what metrics really matter? | talent connect vegas 2013
TRANSCRIPT
Greg Hauser Director, Talent Acquisition Ingram Micro @greghauser
What Metrics REALLY Matter?
#intalent
Today’s workshop
Evolution of Recruiting Metrics
Basics of Metrics
Group Discussion Determine what data to analyze - What matters most to
my Executives, HR Team, Recruiters? Develop a standard template / Scorecard
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Where it all began……Since the famous statement "What is not measurable make measurable" of Galileo Galilei (1564 -- 1642) it has been a major goal in science to quantify observations as a way to understand and control the underlying causes.
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Basics of Metrics
Types: Historical, Real time, Predictive
Keys to success: 1. Reliable
Data must be “true” or accurate and validated over time
2. Actionable Reports must be detailed enough to take action Group data so it is relevant and meaningful
3. Scalable The process of collecting and analyzing data must scale Your outputs must be useful for people at all levels
4. Understandable People must be able to visualize and understand what you find Line managers, executives, and employees must use the data
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Identify Focus Areas
Quantity
Efficiency
Quality
Diversity
Source
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Identify Measurement
Quantity = Number of Hires
Efficiency = Time to Fill, Acceptance Ratio
Quality = Turnover Rate, Survey Feedback
Diversity = % of Diverse Hires
Source = Most Effective Source of Hires
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Create A Standard TemplateFocus Area Measurement Q1 2013 Q2 2013 Total / Average
ExemptNon-ExemptTotal
Time to Fill (Days) ExemptNon-Exempt
Acceptance Ratio (Accepts/Offers)
- Less than 6 months - Less than 1 year
New Hire Hiring Manager
Internal Mobility
% Hires - Minority Exempt
Non-Exempt
Total
% Hires - Female Exempt
Non-Exempt
Total
Source
Employee Referral
Company Website
Internal Candidate
Additional Sources
Recruiter Sourced
Quality
New Hire Turnover
Satisfaction Survey (1 = strongly disagree; 5 = strongly agree)
% Hires - Internal
Diversity
Job Board
Efficiency
QuantityNo. of Hires
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Build onto Standard TemplateFocus Area Measurement
Q1 Q2 Q1 Q2
Exempt 5 14 12 29
Non-Exempt 7 0 2 4
Total 12 14 14 33
Manager 1 3 7 11
Non-Manager 11 11 7 22
Exempt 74 85.07 79 58.66
Non-Exempt 63 0 7 24.75
Manager 76 52.33 62.14 62.64
Non-Manager 66.64 94.00 72.57 50.50
Acceptance Ratio (Accepts/Offers) 92.3% 100.0% 100.0% 97.1%
- Less than 6 months 0.00% 3.03% 3.03% 0.00%
- Less than 1 year 0.00% 0.00% 0.00% 1.41%
New Hire N/A N/A N/A N/A
Hiring Manager N/A N/A N/A N/A
Internal Mobility 42% 36% 36% 33%
Source
12%
8% 7% 6%
8% 29%
21% 9%
8% 14% 14% 21%
7% 14% 3%
42% 36% 36% 33%
Recruiter 1 Recruiter 2
Indeed
Quality
Satisfaction Survey Results
Linked-In Job Posting
Simply Hired
Job Board
% Hires - Internal
Other Job Board
Efficiency
New Hire Turnover
Time to Fill (Days)
Quantity No. of Hires
Internal Candidate
Recruiter Sourced
Employee Referral
Company Website
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Evaluate ROI
User Days Visited Job Posts Searches Performed Profiles Viewed InMails Sent InMails Accepted InMails Declined InMails Response Rate (%) Jobs OpenRecruiter 1 22 2 25 110 28 7 0 25 1Recruiter 2 9 0 10 17 0 0 0 0 0Recruiter 3 10 7 20 11 0 0 0 0 4Recruiter 4 17 1 62 284 26 14 0 53 0Recruiter 5 55 0 58 329 162 45 4 27 0Total / Avg for period: 113 10 175 751 216 66 4 24 5
0
10
20
30
40
50
60
Recruiter1
Recruiter2
Recruiter3
Recruiter4
Recruiter5
InMails Response Rate (%)
InMails Response Rate (%)
0
20
40
60
80
100
120
140
160
180
Recruiter 1 Recruiter 2 Recruiter 3 Recruiter 4 Recruiter 5
InMails Sent
InMails Sent
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Fish in a Barrel - Predictive Analytics!
Target Recruiting Source
Promotable
High Potentials
Rock Stars!
Group Discussion Topics
What metrics do you currently have? What are your focus areas? What are you measuring?
What will you take away from this discussion?
Q&A