hr big data: fact or fiction? | talent connect san francisco 2014
TRANSCRIPT
#intalent
Brad Cook VP of Global Talent Acquisition Informatica
HR big data: fact or fiction?
#intalent
In the blink of an eye
http://youtu.be/PHlANIsBqeY?list=PLAZQXYXzTdyuHGTpdXAzb_g8rD7DZqn1L
#intalent
#intalent #intalent
#intalent
IT is Changing
CLOUD
ON-PREMISE TRANSACTIONS DESKTOP
MOBILE INTERACTIONS
#intalent
CLOUD
ON-PREMISE
INTERACTIONS
TRANSACTIONS
MOBILE
DESKTOP
Data is Changing
#intalent
Source: An IDC White Paper - sponsored by EMC. As the Economy Contracts, the Digital Universe Expands.
Relational Data “Transactional”
Social Data “Interactional”
The Growing Challenge: “BIG DATA”
#intalent
#intalent
#intalent
Risk & Portfolio Analysis, Investment
Recommendations
Connected Vehicle, Predictive Maintenance
Health Insurance Exchanges,
Public Safety, Tax Optimization Fraud Detection
Predicting Patient Outcomes,
Total Cost of Care Drug Discovery
Proactive Customer Engagement,
Location Based Services
Financial Services Retail & Telco
Public Sector Manufacturing Healthcare & Pharma
Media & Entertainment
Online & In-Game Behavior
Customer X/Up-Sell
Business is connecting innovation to Big Data
#intalent
What about HR Data Sources…
#intalent
What we all strive for….
The Holy Grail
The Digital Profile
The Social Footprint
The Career Aspirations
The Interests
The Resume
#intalent
Our typical TA Landscape
CRM ATS Sourcing Tools
Social Footprint Dashboard SEO
#intalent
It takes a TEAM…
Marketing IT TA Ops HR Ops Recruiters
How thinking “data-first” can accelerate your talent transformation
Changed Mindset
The number of customer touch-points has exploded
• You are going to win based on your ability to understand your candidate better. This requires a 360 degree view of accurate data from many different touch-points.
• But the lack of access to
the right data at the right time can kill your hiring productivity.
Source: Tata Consulting
candidate
#intalent
New Talent Applications are appearing daily
The one sustainable competitive differentiator your organization has is
your data – and how you use it.
#intalent
#intalent
Why would my data go bad?
Things to consider: § Is the team good at capturing data? § Has a candidate changed jobs? § What new skills/experiences? § What would entice them to engage? § Do you want your teams to spend
their time managing this data?
Data quality erodes at 1% to 1.5% per month if
it is not actively managed.
- Bloor Research
#intalent
63% of CRM initiatives fail
- Merkel Group
High growth companies are 50% more likely to consider CRM strategic – rather than
tactical
- Merkel Group
#intalent
Why Doesn’t My CRM Investment Deliver? “We invested in CRM thinking that it would give us a 360 degree view of our candidates and significantly boost hiring productivity.”
Things to consider: Your CRM is only as good as the data in it § Do you have the right data? § Do you have good data? § Do you have complete data?
#intalent
Call to Action Starts with you….. • We are all busy, but data is critical to your success • Maintain searchable records • Think about how you can leverage tomorrow what you collect today • Data integrity is EVERYONES issue to solve…. • Automate as much as possible • Augment as much as possible • System captured vs. human captured
#intalent
Recommendations:
To accelerate your recruiting transformation and
competitiveness, think outside the application. Think “data-first.”
§ What data do my teams need to be competitive?
§ What bad data is causing loss of efficiency?
§ What new data are we missing that could improve quality of hire?
#intalent
• Understand it • Integrate it • Cleanse it • Relate it • Secure it • Act on it
• Across infrastructure, applications & devices
• Fast, flexible, free of lock-in and future-proof
Maximize & Unleash Information Potential
• Deliver agility
• Attract top talent
• Unleash potential
#intalent
#intalent