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Andrew Gadomski - Talent42 2015

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1
Agenda
My Talent 42 Experience
About Andrew & Aspen
Our Data
Prime / Benchmark Groups
Prologue
The Methods
Ask & Answer ...

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6
NO JACKET REQUIRE
Dress code:
jeans, socks and
sandals, overalls,
whatever makes
you comfortable.
We're pretty casual
he...

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6
ABOUT ASPEN & PANDO
Data solutions and analytics company
Our specialty is driving process improvement, identifying cost
...

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Andrew Gadomski - Talent42 2015

  1. 1. 1 Agenda My Talent 42 Experience About Andrew & Aspen Our Data Prime / Benchmark Groups Prologue The Methods Ask & Answer Time
  2. 2. 6 NO JACKET REQUIRE Dress code: jeans, socks and sandals, overalls, whatever makes you comfortable. We're pretty casual here. We dare you to wear a prom dress or a tie!
  3. 3. 6 ABOUT ASPEN & PANDO Data solutions and analytics company Our specialty is driving process improvement, identifying cost reduction / reallocation and linking HR data to business outcomes Set of products within Pando, an ecosystem of IP, algorithms, business intelligence, and benchmarking Our clients are large scale service providers in the HR space, typically HR outsourcing, HR technology providers, job boards, and large scale / specialized consulting companies
  4. 4. 6 WHAT IS THIS DATA? There are companies that score well in satisfaction scores and/or have more consistent stats on speed and service level expectations. We are going to present the methods versus others, and then compare to tech companies. Data is a combination of system and engagement data. We congeal data from systems and open web as well as engagement survey based data from recruiters, candidates, and hiring managers. Pando is tracking over 400 companies across those data sets daily, soon to be 500. Survey data is combined across several venues (ours, RPO, CandE, direct)
  5. 5. 6 PRIME GROUPS A prime group is a select group of data sets that have something in common, so their data is congealed and analyzed so it can be compared to usually a single company (or another prime). Aspen Prime 1) score above average on all experiences measured 2) enough data to be statistically viable (1000+ results) 3) have a representative applicant pool 4) have a net promoter score that is in the upper quartile Answers for this Aspen Prime are in excess of 10,000 responses, prime is currently fluctuating between 20 and 30 companies (which itself is telling)
  6. 6. 6 PRIME GROUPS A prime group is a select group of data sets that have something in common, so their data is congealed and analyzed so it can be compared to usually a single company (or another prime). Tech Prime Companies whose primary workforce is made up of IT professionals who deliver products or services that are highly dependent on that workforce executing that technology 1) no rating minimum 2) aggregates also jobs indicated as IT by function or job code 3) pure aggregate / no filter on candidate data 4) Over 5000 responses 5) 40+ companies are represented
  7. 7. 6 PROLOGUE | Experiences, with a “S” Whose experience is this?
  8. 8. 6 APPLY / RESEARCH @ create fewer steps in the application process and make it expedient / much faster to execute yields much higher concentration of 3/4/5 star results 79% PRIME vs. 71% TECH @ on respective career sites clearly display and feature corporate values, products/services information, why people want to work here, employee testimonials, and why people stay with the business. 58% AGGREGATE vs. 59% TECH # financial information actually outpaced “why people stay” and “products and service information” (reversed vs. Prime)
  9. 9. 6 APPLY / RESEARCH # job descriptions, benefits, salary ranges and compensation structure, successful candidate profiles for the job, and career path examples should be easily displayed and featured on career sites # consider making your career site and subsequent microsites core to all of your activities, and make that fact known inside your business and with candidates # allow candidates to finish applications completely, and then submit - rather than not allowing them to finish the application based on answers they are providing as they are taken
  10. 10. 6 SOURCING @ increase the percentage of passive applicants per req Aspen Prime has 15% more passive candidates Tech prime same (within margin of error) @ increase your batting average Recruiting is batting .143, applicants converted to hiring manager submits # use techniques to control the potential number of applicants per requisition to control over sourcing, especially in the professional level positions
  11. 11. 6 ASSESSMENT @ reduce the instances of one-to-one interviews while increasing the pairing of hiring managers (2:1) together to interview a single candidate simultaneously Occurs 31% more in Aspen Prime vs. Aggregate @ manage / increase your interview to offer ratio Aggregate is 52/100 get offer post interview Aspen Prime is 45/100 get offer post interview Tech Prime has 57/100 are given an offer of employment Tech is MUCH more aggressive in interview to offer ratios, which correlations with lower scores
  12. 12. 6 ASSESSMENT # increase use testing and assessment technologies 81% in Aspen Prime use, but almost none are considering a change of vendor (shows high reliance and confidence) # assess more applicants using technology, screening, or initial conversations than you currently are Aspen Prime shows a higher use of overall screening methods using automation
  13. 13. 6 HIRING MANAGER BEHAVIOR @ have hiring managers deliver the offer directly Aspen Prime is 45% more often that Aggregate Tech Prime is on the same level as the population # key communications need to occur from hiring manager, not recruiter # increase the number of hiring manager interview engagements with applicant
  14. 14. 6 HIRING MANAGER BEHAVIOR # switch administrative tasks being carried out by recruiters to hiring managers on interview days # hiring manager has a PRINTED copy of the application or resume, use a set of prepared questions, takes structured notes, and explains and then uses behavioral based interview questions Tech Prime trends slightly less on taking notes and using / explaining behavioral based interview techniques
  15. 15. 6 TEAMS @ compensate recruiters directly for candidate / hiring manager experience feedback / ratings Aspen Prime at 45% vs 16% at Aggregate # use regular / ongoing surveying to track and manage candidate experience Aspen Prime at 81% # add alerts / push notifications and reminder notices throughout the process (use ATS, scheduling, and SMS) Steady increasing trend (of note)
  16. 16. 6 WITHDRAWAL @ Withdrawal ratings for Tech are different Aspen Prime is mixed (41% 1 and 2 star) Tech is more at 60.8% 1/2 star @ Discrimination was also listed almost 3x as much Aspen Prime 1.37 vs Tech Prime 4.57 # In Tech prime, those who withdrew said that “the process took too long” or “my time was disrespected regarding appointments / interviews” much more than Aspen Prime.
  17. 17. 6 ENGAGEMENT # Have a deliberate selection process to determine who you are going to offer, and expose that selection method to candidates # Coordinate logistics directly for any meetings with candidates if you do not already do so
  18. 18. 6 NO SIGNAL # Use of career fairs or event based recruiting to increase candidate experience increases index # Providing more feedback will increasing index/rating # Change the delivery method for dismissal is critical to increasing index # Aspen Prime does not have a different technology stack
  19. 19. 1 ASK & ANSWER andrew@myaspenadvisor.com 212.519.9913 Facebook | LinkedIn

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