Talent is an Unfair Game.  You need to know how to play. Nick Mailey, VP of Talent Acquisition for Intuit (top-shelf industry-leading TA organization) has the playbook, and he's agreed to join ranks with RecruitingDaily for an hour of training and Q&A to guide you through the field. Understanding which Recruiting Metrics Matter and which are a waste of your time is essential to your success - you already know that. Nick is going to teach you what you don't know. And you're going to want to take notes. Here's what we're going to cover: The Curse of Talent in an Unfair Game Understanding Vanity Metrics Learning and Utilizing Empathy Community Metrics Closing Passive Candidates A whole lot more.... We're not going to feed you basic knowledge you can find on Google. You're going to take home actionable plans, real-time tools, and informative, common-sense data that will increase your workflow. So, what do you say? Do you want to win at the talent game? Jobvite, Recruitics, Beamery, RolePoint

1. 5/22/2019
GLOBAL TALENT ACQUISITION
Metrics that Matter
Metrics that Mean
NOTHING
vs
May 22, 2019

2. 2
2
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3. Vice President, Talent Acquisition
intuit
Nicholas Mailey

4. http://www.recruitics.com
www.recruitics.com

5. Recruitics is a data-centric recruitment marketing agency
that makes it easy for the world’s leading brands to
attract and hire great talent.
www.recruitics.com

6. www.beamery.com
Private & Confidential – Do Not Share
© Beamery Inc. All rights reserved.
Founded in
2013
on a mission
to empower
companies to make
talent a priority
$40M
raised from leading investors
from Silicon valley and Europe
Headquartered in
London with offices
in San Francisco
and Austin
We partner with the best to support the success of our customers

7. From First Look To First Day
Jobvite is the first recruiting platform that
spans the entire candidate journey.

8. 8
Experience the Leading
Employee Referral Platform
Supercharge your organization's referrals
today with RolePoint

9. Nicholas Mailey
Vice President, Talent Acquisition
April 4, 2019
Talent Ball-
How New Metrics
Transformed a Team

10. 10
“What’s the Problem?”
Moneyball Movie
CHAPTER 1
The science of
winning talent
an unfair game

11. 11
Measures that don’t correlate to what really matters
Vanity metrics
Baseball looks like:
• Batting average
• Hits for power (home runs)
• Runs fast
Talent acquisition looks like:
• # of Applicants- careersite
conversion
• Applicant flow- # of interviews
• # of hires
• Cycle time
“He passes the eye candy test. He's got the looks,
he's great at playing the part.”
Moneyball Movie

12. 12
CHAPTER 1 – The curse of talent
1% 1% 1% 1%
14% 13%
23%
17%
34%
22%
15%
42%
38%
75%
82%
66%
78%
83%
38%
44%
Amazon Apple eBay Facebook Google Intuit Salesforce
FAMILIARITY
Never heard of this company Know the name, but nothing more
Know a little about the company Know a lot about the company
T E R AD AT A
SY MAN T E C
D IGIT AL IN SIGH T
E B AY
H P
FL IP K AR T
U B E R
AD OB E
MICR OSOFT
V ISA
SON Y
FACE B OOK
OR ACL E
P AY P AL
L IN K E D IN
CISCO
AMAZ ON
SAL E SFOR CE
AP P L E
GOOGL E
OUTWARD TALENT FLOW BY COMPANY
GOOGLE
APPLE
SALESFORCE
AMAZON
“You're not solving the problem. You're not
even looking at the problem!”
Moneyball Movie

13. 13
“We're going to change the game”
Moneyball Movie
CHAPTER 2 – 20 game winning streak

14. 14
Where we landed
Gaining Deep Customer Empathy allowed us
to re-imagine our value proposition
Transformed the way we evaluate and measure
Where we started
• Used Lean Start In method to create a
product vision
• Gained customer empathy
• Declared customer as hiring manager &
benefit as quality of candidate
Where we went wrong…
and what we learned
• Product focused vs customer focused
• Who was really hiring us and what did they care about?
• What is the real value (Quality vs volume)?
• We only focused on things we could control – not what the
customer cares about!
• Customers:
- Hiring manager
- Candidate
• Benefit:
- Quality of hire
- Speed of hire
- World class experience
“The customer benefit is not a business outcome, a product, or a
service. It is a promise made to the customer.”

15. 15
What is it? Knowing your customers better than they know themselves
Why do we do it? The better you know your customer, the more likely you will be to know what they
really need (the customer benefit)
Method Best Practices TA Examples
Customer Interviews Broad to narrow, begin with “What’s important to you?” 100+ Hiring manager interviews, starting with “what’s important in your day?”
Experiments Observe actual behaviors and emotions 100+ A4A experiments to define and drive adoption
Customer Safaris Understand workarounds and the emotion behind them
Whine & Dines (dinners with recruiters and non-accepted candidates)—
recruiters said “I never knew this!”
Verbatims Identify root causes and areas of energy Digging through NPS and Glass Door comments
Concept Testing Be open to real feedback and feelings Recruiter feedback on new prototype tools, new playbook and more
Customer Empathy Key: Seek to understand emotion in every interaction. Emotion
signals what is most important to our customer.
Process to change approach

16. 16
Test & experimentation
12%
40%
25%
48%
75%
0%
20%
40%
60%
80%
100%
Control -
Not Using A4A Using A4A
QUALITY OF HIRE
Customer Benefit Metrics
Core performance metrics based on customer value proposition
• Measure and report hiring
quality and speed
• Include in goals

17. 17
CUSTOMER BENEFITS
Hiring Manager
& Candidate
CUSTOMERVISION PROBLEM
• Quality of Hire
• Speed
• World Class
Experience
Speed of Hire
A clear vision and line of site to the customer …
Customer Benefit Metrics
Core performance metrics based on customer value proposition
Candidate
Experience
Quality of Hire
“RECRUITING IS
DONE”
Hiring
quality candidates
quickly with
a great
experience

18. 18
“We're going to change the game”
Moneyball Movie
CHAPTER 3 – Playoffs!

19. 19
CUSTOMER BENEFITS
Hiring Manager
& Candidate
Speed of Hire
Somethings Learned something amazing…
Customer Benefit Metrics
Core performance metrics based on customer value proposition
Candidate
Experience
Quality of Hire
“RECRUITING IS
DONE”
Hiring
quality candidates
quickly with
a great
experience
Profiles emerged:
Recruiters, sourcers
learned what kinds of
backgrounds to focus on…

20. 20
CHAPTER 3 – Playoffs
Targeted passive talent & community engagement
New input metrics
Quality Hire Profiles emerged
Develop Talent Pools (not Volume but targeted)
Active Engaged Community Members/Prospects
Ready Now Community Members/Applicants
“We're going to change the game”
Moneyball Movie
Build Target Candidate Pools –
X Identified
X Research Interviews
Over X# Campaign
Outreach
Over X#
Conversations
Quality of Hire
NPS
Speed 45 days
Diversity
25%
50% increase
24% reduction
25% Increase in URM and Female hiring rates

21. Q&A?