With the increasing access to big data, organizations are finding new ways to utilize this information within their talent acquisition strategy. During this Spotlight Webinar, we’ll focus on HR analytics and how organizations are leveraging this data to strengthen their recruiting strategies when identifying talent.
During this spotlight webinar, learners will:
Identify how analytics play a role in forecasting the time required to identify and hire candidates
Determine how to leverage analytics to strengthen recruiting strategy
Learn how vendor partnerships can provide HR analytics that support workforce planning.
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The Role of Analytics in Talent Acquisition
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Speakers: Larry Jacobson
Director of Global Technology Talent Acquisition
Vistaprint
Kyle Lagunas
Talent Acquisition Analyst
Brandon Hall Group
Max Mihelich
Associate Editor
Talent Management magazine
The Role of Analytics In Talent Acquisition
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The Role of Analytics in
Talent Acquisition
Max Mihelich
Associate Editor
Talent Management magazine
mmihelich@humancapitalmedia.com
7. According to a recent survey by the American
Productivity and Quality Center…
– 31 percent of companies use big data to track the best
recruiting sources
– 21 percent use it to benchmark their recruiting processes
– 18 use it to improve candidate experience
Common Uses of Big Data
8. • Coca-Cola Company
started using big data in
2008
• Developed strategy to
reduce turnover
• Visiting Nurses
Association uses big
data to figure out which
personality traits work
best for a position
Real Life Examples
9. • Social Media
• Mobile
Technology
• Applicant
Tracking
Systems
Where Does It All Come From?
15. • Data won’t be
100 percent
accurate
• Even a baseball
player who hits
.300 is an All-
Star
It’s an Art, Not a Science
16. • Big Data is proven to
offer recruiting
advantages
• Don’t be intimidated
by it. You’ll never
know how valuable
it is unless you try to
find out
The Round-Up
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The Role of Analytics In
Talent Acquisition
Kyle Lagunas
Talent Acquisition Analyst
Brandon Hall Group
Kyle.lagunas@brandonhall.com
@KyleLagunas
18. #TMwebinar
What technology trends keep you up at night?
Category High or Very High
Interest in 2014
2014 Rank Change 2013 Rank
Social Media 51.3% 1 ↑ 2
Mobile Technology 50.0% 2 ↓ 1
Big Data/Analytics 43.6% 3 ↑ 5
Shortage of Talent 42.5% 4 −− 4
Economic Insecurity 32.1% 5 ↓ 3
Global Expansion 31.3% 6 −− 6
19. Changing Priorities in Hiring
61%
39%
38%
36%
30% 29%
21% 21%
0%
10%
20%
30%
40%
50%
60%
70%
Hire better
talent
Attract more
talent
Strengthen
employer
brand
Improve new
hire retention
Reduce time
to hire
Improve time
to proficiency
Reduce cost
per hire
Improve
candidate
experience
What are your organization's top three primary goals for talent acquisition?
20. • High-quality talent
expects high-quality
process
• Only 21% of
companies are more
than moderately
effective hiring
organizations
The Challenge in Hiring Better Talent
3%
18%
55%
17%
6%
How would you rate the overall
effectiveness of your organization's
talent acquisition efforts?
Extremely effective
Highly effective
Moderately
effective
Slightly effective
Not at all effective
21. 44%
39%
35%
30%
40%
Plan Source Assess Hire Onboarding
How would you rate your
organization’s effectiveness for
each of the five talent
acquisition phases?
Less than Effective
The Challenge in Hiring Better Talent
• Almost half ranked Plan
capabilities as less than
effective
• 1 in 3 organizations
ranked Hire capabilities as
less than effective.
• 61% of organizations are
taking at least four weeks
to hire a new employee.
• 21% are taking more than
eight weeks.
22. Shift in Focus: From Efficiency to Efficacy
77%
83%
70%
57%
64%
26%
Quality of hire Quality of
candidate sources
New hire
retention
Time to fill Time to
proficiency
Cost per hire
What Are the Most Important Metrics for High-Performing Organizations?
Quality of hire Quality of candidate sources New hire retention
Time to fill Time to proficiency Cost per hire
23. Advanced Analytics Quantifying Quality
• Lacking full-time data analyst, quantifying quality
measures is incredibly difficult
• Demand has steadily increased for tools to take heavy
lifting out of analytics.
• Recent explosion of options
– Ranging from Point Solutions to improved
measurement and tracking capabilities in Applicant
Tracking Systems.
24. • Improved Planning
– Spot gaps in succession
plan or potential talent
shortage
– Tie hiring plan to corporate
growth months in advance
• Improved Sourcing
– Scour social web for
indications of candidate
viability like culture fit and
influence
– Powerful keyword-based
search using associated
terms
New Use Cases for Advanced Analytics
25. • Improved Assessment
– Evaluate candidate
behaviors to identify high-
performers and high-
potentials
• Improved Hiring
– Continuously monitor
efficiency metrics, keeping
time-to-hire in check
• Improved Onboarding
– Use candidate assessment
data to tailor training and
onboarding
New Use Cases for Advanced Analytics
26. What Talent Acquisition Technology
Do You Have in Place?
17.7%
5.1%
4.6%
11.4%
13.7%2.9%
44.6%
ATS Only
ATS + Single integrated point
solution
ATS + Single unintegrated point
solution
ATS + Multiple integrated point
solutions
ATS + Multiple unintegrated point
solutions
Full talent acquisition suite
Assorted tools (Outlook, Excel,
etc)
27. What Talent Acquisition Technology
Do You Have in Place?
17.7%
5.1%
4.6%
11.4%
13.7%2.9%
44.6%
ATS Only
ATS + Single integrated point
solution
ATS + Single unintegrated point
solution
ATS + Multiple integrated point
solutions
ATS + Multiple unintegrated point
solutions
Full talent acquisition suite
Assorted tools (Outlook, Excel,
etc)
28. Modern Technology Supporting High-
Quality Talent Acquisition
0% 10% 20% 30% 40% 50% 60% 70%
Plan
Source
Assess
Hire
Onboarding
How Satisfied Are You with Your Talent Acquisition Technology?
MEOs
HPOs
LPOs
29. Summary: Lessons to Learn from HEOs
• Hiring better talent requires deploying better
process
• Talent analytics can be used to develop and
monitor better process
• Investment in more effective technology is
critical to success
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