Metrics 2012

01 | Agenda 02 | Panel 03 | Topics 05 | Q&A04 | Download

Metrics, analytics, and its complexity Building business acumen to deliver metrics and analysis Turn metrics into action through root cause When to measure and when to not Quality of Hire – examples and reasoning Cost Per Hire, the standard, and what it means Metric categories (Categories = Why | Metrics = What)

75 white papers, 25 interviews, examples and observation

Metrics, Analytics, Influence, and Acumen


Cleo Stockhoff, Verizon Wireless Scotty Morrison, Salesforce.com Dwaine Maltais, Technomedia-Hodes IQ

Open dialogue. Ask for clarifications. Microphones are available, so raise your hand.

Twitter feed will be monitored by ERE. Some of those questions will be answered at the end during the Q&A.

Our panelists and the dialogue


Reports ≠ AnalyticsStandard Reports (Hardcopy or Electronic)Structured Queries and Parameter ReportsAd Hoc Query and ExplorationBusiness Intelligence CenterMulti-Dimension AnalysisException-Based Reporting and AlertsData Mining and Predictive Analytics

Companies Who Have Hired Same Position BeforeHiring Scale of DifficultyCompetitive Demand for Skills Required for JobCompensation Analysis by Location

Metrics, Analytics, and its Complexity

Sources: Metric Insights and Wanted Analytics


Building business acumen to delivery metrics and analytics

Recruiters to Hiring Managers

TA Leaders to Business Leaders

Service Providers to Customers

FINS.com uses metrics likes cost per lead, conversion rate of applicant, and click through rate to illustrate the benefits of combining job postings AND branding on its sites.

Recruiters and TA Leaders need to understand the metrics and impact, as much as FINS.com needs to deliver the message.

Actions Demand Business Acumen


Turn metrics into action with root cause

Old rules and lessons still work – use 5 whys to get started

Problem

Why?

Why? Why?

Why? Why?

Why?

Why? Why?

Why?1

2

4

3

5


When to measure and when to not

What’s worse: measuringor getting caught measuring?


Quality of Hire

Cost Per Hire

Quality of Hire:There are no standards.

Cost Per Hire:There is a standard?


CORECandidates Interviewed / HiresNumber of Hires / PeriodSourcing Effectiveness

HEALTHPromotion Lead TimeNet Hire RatioRelocation Expenses

ENGAGEMENTProfile Updates / CompletionParticipation / Application RatioStale Candidate Conversion

PROCESS / DEVIATIONAcceptance RatioSourcing DistributionSpeed of Hire / Time to Fill

VALUECost Per HireQuality of HireInternal Placement %

Categories = WHY

Metrics = WHAT

ACTIVITY / PERFORMANCE# of Connects / DayOffer to Accept RatioSubmittals / Period


CORECandidates IdentifiedCandidates Interviewed / HiresCandidates ConvertedManagerial FitnessNumber of Hires / Period# Candidates to Hiring TeamsRecruiter EffectivenessRecruiter KnowledgeSourcing EffectivenessTemplate Use / Effectiveness

HEALTH360 Feedback ScoresAttritionDiversity of LeadershipHire FitnessInternal Promotions ResultedPromotion Lead TimeNet Hire RatioCandidate Quality / SourceQuality of Hire - MaximizationReferral Rate

ENGAGEMENTCandidate / HM ExperienceCandidate / HM SatisfactionNew Hire SatisfactionOne/Two Way Engagement TimeProfile Updates / CompletionEvent Attendance / Follow UpParticipation / Application RatioStale Candidate ConversionCandidate Reach / Resonance

PROCESS / DEVIATIONAcceptance RateDecline / Offer RatioInterview / Hire RatioInterview / Offer RatioSourcing DistributionSpeed of HireSubmittals per WeekTime to Fill

ACTIVITY / PERFORMANCECampaign EffectivenessCandidate PoolHire Rate# of Calls / DayOffer to Accept RatioOpen RequisitionsInterviews / PeriodSubmittals / Period

VALUECost Per HireEmployee RetentionHire / Goal RatioInternal Placement PercentageNew Hire Success / Failure RatePerformance RatingsPromotion RatesQuality of HireRetentionReturn on WorkforceTalent Potential RatingsNew Hire Turnover

1. ERE.net2. Twitter: @MyAspenAdvisor

15-20 minsMicrophones

Metrics 2012

Business

Transcript of Metrics 2012