1.
Talent Acquisition Analytics
Rob McIntosh
Chief Analyst
ERE Media, Inc.

2.
“Without data, you are
blind and deaf and in
the middle of a freeway.”
– Geoffrey Moore

3.
Most Talent Acquisition Functions
are still blind and deaf

4.
2015 State of Talent Acquisition Survey
(2,400+ TA leaders/Recruiters)
Question:
What Metrics Doesn’t get Tracked or
Measured in Your Organization?

5.
Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Diversity Hires = 31%

6.
Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Cost Per Hire = 32%
Diversity Hires = 31%

7.
Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Cost Per Hire = 32%
Diversity Hires = 31%
Candidate Satisfaction= 44%

8.
Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Cost Per Hire = 32%
Diversity Hires = 31%
Candidate Satisfaction= 44%
Quality of Hire = 46%

9.
But there is a Silver Lining…..

10.
52% plan on using an analytics
solution and 39% plan on
benchmarking their Metrics in the
next 18 months

11.
Predictive Analytics
But we still have Roadblocks

12.
We still lack
Standardization

13.
Metrics Standardization

14.
Speed Quality Productivity Cost
Time to Accept (TTA) First Year Quality
(FYQ)
Productivity Per
Recruiter (PPR)
Recruiting Resources
Cost to Acquire (CTA)
Time to Start (TTS) Offer Acceptance
Rate (OA)
Hires Per Recruiter
(HPR)
Recruiting vs Business
Consideration (RvB)
Submittals to
Business Acceptance
Percentage (SBA)
Source of Hire (SoH)
Source of Application
(SoA)
Italics = 2016+
Metrics
Submittals to Hire
Ratio (SHR)
Candidate Interviewed
Declined Reasons
(CIDR)
Time in Workflow
Stage (TWS)
Hiring manager &
Candidate satisfaction
Req Cancellation Rate
(RCR)

15.
We need to be
better story
tellers of the data

16.
“In Tell to Win, Peter Guber masterfully
demonstrates that telling purposeful stories is the
best way to persuade, motivate, and convince who
you want to do what you need”.
PRESIDENT BILL CLINTON

17.
1. Problem we/you are trying to solve
2. Benefit we will get from solving this problem
3. How you are progressing against the plan to solve
it (on track/off track)
4. The issues causing you to be off track
5. What are you doing about resolving the issues that
get you back on track, and by when
5 Simple Story Telling Rules

18.
Most Recruiting
Metrics are still
about looking in
the rear view
mirror

19.
Predictive analytics
is the practice of
extracting
information from
existing data sets in
order to determine
patterns and predict
future outcomes and
trends

20.
100:1
30:1
10:1
8:1
3:1
1:1
Full Funnel Throughput (FFT)
Applications
Recruiter Screens
Hire
HM Accepts
Final Interviews
Submittals

21.
100:1
30:1
10:1
8:1
3:1
1:1
Full Funnel Throughput (FFT)
Tele-Sales
Java Developers
Job Families
Store Mgr’s
55:1
30:1
100:1

22.
100:1
30:1
10:1
8:1
3:1
1:1
Alert
20 more Quality
Candidates needed
this week to fill the 5
Tele-Sales positions by
end of the month
Full Funnel Throughput (FFT)

23.
Speed
Quality
Cost
Req Load
Predictive Metric
Causality
Example
Better Quality
impacts longer
hiring times and
increases cost

24.
• trending reports
• detailed projections
• draws from
historical data
• automated
generation
• visual

25.
ERE Benchmarking Metrics Solution
Context
 Real Data from ATS’s
 Confidential & Secure Data
 Online Tool
 Actionable Insights

26.
Filters are the key
to actionable
insights

27.
Josh JonesGene BrownJohn Ricciardi
ERE’s Benchmarking Good Guys

28.
A Staffing.org CEO Survey rated new hire quality as
the #1 most important performance metric
out of 20 possible metrics. It was rated 9.6/10

29.
Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Quality of Hire = 46%
2015 State of Talent Acquisition Survey

30.
Employee’s get headhunted away….
Poor onboarding experience….
Poor employee performance….
Employee’s get reassigned….
Bad career manager….
Not a cultural fit…
Boring work….
Etc..

31.
Hiring Manager & Peer Surveys
New Hire Performance New Hire Promotions
New Hire Attrition
Submittal Acceptance %
from the Business
Employee Pulse Surveys
(New Hires)
Measurements

32.
Quality of
Hire
Metric

33.
Quality of Hire (QoH) = (APR + AE + HMS + ER) / N
APR = Avg. Performance Rating for new employees in first 12 months
AE = Employee Performance as a % of Achieves Expectations of
performance in first year.
HMS = Annual Hiring Manager Survey Q:“Overall quality of New Hires”
ER = % of Employee Retention first 12 months of employment.
N = Number of indicators used.
APR= 68% + AE= 94% + HMS= 80% + ER= 90% / N = 4
QoH = 83%

34.
QoH

35.
Data Compression & Perception
Highest = 83%
Lowest = 62%
Performance Management
New
Hires
QoH

36.
Business
Accountability
Recruiter
Accountability
Biggest lesson learned?

37.
Number of candidates submitted to the business that
they accept as a %
(Recruiter Accountability)
+
% of candidates employed (Retention) in their first
12 months of employment
(Business Accountability)
divided by these two data points.
1
2

38.
1,000 Submittals
800 Acceptances
80%
First Year Retention
90%
+
Two Data Points (80% & 90%)
= 85% First Year Quality (FYQ)

39.
Q1
Q4
Top Performing Quartile
Bottom Performing Quartile
Your Company

40.
Q1
Q4
Top Performing Quartile
Bottom Performing Quartile
Your Company
Benchmarking Filters

41.
Q1
Q4
Top Performing Quartile
Bottom Performing Quartile
Your Company

42.
What have we learned so far about
TA Metrics and Advanced
Analytics?
‘Hundreds of conversations ranging from
Fortune 100 to 2,000 people organizations
across multiple industries’.

43.
10%
40%
50%
Get it !
Not sure how, but
want to learn
Not Interested
or Clueless

44.
- Still multiple versions of the Truth
- Companies all over the map with how they use
ATS’s (or Don’t)
- Some ATS’s are
just plain useless in
their functionality

45.
Still
challenges
with how
recruiters
use their
ATS.

46.
TA leaders love metrics
that help educate the
business on what is not
broken.
Example:

47.
Thanks and Questions?