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THE BOOTSTRAPPER’S GUIDE TO BUILDING

TALENT ACQUISITION ANALYTICS

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WHAT IS BOOTSTRAPPING ?

First, Let’s Meet the Players in the Game We Call Talent Analytics…

THIS IS YOU - HR PRO

THIS IS YOUR C-LEVEL

THIS IS YOUR TEAM

THIS IS YOUR AVERAGE MANAGER OF PEOPLE…

THIS IS YOUR AVERAGE MANAGER OF PEOPLE…

THIS IS YOUR FIRST ANALYTICS HIRE...

THIS REPRESENTS THE TALENT IN YOUR COMPANY...

THIS REPRESENTS THE TALENT IN YOUR COMPANY...

Let’s Analyze Who We Need to Completely Ignore as

We Initially Build a Talent Analytics Platform

THIS IS YOUR C-LEVEL..

THIS IS A SOURCE OF BUDGET, NOT A PARTNER…

THIS IS YOUR TEAM….

MOST OF YOUR TEAM ISN’T GOING TO GET IT…

When Bootstrapping Analytics, Ignore Performance Review Data,

Because…

PERFORMANCE MANAGEMENT IS PROBABLY DOA AT YOUR COMPANY…

But Wait, There’s Hope…

Let’s Talk About the Players and Strategy

You Should Focus On…

YOU NEED TO MAKE YOUR FIRST ANALYTICS HIRE...

High Cognitive Processing Speed

High Cognitive Processing Speed

This not so much...

THIS IS GOLD: LOW RULES + HIGH DETAILS = EXECUTION OF NEW IDEAS

The Assassin

THIS IS GOLD: LOW RULES + HIGH DETAILS = EXECUTION OF NEW IDEAS

The Assassin

THIS IS GOLD: LOW RULES + HIGH DETAILS = EXECUTION OF NEW IDEAS

But Bootstrapping Your Analytics Function Is Really

About Influencing One Persona in Your Organization

The People You Really Need to Influence Are Your Managers of People

The People You Really Need to Influence Are Your Managers of People

HR is like cops.

You need to try to morph from this…. To

Oprah slide

HR has to Stop, Reporting & Start Predicting

Cops Report and Enforce

Assassins Use Leverage

To Get Change

This is YOU when Lukewarm Turnover/Recruiting Report comes out

This is YOU when Lukewarm Turnover/Recruiting Report comes out

When Bootstrapping Analytics, Backburner Performance Reviews,

Because…

You Want Numbers/Metrics?Basics

1 2 3

Source of Hire Efficiency of Recruiting Spend Funnels

You Want Numbers/Metrics?Basics

1 2 3

Source of Hire Efficiency of Recruiting Spend Funnels

You Want Numbers/Metrics?Basics

1 2 3

Source of Hire Efficiency of Recruiting Spend Funnels

The 4 BEST PLAYS When Bootstrapping An

Analytics Function…

#1 – Predicting Turnover

3 Ways to Experiment with Turnover Prediction

1. Project Turnover for Next Month/Quarter based on annualized run rates.

1. Pick the variable(s) you think has the most juice and add it as an influencing factor

1. Buy a solution that has a turnover predictor (starting to trickle into marketplace)…

3 Ways to Experiment with Turnover Prediction

1. Project Turnover for Next Month/Quarter based on annualized run rates.

1. Pick the variable(s) you think has the most juice and add it as an influencing factor

1. Buy a solution that has a turnover predictor (starting to trickle into marketplace)…

#2 – Hiring Manager Batting Average

How to Calculate Hiring Manager Batting Average (HMBA)

THE FORMULA

All EEs hired by manager over time period still w/ Co. (HITS)

All EEs hired by manager over time period, including those who have left. (TOTAL AT BATS)

#3 – Salary Cap Utilization•

#3 – Salary Cap Utilization•

How to Report Headcount Via Salary Cap Utilization

Salary Cap: Budgeted Salary Dollars for month

Salary Cap Utilization:

% of Salary Cap spent for month

Current Year Salary BudgetLast Year Rollover Grand Total Annual Budget

Current Year Salary ActualsCurrent Year SeveranceCurrent Spend!

86% Utilization

Makes HR consultative with the following topics:Compensation:

• Merit increases• Equity increases• Offers above budgeted amount• Retention of high priced talent vs. performance expected

Consultative Questions:

• “Can you reinvent your department with the same cap number?”• “You want to do something new? What are you willing to give up?• You want to give an average of 8% on merit increases in your department?

– Are you willing to lay people of to do it? – Will your business run the same? What will you get back related to performance?

#4 – Revenue Per Employee (RPE)

#4 – Revenue Per Employee (RPE)

Ways To Use RPE To Do Your HR Bidding• Is RPE going up or down in various divisions/product

lines/territories? Why?

• What do you believe in from an organizational performance perspective as a HR/recruiting pro? Performance Management? Training? Tech Deployment? Better hiring? Better firing?

• What you believe in becomes your angle as an organizational consultant to the leaders of your company. “If we want RPE to go up with the same or added headcount, here’s what we need to do…”

• RPE (just like turnover, HMBA and Salary Cap utilization) is about the state of the business and what you can do to fix areas that indicate they are broken. It’s not about HR metrics.

HEY NOSTRADAMUS!

What’s Next Once You Have the Data and are Broadcasting the

Data?

Step 1 - Scoreboard the Data • winning.

HR will get more respect...

Step 2 - Use Experiments To Prove the Things You Want to Spend Money On Actually Work

A B

Step 3 – Use Data to Build Trust with Dept Leaders

Step 3 – Use Data to Build Trust with Dept Leaders

Step 4 – Use Individual Scores to Apply Pressure When Needed

Step 4 – Use Individual Scores to Apply Pressure When Needed

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Dawn Burke:dburke@dawnburkehr.comwww.dawnburkehr.com205.447.3296Twitter: @dawnhburkeLinkedIn:www.linkedin.com/in/dawnhrdlica

Kris Dunn:kdunn@kinetixhr.comwww.kinetixhr.com205.383.9600Twitter: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunn