Recruiting Metrics That Really Work For You | Talent Connect San Francisco 2014
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Transcript of Recruiting Metrics That Really Work For You | Talent Connect San Francisco 2014
#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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Monthly applications by source
CareerBuilder
Monster
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
500 Hires 251 Hires
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Applicant Volume
Volume, quality and hires by source
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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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12000 Applications by source by location
Career Builder LinkedIn Monster
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And from a micro level We had to demonstrate what was working…
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Career Builder LinkedIn Monster
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We needed to optimize performance Once we implemented our plan
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Optimize…
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Average volume of applications by # of shares
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Zero Shares One or more shares
Quality index by # of shares
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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Career Section Employee Referral LinkedIn Other College or University
Other Website
Performance ratings for hires by source
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Firefox Chrome IE Safari Opera Other
Performance rating by application browser for IT support jobs - sample
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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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