Zero-Sum Game - Productizing People Experience
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Presented by Sean Echevarria at the 2018 HR Uncubed conference. He digs into the zero-sum games that exist with the HR landscape and how technology can be used to overcome these common challenges.
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Zero-Sum Game - Productizing People Experience
- 1. Zero-Sum Game: Productizing People Experience
- 2. A little bit about myself… @specheva | #hruncubed Peopl e Experienc e Peopl e Experienc e
- 5. A little bit about my team… Become a fan (Customer) Find a fit (Candidate) Start fresh, ignite passion (New Hire) Love work, live better (Associate) Always a fan (Alumni/Customer) DEPART JOIN LEARN APPLY ENGAGE
- 6. What is a zero-sum game?
- 8. Here’s are some zero-sum games I’ve noticed…
- 10. Let the games begin.
- 11. Game 01 Referrals | Diversity @specheva | #hruncubed
- 12. Roughly 70% of tech companies have programs to encourage referrals and most importantly, referrals account for up to 50% of new hires in the US.
- 13. Currently, men hold 76% of technical jobs, and 95% of the tech workforce is white.
- 15. • Improve sources • Improve screening practices • Educate our workforce
- 17. Augmented writing: the power to see the future that your words will create Textio
- 18. Hit your hiring goals faster while focusing your engineers' time on code and innovation Karat
- 19. Spread trust and collaboration across your organization by pairing up team members who don't know each other well Donut
- 21. Game 02 Candidate Touchpoints Recruiting Uptime @specheva | #hruncubed
- 22. A recent study revealed that 81% of the applicants surveyed state that better communication throughout the hiring process would provide a better experience.
- 23. The study found that recruiters spend only 6 seconds reviewing an individual resume.
- 25. • Empower recruiting teams • Build communication platforms • Leverage existing tech
- 26. Use A.I. and chatbot technology to automate time-consuming tasks including resume screening, sourcing and qualifying candidates Ideal
- 27. Candidate Relationship software for companies that are proactive about engaging the best talent, and don’t just rely on applications Beamer y
- 28. Leverage technology being built for our customers to help our candidates Jet Chat
- 30. Game 03 Employer Brand Awareness ROI @specheva | #hruncubed
- 31. Now 72% of recruiting leaders around the world agree that employer brand has a significant impact on hiring.
- 32. Calculating the return on investment of your employer brand has notoriously been very tricky. The value and impact of your efforts can be hard to track.
- 34. • Track the metrics that matter • Lower the cost of branding • Make it a group effort
- 35. A deep evaluation of your employer brand, looking at what candidates, employees and alumni are saying about your company online Link Humans
- 36. Leverage all inputs of the claims that we want to be able to make and create a formula that gives you your own index PX Dashboard
- 37. CMS that leverages all brands under the Walmart umbrella for maximum brand exposure Brightspo t
- 39. A little bit about your future team… Become a fan (Customer) Find a fit (Candidate) Start fresh, ignite passion (New Hire) Love work, live better (Associate) Always a fan (Alumni/Customer) DEPART JOIN LEARN APPLY ENGAGE
Editor's Notes
- Today I’m going to talk about the zero-sum games that exist in the HR space and ways to you can create a championship team to help you beat these games. Show of hands – how many people here work at a company where there is an employee experience team (or a talent experience team)? Those with their hands raised – how many of you are on that team? Those with their hands still up – how many of you are product managers with your own dev team? I want everyone to look around the room as this will all tie in later
- But first let me tell you a quick story about how I ended up where I am! Building – I started selling real estate at 18, and I loved the people aspect of getting to know your needs and finding you what you want Train – I went to school for mechanical engineering and found myself in a co-op for the railroad company Norfolk Southern – it was my job as a student to improve the railyard experience by building ergonomic structures for the crew, but I knew in my heart of hearts that engineering wasn’t for me Jar – So I shifted my track through an engineering entrepreneurship program and had a viral success with the first product we spun out, and it was through testing with people and learning about their frustrations with the standard jar that me and my team were able t MD – I convinced a kickass CEO to let me be their apprentice (working at a UX agency I knew that I wanted to be a product manager)
- And as luck would have it Marc Lore, one of the co-founders of Jet.com was building out a team that married these two passions of mine and nested it under the HR umbrella and he called it the Talent Experience team. People really loved the idea of this team being a thing, so much so that we were pulled up to work for Walmart after the acquisition as…
- The People Experience team.
- And as a PX team we were charged with with looking at the entire talent journey for all Jet candidates and employees. Me specifically I look at how we can best leverage technology to address all the touchpoints within this journey (whether that’s a 3rd party or built in house).
- Okay let’s kick this off!
- The best way I can explain it – and I stole this straight from Google – if you think of Poker is a popular example of a zero-sum games since the sum of the amounts won by some players equals the combined losses of the others.
- GAME 01: As a recruiting team referrals are a win for you because they’re such a high conversion, but usually the company loses if referrals aren’t monitored properly GAME 02: As a candidate you win if you receive more touchpoints with your recruiter because you no longer have to deal with the black hole, but as a recruiter all extra time spent on prospects or candidates is less time you have to do your job GAME 03: As a company you win if more and more people recognize you as a great place to work, but ask your finance team and they’ll say that the losses are at the bottom-line due to the lack of explicit ROI
- So let’s the games begin – keep in mind that my objective during this talk is to show you how to turn the tables and help your company come out on top when it comes to these zero-sum games. Also let me preface (cause my PR team will kill me if I don’t, we’re not using all of these at Jet/Walmart but its my job to keep a pulse on things and know what’s being developed to see where we can use 3rd party tech and where it might benefit us to build internally.
- As a recruiting team referrals are a win for you because they’re such a high conversion, but usually the company loses if referrals aren’t monitored properly
- A study from the Oxford Academic from 2015 stated that…
- Another study from career development site Paysa early last year stated that…
- We all know diversity is a problem in tech, so how do we turn the tables on this zero-sum game?
- We can improve sources, improve screening practices, and even educated our workforces. But how do we ever do these?
- Let me pause real quick and take another poll of the audience? Can anyone tell me the differences between the left column and right column? And this lines up the first product out there combating this zero-sum game.
- If you want to improve your sourcing you can start right from the source – the job req. It’s called Textio and it essentially will analyze your job requisitions for you and show you where the biases are like the one we just outlined in the last slide.
- If you want to improve your screening practices – try your best to remove any biases. One way we’ve done this - is by requiring all candidates to go through Karat an 3rd coding
- If you want to educate your workforce – then braoden their horizons. An easy way to do this is by the Donut Slack Integration introduction people from different teams and ARGs which broadens exposure with a tailored message to help refer people but keeping in mind that we want those who fit our values and not those who are just like themselves.
- So we these tools at your disposal you should be well on your way to becoming world class champions similar to the 2009 Yankees, but we’re only a third of the way there
- As a candidate you win if you receive more touchpoints with your recruiter because you no longer have to deal with the black hole, but as a recruiter all extra time spent on prospects or candidates is less time you have to do your job
- The 2016 edition of CareerBuilder's Candidate Behavior study revealed that 81 percent of the applicants surveyed state that better communication throughout the hiring process would provide a better experience.
- Another study from TheLadders back in 2012
- Build communication platforms Empower recruiting teams Leverage existing tech
- Here is one example that I found of AI tech that will help make reviewing resumes better, there are several other companies that are looking to get into this space
- When it comes to that recruiting black hole – how refreshing would it be if rejected candidates could opt in to learning more about the company and any new roles that might better align with them down their career path
- If you want world class service – you have to invest in it, right now we’re thinking about leveraging our in-house chat functionality for the careers page so that there is someone there bot/agent helping you find the answers to your questions
- If you can start to build or leverage some of these technologies again you’ll start to create a championship team similar to the 2011 New York Giants who went on to win the super bowl
- As a company you win if more and more people recognize you as a great place to work, but ask your finance team and they’ll say that the losses are at the bottom-line due to the lack of explicit ROI
- In their 2016 Global Recruiting Trends report LinkedIn discovered that 72% of recruiting leaders see the value in their employer brand as it relates to hiring.
- This is a quote I pulled from an article – but I’m sure you all can relate. Retention Rate: How many of your employees are you retaining per year? Employee Engagement: Is there an increase in productivity of your employees? Quality of Hire: Are you getting an increase of quality applicants? Cost Per Hire: Have you saved money on each hire? Number of applicants: Has your talent pool increased?
- Track the metrics that matter Lower the cost of branding Make it a group effort
- There’s a London based agency that I was looking at the other day that claims to have an employer brand index and if you’re strapped for resources I say you check them out as they’re on top of their stuff and it’ll give you some data to benchmark with to prove ROI the following year.
- In house we have been thinking about this for over a year and one of the first projects I started with within the company was to create a People Experience Dashboard.
- Making it a group effort – sounds easy but first you’re going to need a CMS (content management system) and that CMS is going to have to be intuitive enough for any and all users because at the end of the day this work has to be open and collaborative
- We’ve toppled zero-sum game 3 and are on our way to become a world class team in my opinion – similar to the Peruvian soccer team who’s going to take the world cup later in Russia this year
- I’ll bring back up the people journey as we see it and will end with this. Every company has a variety of touchpoints that they can design around – the question is which ones are you going to focus on and what’s the world class team you have in place to lead it?
- questions