2016.03.30 #hru presentation - talent analytics

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Talent Analytics

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Page 1: 2016.03.30 #HRU Presentation - Talent Analytics

Talent Analytics

Page 2: 2016.03.30 #HRU Presentation - Talent Analytics

Excellent sample, with 2,500+ respondents

Respondents = readers from ERE, TLNT, Fordyce, and SourceCon

• Talent Acquisition Leaders and Managers• Recruiters and Sourcers • Staffing, Agency, and RPO

2015 State of Talent Acquisition Survey

Page 3: 2016.03.30 #HRU Presentation - Talent Analytics

3 Points

1. Lack of Resources2. Perception Gap3. Predictive Analytics

Page 4: 2016.03.30 #HRU Presentation - Talent Analytics

Question: What metric doesn’t get tracked or measured in your organization?

Cost Per Hire = 32%

Diversity Hires = 31%

Candidate Satisfaction= 44%

Quality of Hire = 46%

Page 5: 2016.03.30 #HRU Presentation - Talent Analytics

Data & Analytics We do this

today

We think we need to but

are not quite sure how,

why or the value

We see value and plan on doing in the

next 18 months

We see no value and

are not going to

adopt

Page 6: 2016.03.30 #HRU Presentation - Talent Analytics

Data & Analytics We do

this today

We think we need to but are not quite

sure how, why or the value

We see value and plan on doing in the

next 18 months

We see no value and are not

going to adopt

We currently use an analytics solution 19% 23% 52% 6%

Page 7: 2016.03.30 #HRU Presentation - Talent Analytics

Data & Analytics We do

this today

We think we need to but are not quite

sure how, why or the value

We see value and plan on doing in the

next 18 months

We see no value and are not

going to adopt

We currently use an analytics solution 19% 23% 52% 6%

We have moved beyond basic data reporting 12% 29% 48% 11%

Page 8: 2016.03.30 #HRU Presentation - Talent Analytics

Data & Analytics We do

this today

We think we need to but are not quite

sure how, why or the value

We see value and plan on doing in the

next 18 months

We see no value and are not

going to adopt

We currently use an analytics solution 19% 23% 52% 6%

We have moved beyond basic data reporting 12% 29% 48% 11%

We have a formal dashboard 31% 16% 43% 10%

Page 9: 2016.03.30 #HRU Presentation - Talent Analytics

Data & Analytics We do

this today

We think we need to but are not quite

sure how, why or the value

We see value and plan on doing in the

next 18 months

We see no value and are not

going to adopt

We currently use an analytics solution 19% 23% 52% 6%

We have moved beyond basic data reporting 12% 29% 48% 11%

We have a formal dashboard 31% 16% 43% 10%We benchmark our KPIs 29% 19% 39% 13%

Page 10: 2016.03.30 #HRU Presentation - Talent Analytics

Data & Analytics We do

this today

We think we need to but are not quite

sure how, why or the value

We see value and plan on doing in the

next 18 months

We see no value and are not

going to adopt

We currently use an analytics solution 19% 23% 52% 6%

We have moved beyond basic data reporting 12% 29% 48% 11%

We have a formal dashboard 31% 16% 43% 10%We benchmark our KPIs 29% 19% 39% 13%

We have a dedicated resource 26% 26 % 28% 20%

Page 11: 2016.03.30 #HRU Presentation - Talent Analytics

3 Points

1. Lack of Resources2. Perception Gap3. Predictive Analytics

Page 12: 2016.03.30 #HRU Presentation - Talent Analytics

Speed

Quality

Cost

Req Load

Speed

Average 50 Days

13%of

Professional Services

Don’t

Recruiters say Avg. of

7 Days longer vs

TA Leaders

Observation:

Page 13: 2016.03.30 #HRU Presentation - Talent Analytics

Speed

Quality

Cost

Req Load

Recruiter/TA Leader Gap

Page 14: 2016.03.30 #HRU Presentation - Talent Analytics

3 Points

1. Lack of Resources2. Perception Gap3. Predictive Analytics

Page 15: 2016.03.30 #HRU Presentation - Talent Analytics

Recruiting Metrics today are about looking in the rear view mirror

Page 16: 2016.03.30 #HRU Presentation - Talent Analytics

Speed

Quality

Cost

Req Load

Predictive Metric Causality

ExampleBetter Quality impacts longer

hiring times and increases cost

Page 17: 2016.03.30 #HRU Presentation - Talent Analytics
Page 18: 2016.03.30 #HRU Presentation - Talent Analytics

Filters are the key to actionable insights!

Page 19: 2016.03.30 #HRU Presentation - Talent Analytics

Thank you. Questions?