear

in the box to the right of the slides after the required

watch-time has elapsed.

Frequently Asked Questions

THE SEARCH FOR

DATA-DRIVEN SOCIAL RECRUITING And Other Cases for Using Data in Talent

Attraction & Engagement

Data-Driven Recruiting/about us

About Us Your Navigators for Today’s Presentation

8

Will Staney Founder & Principal at

Proactive Talent Strategies,

LLC and former head of global

talent acquisition at rapidly

growing startups Twilio and

Glassdoor.

Kyle Lagunas Founder & Principal Analyst at

Lighthouse Research & Advisory.

Formerly Talent Acquisition Analyst

at Brandon Hall Group, and HR

Technology Analyst at Software

Advice, a Gartner Company

[email protected]

proactivetalent.io

@willstaney

[email protected]

lhra.io

@kylelagunas

9

About Lighthouse Lighthouse Research & Advisory is a modern analyst firm building a standard of excellence in talent

acquisition. Compelling research and actionable insights for recruiters, hiring managers, and

business leaders, we navigate the rapidly changing tides of human capital management in order to

support today’s talent advisors.

Data-Driven Recruiting/about us

Recruiting Optimization

About Proactive

Proactive Talent Strategies, LLC is a recruiting strategy consultancy built for the modern age specializing in employer branding,

recruiting optimization, HR technology and recruiter training. We’re focused on helping companies move away from the reactive legacy

recruiting world to a modern approach towards proactive recruiting.

1 2

3

Employer Branding

Recruiting Technology 4 Recruiter Training

Today’s Session A look at the scope of our presentation.

11

The Evolution of Recruiting

Social media and consumer technologies have

changed candidate expectations and the way we

recruit.

Defining Data-Driven

Recruiting

What mean, “data-driven recruiting”?

Metrics, Measurement &

Analysis Revisited

As recruiting has evolved, so should your

measurement practices.

Data-Driven Recruiting/agenda

12

Open Discussion

If you think we’re full of hot air, this is the time to

say it.

Cool Tools &

Applications

Technology driving the the industry

forward..

Closing Remarks

If you think we’re full of hot air, this is when we’ll

assure you we’re not.

Data-Driven Recruiting/agenda

How Recruiting Has Evolved Sourcing & Talent Pipelining

With 76% of the online population on social media (Pew

Research Center surveys, 2015) and the rise of open web

technologies, it’s never been easier to find candidate data.

Talent is Easier to Find

Social has made sourcing talent more complex and

candidates even more segmented across the web.

Candidate Segmentation

Email templates be damned. It’s noisy out there. To stand out

means having a more targeted, personalized approach which

takes more time, or your response rates and brand will suffer.

Getting a Response is Harder

Data-Driven Recruiting/evolution

14

73%

Average

29%

How would you rate your

organization’s ability to attract top

talent?

Excellent

12% The majority of

recruiters expect to

see a continued rise in

competition for talent

Source: Ransdstad Sourceright 2015

Recruitment Marketing 101/evolution

The Evolution of Modern Talent Acquisition

15

As competition for talent continues to heat up,

employers are faced with a decision: evolve to

compete or resist and fail. But evolution isn’t

easy. Developing a compelling employee

value proposition, building a strong employer

brand, cutting through all of the noise on social

channels – recruitment marketing is no walk in

the park

36% Investing A Great

Deal More

31% Investing A Little

More

22% Investing the Same

As Last Year

The Evolution of Modern Talent Acquisition

How Will You Invest in

Employer Brand in 2016?


are investing more in their employer

brand compared to last year 67%

16

What’s driving talent attraction? It may not be what you’re thinking.

Nearly two thirds of respondents

said that an organization’s

reputation as an employer of

choice – including strong brand –

was a leading driver of talent

attraction.

Reputation

57%

Industry is certainly relevant, but

whether you’re selling shoes and

accessories or making medical

devices isn’t as important as the

value proposition you’ve built to

attract and retain talent.

Industry

12%

To be fair: This survey asked HR

leaders – not candidates. Still

comp seems to be giving ground

to less tangible benefits like

BYOD, work/life balance, and

remote work opportunities.

Compensation

11%

Source: Ransdstad Sourceright 2015


How Recruiting Has Evolved Employer Branding & Talent Attraction

17

Multi-Channel

Approach

Your brand has to go where

the talent is. Like consumer

marketing, it has to be a

targeted, measured, multi-

channel approach.

Career Sites as

Storefront

They’ve become the online

storefront for your jobs. Apply

Now = Buy Now. The

analytics layer where you

drive applicant traffic and

capture source data.

Dynamic Content

Strategy

It takes a dynamic content

strategy to attract the right

talent that utilizing video,

blogging, social and mobile

web. Showing an ROI is

difficult, but not impossible.


18 How Recruiting Has

Evolved Candidate Experience & Engagement

The rise of social and consumer technologies have

changed candidate expectations when they interact with

recruiters and technology in the hiring process.

Candidate Expectations Have Changed

Recruiting has historically known to be transactional

and impersonal. Now, social technology enables hiring

to be more focused on interaction with candidates.

Interaction Not Transaction

Candidates know when you’re not being genuine in the

hiring process. Like every other decision they make

now, when it comes to searching for a job, they do their

research and both read and leave reviews online.

Transparency is the New Norm

19

How Recruiting Has Evolved Talent Acquisition Technology

Social Recruiting

Technology

Technology solutions

are emerging with social

recruiting and employee

generated content in

mind.

Talent Sourcing

& Engagement

Employee referral tech,

open web aggregators,

and CRM. Social

media’s influence on

talent pipelining is

removing friction.

ATS’s That

Integrate

Open API’s are taking

over the world of

software, including the

ATS. Integration isn’t

impossible.


Talent Acquisition Maturity

Model

REACTIVE

TACTICAL

OPERATIONAL

STRATEGIC

JO

BS

S

OU

RC

I

NG

B

RA

ND

M

ET

RIC

S

Post and Pray

Reliant on Agencies

Understanding of Employee Value

Proposition (EVP)

Jobs on niche boards and social recruiting

Internal capabilities focusing on passive

talent

Established metrics and benchmarks

Defined employer brand strategy

CVP

Targeted engagement to attack highly qualified

candidates

Engage a strong pipeline of leads and

“silver medalists”

Data-driven decision making

Influential talent brand engaging employees

and candidates

Talent segmentation and prioritization

Workforce Planning

Team-wide pipelining with engaged talent

communities

21

Innovating at the Speed of Talent New recruiting technologies are hitting the market every day.

The best recruiters have never shied away from new tools and tactics that could give them

a leg up on the competition

Challenge isn’t a shortage of ideas. In fact, some of us have jobs that only exist to help you

make heads or tails of the ideas out there.

The biggest problem is a fundamental problem in recruiting: Identifying and

operationalizing best practice.

A key part of that evolution is rooted in something that’s not nearly as sexy as social

recruiting: Measuring activities, examining outcomes.

This is where talent analytics – which exist in basically every single piece of recruiting tech

you use – come in handy: They enable data-driven insights to optimize recruiting efforts


22

Defining Data-Driven Recruiting Let’s get this straight.

Data-Driven Recruiting/definition

We’re not talking about Big Data. In fact, I’m hoping that’s the only time I use the phrase. No,

we’re talking about talent analytics – and which is just a specific example of business

intelligence technology.

The measurement and analysis of recruiting

data

The application of data-based

insights to optimize recruiting

performance

Data-driven

Recruiting

(generates insight) (enables hiring success)

How would you describe your overall measurement practices

for talent acquisition?

Again, judgment free zone.

23


39%

28%

24%

12%

8%

5%

Tactically Focused

Strategically Minded

Near Sighted

Non Existent

Arduous, but Ineffective

Other (please specify)

24

Debunking “Big Data” Revisiting Metrics, Measurement, & Analytics

Data-Driven Recruiting/revisiting

How are you tracking performance across key areas of talent acquisition?

0% 10% 20% 30% 40% 50% 60%

Manually gathering/reporting/analyzing performance data

Performance data is tracked/reported within individualsystems, tools, and/or service providers

Talent analytics partially integrated across various recruitingsystems, tools, and/or service providers

Talent analytics fully integrated across various recruitingsystems, tools, and/or service providers

Talent metrics are measured and tracked within each talent acquisition system/silo but an aggregated view isn’t …

Other (please specify)

Defining Data-Driven Recruiting How Important Are Your Recruiting Capabilities?

25


0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy Talent Partners

Nice to Have, but Not Critical Important Very Important Critically Important Not Important

Defining Data-Driven Recruiting To what extent are you measuring recruiting capabilities?

26


0%

5%

10%

15%

20%

25%

30%

35%

40%


Mostly 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

Defining Data-Driven Recruiting How would you rate the value of insights generated by your current measurement practices?

27


0%

5%

10%

15%

20%

25%

30%

35%

40%


Some insights generated, but analysis/ application is nonexistent Some insights generated, but analysis/ application is a challenge.

Insights generated are valuable, but focus mostly on operational efficiency. Insights generated regularly provide strategic value

No insights generated

Assessing core recruiting

capabilities.

28

#1 #3

#2

Monitoring Recruiter

Performance.

Achieving internal Service

Level Agreements. #4 Improving diversity.

The Opportunity for Recruiting Realistic outcomes derived from data-driven recruiting

Getting past good

enough Recruiters have their work cut out for

them, and it’s far too easy to fall into

the endless cycle of source-hire-

repeat. By implementing more

robust measurement practices,

today’s most effective hiring

organizations are driving real

change.


29

What matters most?

Diversity hiring

initiatives? Internal

SLAs? Candidate

experience? Measure it,

y’all!

Measure What

Matters

It can be daunting to

start. Every big success

started somewhere, and

data-driven recruiting is

no exception.

Measure What You

Can Good analysis relies on

sound data – and that

means tracking

activities and outcome

frequently and

consistently.

Measure Frequently,

Consistently

Yessssssss! Analysis is

the best! Name one

thing that’s better than

data analysis. One

single thing.

Analyze, Analyze,

Analyze

C F

A M


Modern Measures of Success in Talent Acquisition How important are the following categories when evaluating strategic areas of talent acquisition? (Very or Critically Important)

30

69% Far more than a buzzword – candidate

experience is the heart of high-performance

talent acquisition.

Candidate Experience

Your talent acquisition team is only as good

as the recruiters it’s comprised of. Who

knew?

Recruiter Performance

69%

Hiring managers play a big role in hiring

success, and things like Time to Review can

illustrate that.

Hiring Manager Performance

58%

If we’re investing so much on acquiring

talent, our ability to retain those investments

should count for something.

New Hire Turnover

59%

56% If talent acquisition is ever to evolve beyond

a cost center, we have to demonstrate

business value.

ROI of Talent Expenditures

Lacking insight into the effectiveness of your

diversity hiring initiatives, they’re doomed to

become contrived and pointless.

Diversity Hiring

41%

University hiring programs can be

complicated beasts. Make the most of them

by measuring what matters.

University Hiring

32%

Community management, web traffic and

SEO, paid search – there’s a lot more to

recruiting than you can keep up with on

spreadsheets.

Specialty Recruiting

43%


Modern Measures of Success in Talent Acquisition To what extent are you measuring performance in strategic areas of talent acquisition? (Not Tracking or Anecdotal)

31

46% Candidate Experience

Recruiter Performance

26%

Hiring Manager Performance

57%

New Hire Turnover

37%

45% ROI of Talent Expenditures

Diversity Hiring

49%

University Hiring

46%

Specialty Recruiting Performance

47%


Far more than a buzzword – candidate

experience is the heart of high-performance

talent acquisition.

Your talent acquisition team is only as good

as the recruiters it’s comprised of. Who

knew?

Hiring managers play a big role in hiring

success, and things like Time to Review can

illustrate that.

If we’re investing so much on acquiring

talent, our ability to retain those investments

should count for something.

If talent acquisition is ever to evolve beyond

a cost center, we have to demonstrate

business value.

Lacking insight into the effectiveness of your

diversity hiring initiatives, they’re doomed to

become contrived and pointless.

University hiring programs can be

complicated beasts. Make the most of them

by measuring what matters.

Community management, web traffic and

SEO, paid search – there’s a lot more to

recruiting than you can keep up with on

spreadsheets.

32

Recruiting Data isn’t Just for Recruiters How does your team report recruiting data?

Performance

In a modern hiring organization, talent

analytics provide valuable insight into

your ability to attract, engage, and

acquire the people the business needs

to succeed today – and tomorrow. But

there are still some groups that are left

in the dark when it comes to

performance data.

Reporting


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Within the talentacquisition

function

To HiringManagers

To Business UnitLeaders

To HR Leadership To C-levelExecutives

To OperationsLeadership

33

How Recruiting Has Evolved Recruiting Analytics & Measurement

Recruiting

Marketing Platform

Social

Recruiting

Search

Engine

Optimization

Diversity

Campaigns

Employee and

External

Referrals

Recruiting

Events

Mobile

Landing

Pages

Internal

Mobility

Job

Distribution

Talent

Community

Emp

Branding

Campaigns

ATS

Recruiting Metrics

• Key Perf Indicators

• Brand/Visitor Traffic

• Campaigns/Activity

• Converts/Captures

• Cost Per

Visit/Apply/Hire

• Time To hire/Quality

Programs

Spend

$$$$

Advanced

Analytics

Data-Driven Recruiting/cool tools

Cool Tools & Applications: Talent Attraction Apply analytics to make better decisions, and optimize efforts

34

Recruitment

Marketing Platforms

All in one platforms making your

your career site mobile, built on

a CMS for easily updated

content, and transformed into an

analytics layer for an

ecommerce approach to full

lifecycle metrics.

Job Distribution &

Automation

Tools that automate the job

posting process, distribute

jobs to the best sources,

manage PPC & PPA

campaigns, and measure

results.

Social Recruiting &

Employer Branding

Your employees are your

employer brand. These tools

empower them and allow

companies to amplify the

content. Employee generated

content--easily curated.


Cool Tools & Applications: Talent Engagement Apply analytics to make better decisions, and optimize efforts

35

Talent

CRM

Integrated in the ATS or stand

alone, these are a few cutting

edge CRM’s allowing companies

to better pipeline and engage

talent to build proactive recruiting

approaches.

Open Web

Sourcing

Open web aggregation

tools that save time on

sourcing and provide

analytics on outreach

effectiveness with

CRM/ATS integration.

Talent

Communities

More than just job alerts

these technologies allow

companies to build their

own internal social

communities to engage

talent for the long term.


36

Questions?

Social

Social Social

Social

Social

Social

Data-Driven Recruiting/Q&A

37

PPT Name /section

lhra.io proactivetalent.i

o

#TMwebinar

Please complete the

webinar evaluation.

#TMwebinar

Register for the next Webinar!

The Data-Driven Strategies Behind Successful Global Talent

Management Wednesday, April 6, 2016

Webinars start at 2 p.m. Eastern / 11 a.m. Pacific

Register for all upcoming Talent Management

Webinars at www.talentmgt.com/webinars

OR click the icon on the widget bar!

http://www.clomedia.com/webinars

Data-Driven Talent Attraction & Engagement

Recruiting & HR

Transcript of Data-Driven Talent Attraction & Engagement