recruiting analytics: what your ats won't tell you

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Ian  Cook  Head  of  Workforce  Solu2ons  Visier  

Recrui6ng  Analy6cs:  What  Your  ATS  Won't  Tell  You  

Recrui'ng  Analy'cs  What  Your  ATS  Won’t  Tell  You

Ian  Cook Head  of  Workforce  Solu'ons Visier November,  2016

Only  Visier  connects  all  the  dots  –  for  you  –  from  workforce  insights  to  business  outcomes

Visier  is  how  the  best  brands  achieve  the  best  business  outcomes

Agenda

§  The  focus  on  talent  acquisi'on §  Why  measuring  the  long-­‐term  impact  of  talent  acquisi'on  is  

difficult §  The  problem  of  disconnected  data §  Op'ons  for  connec'ng  data  to  uncover  talent  acquisi'on  

insights

The  focus  on  talent  acquisi'on

Talent  Acquisi'on  is  the  HR  topic  that  provides  the  biggest  business  advantage

Realizing  the  Value  of  People  Management,  Boston  Consul2ng  Group  

It  is  tougher  than  ever  to  find  people!

Spending  on  talent  acquisi'on  is  high—and  geSng  higher

The  Bersin  by  DeloiFe  2015  HR  Factbook,  2015.  

$3,500    

$4,500    

2011   2014  

Average  cost  per  hire  in  the  U.S.

Quality  of  hire  is  THE  most  valued  metric

21%   28%   39%  

Global  Recrui2ng  Trends  2016,  LinkedIn  Talent  Solu2ons,  2016  

But  leaders  lack  confidence  in  “quality  of  hire”  measurement

68%  32%  

Low  confidence  in  quality  

measurement  

High  confidence  in  quality  

measurement  

Global  Recrui2ng  Trends  2016,  LinkedIn  Talent  Solu2ons,  2016  

Why  measuring  the  long-­‐term  impact  of  talent  acquisi'on  is  difficult

Your  ATS  is  disconnected  from  other  workforce  data

Your  ATS  can’t  tell  you  the  two  most  cri'cal  things  about  recrui'ng

Your  ATS  can’t  tell  you  the  two  most  cri'cal  things  about  recrui'ng

1.  Who  the  best  hires  will  be  for  the  long  term  

Your  ATS  can’t  tell  you  the  two  most  cri'cal  things  about  recrui'ng

1.  Who  the  best  hires  will  be  for  the  long  term  

2.  What  recrui2ng  programs  drives  the  best  long-­‐term  results  

Your  ATS  also  can’t:

Your  ATS  also  can’t:

Help  you  fix  hiring  boFlenecks  

Your  ATS  also  can’t:

Help  you  fix  hiring  boFlenecks  

Accurately  predict  how  fast  you’ll  hire  for  a  given  

role  

Your  ATS  also  can’t:

Help  you  fix  hiring  boFlenecks  

Accurately  predict  how  fast  you’ll  hire  for  a  given  

role  

Tell  you  why  good  candidates  drop  out  of  the  hiring  

process  

Your  ATS  also  can’t:

Help  you  fix  hiring  boFlenecks  

Accurately  predict  how  fast  you’ll  hire  for  a  given  

role  

Tell  you  why  good  candidates  drop  out  of  the  hiring  

process  

Track  whether  you’ll  hit  your  hiring  and  

diversity  targets  

Your  ATS  also  can’t:

Help  you  fix  hiring  boFlenecks  

Accurately  predict  how  fast  you’ll  hire  for  a  given  

role  

Tell  you  why  good  candidates  drop  out  of  the  hiring  

process  

Track  whether  you’ll  hit  your  hiring  and  

diversity  targets  

Help  you  op2mize  spending  on  talent  

acquisi2on  

Your  ATS  also  can’t:

Help  you  fix  hiring  boFlenecks  

Accurately  predict  how  fast  you’ll  hire  for  a  given  

role  

Tell  you  why  good  candidates  drop  out  of  the  hiring  

process  

Track  whether  you’ll  hit  your  hiring  and  

diversity  targets  

Help  you  op2mize  spending  on  talent  

acquisi2on  

Give  stakeholders  enough  visibility  into  the  status  of  open  posi2ons  

The  problem  of  disconnected  data

The  problem  of  disconnected  data

The  problem  of  disconnected  data

Your  ATS  

§  Limited  to  its  piece  of  the  talent  journey  

§  Disconnected  from  non-­‐ATS  data  

§  Lack  of  analy2c  capability  and  scope  

The  problem  of  disconnected  data

Your  HRMS  §  Complex  &  costly  to  connect  

to  non-­‐HRMS  data  for  beFer  insights    

§  Limited  to  basic  repor2ng—how  many,  not  why  or  what  next  

§  Lack  of  velocity  in  innova2on  in  analy2cs  

Your  ATS  

§  Limited  to  its  piece  of  the  talent  journey  

§  Disconnected  from  non-­‐ATS  data  

§  Lack  of  analy2c  capability  and  scope  

The  problem  of  disconnected  data

Your  HRMS  §  Complex  &  costly  to  connect  

to  non-­‐HRMS  data  for  beFer  insights    

§  Limited  to  basic  repor2ng—how  many,  not  why  or  what  next  

§  Lack  of  velocity  in  innova2on  in  analy2cs  

Your  ATS  

§  Limited  to  its  piece  of  the  talent  journey  

§  Disconnected  from  non-­‐ATS  data  

§  Lack  of  analy2c  capability  and  scope  

Niche  Recrui6ng  Apps  §  Limited  to  a  niche  focus  

area  

§  Disconnected  from  other  data  

§  Lack  of  analy2c  scope  (i.e.,  ques2ons  answered)  

What  are  the  op'ons  for  connec'ng  data?

The  technology  choices

Business    Intelligence  

Workforce  Intelligence  

Business  intelligence

Business  intelligence

§  Tools  that  allow  you  to  create  reports  and  dashboards  on  any  data  

§  Extremely  flexible  –  you  can  build  whatever  you  want  

§  Extremely  difficult  and  expensive  –  requires  very  technical  and  expensive  skills  

§  Slow  –  you  (or  IT)  have  to  build  it  all  yourself  

Business  intelligence  challenges  and  risks

Complex  data  integra2on  

Costly  data  warehouse  

Time-­‐consuming  report  development  

No  integrated  security  

BI  project  costs:  A  TCO  that  keeps  growing BUSINESS  INTELLIGENCE  SOLUTION   TIME   COST  

BUILD  DATA  WAREHOUSE  Design  data  model  and  source,  transform,  cleanse,  and  load  data  into  warehouse  

12-­‐36  MONTHS   $2.3  MILLION  ON  AVERAGE  (IDC)  

DEPLOY  BI  TOOLS  Source  and  implement  business  intelligence  plajorm   6-­‐9  MONTHS   $250  PER  USER  PLUS  DEVELOPMENT  COSTS,  

TYPICALLY  ADDING  TO  $750K+  

GENERATE  CONTENT  Build  out  first  reports  and  dashboards  to  send  to  users   3-­‐9  MONTHS   $1,000  PER  USER  PLUS  DEVELOPMENT  

COSTS,  TYPICALLY  ADDING  TO  $500K+  

IDENTIFY  GAPS  Iden2fy  needs  for  new  business  ques2ons  and  repeat  data  warehouse,  BI  tools,  and  content  genera2on  steps  

3-­‐9  MONTHS   RANGE  OF  COSTS,  DEPENDING  ON  SCOPE  

COST   $3.5  MILLION+  

Workforce  intelligence

Workforce  intelligence  quickly  connects  disparate  data  sources

Workforce  Intelligence

Manage  the  needs  of  mul'ple  stakeholders  easily

Give  each  stakeholder  the  view  of  the  pipeline  that’s  relevant  to  their  needs.  

Track  diversity  and  ensure  equity  across  the  hiring  process

Discover  whether  matching  diversity  of  candidates  with  interviewers  improves  hiring  rates.    

Forecast  when  key  roles  will  be  hired

Have  a  complete,  up-­‐to-­‐date  view  of  your  en're  recrui'ng  pipeline

Compare  2me  in  each  stage  of  the  recrui2ng  pipeline  for  successful  hires  versus  all  applicants.  

The  'me  to  act  is  now Companies  that  put  workforce  intelligence  to  work  

profoundly  improve  their  business  results

Bersin  by  DeloiFe:  High  Impact  Talent  Analy2cs  CEB  Corporate  Leadership  Council:  The  Analy2cs  Era  

Sierra  Cedar:  HR  Systems  Survey  

Resources  available  at  www.visier.com

Download  your  copy   Download  your  copy  

Subscribe  to  the    Workforce  Intelligence  Blog  

Thank  you §  Ian  Cook  §  ian.cook@visier.com  

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