#intalent

 Tim Pike, Dave Mann  Global Recruitment Consultant, Global Recruitment Manager

 L-3 Communications

Recruiting metrics that really work for you

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“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

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“What gets measured gets done”  - Peter Drucker – Management Consultant, Educator, and Author

Metrics need to drive action…

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Our challenges  No common direction for recruitment programs

 No strategy  No consolidation of spend

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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

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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

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This was our roadmap

1. Determine the strategy

2. Sell the strategy

3. Optimize performance

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Looked to the data to determine what was and wasn’t working... Ran pilots and monitored results in real time

First…

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CareerBuilder

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LI Ad Impressions

Sourcing Accelerator Pilot

LI Job Wrapping

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Sell the proposal 1.  At the macro level (right overall

strategy) 2.  At the micro level (where the

strategy works/doesn’t)

Second…

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 Both from a macro level… We had to demonstrate what was working…

76 Hires

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 And we were able to use some of LinkedIn’s metrics to help us too We had to demonstrate what was working…

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 And from a micro level We had to demonstrate what was working…

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 And from a micro level We had to demonstrate what was working…

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 We needed to optimize performance Once we implemented our plan

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Optimize…

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 Achieving ROI involves changing behavior  We therefore looked at data with direct implications on recruiter behavior

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Recruiter seat usage report

We measured and communicated the effectiveness of what we were doing…

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We linked ATS data and performance data… and sliced it in multiple ways to find interesting correlations

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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 – optimize performance wherever possible

In summary…

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 Jennifer Hill  Lead Recruiter  Bigcommerce

Creating connections: making metrics work for any organization

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Fastest growing e-commerce platform

in the world

 The path to becoming the next big thing in e-commerce

300+ employees in Sydney, Austin and

San Francisco

50,000+ clients have sold close to $4B

using our platform

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Making headlines

Forbes, 3/19/2014

TechCrunch, 7/25/2013

Yahoo Finance, 7/2/2014

Fortune, 8/15/2014

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Connecting Data with Decision Making

Connecting Executives with Data

Connecting Activity to Results

2013-2014 big recruiting challenges

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Big challenge 1: Connecting Executives with Data

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Bigcommerce executive team

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Building an executive dashboard

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Benefits of building an executive dashboard

Streamline communications

Provide data to make Roadmap decisions

Improve headcount planning process

Allows us to focus on recruiting

Sets realistic expectations

Allows for calibration of HR and recruiting teams

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Creating the executive dashboard

 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

 Applicant Tracking System Report

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Big challenge 2: build and measure the funnel

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Competing with the giants

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Using Google Analytics

54% increase in site traffic narrowed by geography

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Spreading the brand

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1.  Customize branding strategy

2.  Calibrate spend to optimize visits

3.  Provide real time analytics for source spend

Site visit analysis

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1.  Determine candidate quality level from branding sources

2.  Measure career site effectiveness

3.  Evaluate spend to applicant conversion

Applicant visits analysis

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1.  Make informed decisions for sourcing strategy

2.  Speak to results with hiring managers and executives

3.  Have informed negotiations with vendors

Hires analysis

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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

Measuring ROI

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Big challenge 3: measure team results

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Avoiding metrics mistakes

Business Value - a measurement of the seniority of a position and its impact on the company

BofA Bigcommerce

 Time to Accept

 Hiring Manager Satisfaction  Business Value

 Number of Hires

 Time to Accept  Retention

 Hiring Manager Satisfaction

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Building recruiter KPIs

 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

 Applicant Tracking System Report

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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

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Achieving big

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 From a start-up to a speed-up 2013-2014 challenges met

50 hires in SFO office in 60 days

Top executive talent

200 hires in 1H

15 lbs of stress eating

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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

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