Using data to become a strategic talent advisor
@JennyDeVaughn Senior Director Employment Branding and Sourcing ADP
#intalent
http://jobs.adp.com ADP
“You seek too much information and not
enough transformation.” ― Shirdi Sai Baba
#intalent
Talent Acquisition Transformation Simplify Innovate Grow
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Is Your Company a Talent Factory? HR Leading Human Capital Management (HCM)
• Accountability for top talent from Corporate Social Responsibility (CSR) and Diversity partnerships
• Internal Drive Your Career program • Business Process Innovation (BPI)
opportunities • Lower Interview to Hire Ratio
• Improve Candidate Quality
• Increase Response Rate
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Talent Advisors Inspiring Innovation
Historical and competitive talent data • Ideal location(s)
• Salary range
• Diversity
• Lowest cost per hire
Talent pool availability • Internal
• External
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Over 50 critical openings in six locations at three different levels: • Product Owner • Senior Product Owner • Chief Product Owner
• Potential Candidates in the Workforce: 250 • Direct Employers Currently Competing: 69 • Open Jobs Posted by Direct Employers: 132 • Difficulty (Easy=0% and Most Difficult is 100%) 90%
Product Management Hiring Initiative
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$960 ADP’s Cost per Hire for LinkedIn Job Slots
Source: TMP, 2014
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ADP Global Employer Brand and Marketing Insightful Expertise
More Needles, Less Haystack • Customizable Employee Value Proposition (EVP)
• Targeted pay per click advertising and content
• Remove sources of unqualified applicants
• Partner with leaders on hiring events, referral bonus, and video assets
• Focus on global mobile easy apply
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#intalent
If you aim at nothing, you will hit it every time.
― Zig Ziglar
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Net Promoter Score (NPS)
• Candidates are detractors, passives, or promoters based on their feedback • Reach out to each type to follow-up • Feedback used with the hiring manager and the recruiter • Included in individual performance and quality goals
Measure Candidate Experience
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• Collaborate with all internal brand leaders
• Gather best practices – LinkedIn blogs, webinars, and content
• Start with a pilot – one hiring initiative, one location, one business unit
• Let the data guide you, not your gut instinct
Next Steps
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ADP Careers https://www.linkedin.com/company/adp/careers
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Jeff Batuhan Sr. Director, Global Talent Acquisition
Stryker Corporation
Using data to become a strategic talent advisor
#intalent
Agenda
Talent Management Approach
Defining Success Profile
Utilizing Data to Connect, Inspire & Transform
Leveraging your internal and external partners for development
Q&A #intalent
on FORTUNE 500
#305
included in the Standards & Poor’s
500 Index
500 S&P
in annual sales globally in 2013
$9.0B
employees worldwide
25K+
straight years of sales growth
34 countries where Stryker
products are sold
100+ manufacturing
and research & development locations worldwide
32 patents owned globally in 2013
5,203
*Non-GAAP financial measure. A reconciliation of Adjusted Diluted Net Earnings per share to GAAP Diluted Net Earnings Per Share is included in the Company’s Annual Reports on Form 10-K.
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Sales $B
34 Straight years of sales growth 18% CAGR in sales
over 34-year period $9B annual sales globally in 2013
2013
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100 Best Mid Companies Stryker UK Ltd. Recipient for the
seventh consecutive year
Great Place to Work® Institute Canada
Ranked #42, fourth consecutive year
Global Recognition
World’s Most Admired Companies in Medical Products
& Equipment Recipient for the thirteenth
consecutive year, #4 in 2014
Largest U.S.-Based Companies Joined the list in 2003 as #493,
moved to #305 in 2013
Employees’ Choice Best Place to Work
Recipient for the first time, ranked #48
Recipient for the fourth consecutive year, ranked #42
in 2014
Great Workplace Award Recipient for the sixth time in 2013
#intalent
78% of 1,200 CEOs from 60 countries list 7 top issues:
Talent is #1 - PricewaterhouseCoopers Survey
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Utilizing data every step of the process Talent Management Approach
1 2 3 4 5
Success Profile
Hiring Strategy
Onboarding Engagement Development
#intalent
Our Journey
• Recruiters #1 focus is filling jobs • Little investment on the team’s development • Metrics not clearly defined • Process and ATS system utilization were inconsistent • Poor candidate experience (Glassdoor ranking) • Hiring Manager Satisfaction 7.0/10 • 49% of the jobs have been opened for over 90 days • 30+% agency utilization
Metrics (Prior 2012)
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Strategic Talent Advisors Redefine Recruiters as Talent Advisors
• Business first • Challenge-don’t just satisfy-
hiring managers • Labor market expertise • Candidate experience • Mentors others
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Hire Experienced?
Hire Talent/Potential?
OR
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Connect
General Talent Acquisition Overview New Hire Orientation
TA Process & System
Metrics, Analytics & Reporting
Process & Applicant Tracking System
Selection & Sourcing Tools
LinkedIn, CRM, Talent & Supply Demand Portal
Talent Selection (Gallup) - Renowned Recruiters
Stryker Business
Job Shadowing/ Ride Along
Corporate Overview & Organizational Structure
CEB Talent Advisor Pipeline Management Strategic Advisor
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Inspire
Team engagement survey data
Align recruiter incentives
to strategic impact
Annual Talent Acquisition Academy
• Performance Analytics • Hiring Manager Satisfaction Survey • Candidate Experience Survey • Certification Data Results (i.e. LinkedIn)
• Formal discussion every 6 months • Ongoing professional and
development training • Developmental assignments/projects
Transform Leverage Recruiting Managers and data to accelerate development
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Leveraging internal and external partners to accelerate
Talent Advisor capabilities
• Hiring Manager Satisfaction – 8.4/10 vs 7.4* • Aging requisitions above 90 days – 28% vs 49% • Agency Utilization – 9% vs 30+% • Talent Export – 15%-20% • Team Engagement – 4.45 GrandMean **
Metrics & Accolades
• 2014 Candidate Experience Award (CandE) • 2014 LinkedIn Most InDemand Employer in the US • 2014 Glassdoor’s Best Places To Work
• *CEB US Benchmark • ** Gallup WW Database (75th Percentile)
Our Progress
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Key Take Away • Define and clarify your specific Talent Advisor capabilities
• Incorporate data into your assessment and selection strategies • Provide your recruiters development opportunities closing the gap
• Embed measures of strategic impact into scorecards
#intalent
