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Metrics Don't Lie But Liars Use Metrics
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Metrics Don't Lie But Liars Use Metrics

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Some 76 percent of talent acquisition leaders admit that their organizations do a poor job of using metrics as part of their recruitment process, perhaps because they're unaware of what metrics they ...

Some 76 percent of talent acquisition leaders admit that their organizations do a poor job of using metrics as part of their recruitment process, perhaps because they're unaware of what metrics they should be gathering or how they should be using them.

In this presentation at the National Association of Colleges and Employers 2013 annual conference, CollegeRecruiter.com president and founder Steven Rothberg walked through the types of metrics staffing leaders should gather for their internal use and which they should provide to senior management including their CEO's, COO's, CFO's, etc.

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    Metrics Don't Lie But Liars Use Metrics Metrics Don't Lie But Liars Use Metrics Presentation Transcript

    • @StevenRothberg #NACE13Steven RothbergPresident and FounderCollegeRecruiter.com952-217-0793Steven@CollegeRecruiter.comTwitter.com/StevenRothbergwww.LinkedIn.com/in/stevenrothberg
    • • Interruptions• Tweeting• Booth• Email presentation@StevenRothberg #NACE13
    • 74% TA Leaders: data used poorly- LinkedIn Talent Blog“Those who cannot remember the past arecondemned to repeat it.”-George Santayana“Half of the money I spend on advertising iswasted; the trouble is I don’t know which half.”– John Wanamaker@StevenRothberg #NACE13
    • 1. Hypothesis to test2. Pick metrics and how to capture data3. Capture data4. Evaluate5. Implement revisionsRepeat!@StevenRothberg #NACE13
    • 1. Historic: last year• Most used• Least effective, dangerous• Cost, time, reqs / hire• Internal only: efficiency, not value2. Real-time: recent• Tactical3. Predictive: future• Strategic risks and opportunities@StevenRothberg #NACE13Credit: Dr. John Sullivan, ERE
    • 1. New hire performance (a/k/a quality)• New vs old hire performance• Perf appraisals, errors, revs, bonuses• Report = % imp xavg rev/employee x # new hires2. Diversity (impact)• Key positions• Include diverse thinkers, international, etc.@StevenRothberg #NACE13
    • 1. Satisfaction rates• Candidate experience• Also hiring managers2. Cost per hire3. Brand• 41% - have strategy• 14% - clearly developed strategy• 38% - retention• 33% - employee engagement• Others - quality of hire, cost/hire, # of applicants• Better - LinkedIn Talent Brand Index, GlassdoorSource: Employer Brand International 2011 Global Research Study@StevenRothberg #NACE13
    • @StevenRothberg #NACE13NACE 2013 Annual ConferenceOrlando, Florida
    • @StevenRothberg #NACE13NACE 2013 Annual ConferenceOrlando, Florida
    • @StevenRothberg #NACE13NACE 2013 Annual ConferenceOrlando, Florida
    • • Delays, missed opportunities• Key openings (not time-to-hire)• Termination within 6-12 mths (failed hires)• Innovators, game changers• Get % from hiring mgrs 6 mths after hire@StevenRothberg #NACE13
    • 1. Acceptance rate2. Offer not made3. Source of quality hire• Performance, tenure, diversity4. Applicant quality5. Each recruiter@StevenRothberg #NACE13
    • • No seat at table• Alerts re Q1-2 risks/opportunities = preparation1. Competitors hiring, freeze, laying off• LinkedIn, Glassdoor (i.e. Zynga), job boards2. Unemployment rate3. Labor, recruiting costs@StevenRothberg #NACE13
    • @StevenRothberg #NACE13Steven RothbergPresident and FounderCollegeRecruiter.com952-217-0793Steven@CollegeRecruiter.comTwitter.com/StevenRothbergwww.LinkedIn.com/in/stevenrothberg