Using Data to Drive a Consultative, Proactive Talent Acquisition Function
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How to use data to influence your stakeholders into making better (and faster!) hiring decisions.
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Using Data to Drive a Consultative, Proactive Talent Acquisition Function
- 1. Using Data to Drive a Consultative, Proactive Talent Acquisition Function John Ricciardi VP, Talent Solutions ERE Media @JohnJRicciardi #ERE16
- 2. We see the world, not as it is, but as we are – or, as we are conditioned to see it Stephen R. Covey
- 4. If we have data, let’s look at data. If all we have are opinions, let’s go with mine. Jim Barksdale
- 5. If it’s not accurate, It might as well not exist…
- 6. • Candidate Availability Data • Internal ATS Data • Speed / Quality / Productivity • Segment by Geography or Job Family • External Benchmarks Data & Metrics
- 7. 0 10 20 30 40 50 60 70 80 Decentralized Centralized Optimized SimplexGrinnell Time to Accept 70 48
- 9. Time to Accept Benchmarks 42 44 52 68 35 38 0 25 50 75 Source: Bersin, iCims, Dice, CEB, SHRM & ERE Bersin(S) ERE(D) SHRM(S) CEB(S) DHI(S) iCims(D) S = Survey D = Data
- 10. Time to Accept by Industry (ATS Data) 35 30 38 25 58 0 10 20 30 40 50 60 70 Source: ERE Benchmarking Dashboard Aggregate Fin.Svcs Hi-Tech Prof.Svcs Manufacturing
- 13. XXXXXX
- 14. Talk to your CHRO – no intake, no opening Obtain data and bring it with you to EVERY conversation Consider external benchmarks - define what ‘good’ looks like Action Items
- 15. The goal is to turn data into information, and information into insight. Carly Fiorina
- 17. John Ricciardi Managing Partner Afton Consulting @JohnJRicciardi LinkedIn.com/in/JohnRicciardi #ERE16
Editor's Notes
- Intro Background. How to drive 1. Influence 2. Data
- Tell the story about recruiting since 2010 & HMs
- Own a process we’re not responsible for Seen this slide if you work with me. No bullseye = Concern Consultative/Proactive starts here Intake is the first and best place to get to the bullseye and influence HM don’t want to do it – we need to support our recruiters – talk to CHRO – no intake/no opening
- What data – Candidate Availability Data Treasure Trove in your ATS
- If you are to use the ATS – then you need 2 things Consistent Process Capture it ‘real time’ You need to clean it 3.5 million records – 1 million thrown out
- Read the slide Speed – TTA, Not TTH – RVP Quality – SBA, OA, STH, FYQ Productivity – RPR, HPR, SOH Transition to external benchmarks
- Talk to SG story Flip at Chauvin
- ‘Brad Pitt Joke
- Left to Right – SHRM, Dice, Bersin, CEB, ERE iCims9 Red Line Survey on Left – Data on Right Understand size of the dataset, how it’s captured, how it’s measured (including calculations)
- Not only is it more accurate – it can be cut easily
- Favorite metric – shows same industries
- Cut by Job Family – look at sales
- Chart of 2 years of RPR Not a static function Seasonality – Business issues Causality
- Read slide
- Read Quote Do this and change your organzation
- I’m going to ask and answer the first question