shaping strategic workforce planning using talent trends and analytics
TRANSCRIPT
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
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Combining Internal and External datasets
Use available external data to augment internal HR data
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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?