Ian Bailie

Shaping Strategic Workforce Planning Using Talent Trends and Analytics

Global Head, Talent Acquisition and People Planning Operations, Cisco Systems@ianbailie

2© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Who We AreGlobal leader in Switching, Routing, Data Center, Collaboration, Wireless and Security solutions

$47B annual revenue72k global employees

Global Team: Analysts, Project Managers, Sourcing Specialists

12 to 15K fills per year200+ recruiters in 30+ countries

3© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Why We Invested in Talent Analytics

Source: LinkedIn Talent Solutions Survey, (2014).

of recruiters say they’re more efficient when they have data to understand

the talent market

RECRUIT BETTER WITH TALENT POOL DATA

77%

of recruiters don’t use talent pool insights during

kick off meetings with hiring managers

YET MOST DON’T USE IT

75%

of recruiters would use talent analytics if it were easily available, sharable

and understandable

BUT THEY WOULD USE IT IF THEY HAD IT

71%

4© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

How Talent Analytics Has Helped Cisco

Determining office location and talent strategy

Enabling recruiters to become strategic advisors

Designing workforce plans

5© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Our Talent Analytics Journey

Source: Bersin By Deloitte 2013

Link to quality of hire and workforce planning

Predictive AnalyticsDevelopment of predictive models, Scenario Planning, Risk Analysis and Mitigation, Integration with Strategic Planning

LEVEL

4Advanced Analytics

Statistical Modeling and Root Cause Analysis to Solve Business Problems, Proactively identify issues and recommend actionable solutions

LEVEL

3Advanced Reporting

Proactive, Operational Reporting for Benchmarking and Decision-Making; Multi Dimensional Analysis and Dashboards

LEVEL

2Operational Reporting

Reactive, Operational Reporting of Efficiency and Compliance Measures, Focus on Data Accuracy, Consistency and Timeliness

LEVEL

1

Deeper analysis and recommendations

Created global team

Drive accountability through regular reviews

6© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Building the Cisco Talent Cloud Creating an ecosystem to empower our leaders & talent

Understanding our workforce skills and capabilities

Moving our talent

Deploying adaptive organizations

Closing critical gaps

Building great teams

Nurturing transparency and trust

TALENT CLOUD HUB

Career Navigator

Skill Gap Analysis

Talent Marketplace

People Planning

Talent Insights

Succession Planning

Internal Profile

Skills Assessments

Learning Opportunities

7© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Creating a Team Build a team that combines recruiting skills, analytics and systems knowledge

8© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Combining Internal and External datasets

Use available external data to augment internal HR data

9© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Using Talent Pool Data to Influence Decisions Influence talent site strategy using external talent maps

EXAMPLE ONLY, Data values have been removed

10© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Understanding Skills Availability Help shape workforce plans by identifying internal skills gaps

EXAMPLE ONLY, Data values have been removed

11© 2014 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Expand the use of Predictive Analytics into Talent Insights

Embed People Planning deeper into our Enterprise-wide strategic planning process

Continuously measure success and impact of People Plans

Where are we going next?

@ianbailie