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Talentnet live - johnson and beygelman dallas september 13 2013

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Mike Beygelman and Lisa Johnson presented at TalentNet Live conference at Pizza Hut HQ in Dallas, TX 9/13/13 Datafication of Recruitment:
Measuring and quantifying relevant information

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Talentnet live - johnson and beygelman dallas september 13 2013

  1. 1. Datafication of Recruitment: Measuring and quantifying relevant information
  2. 2. Introductions Datafication of Recruitment: Dallas September 2013 2 North America RPO President (Pontoon) • More than 100 client engagements in North America, EMEA, and APAC • Team is responsible for >73,000 hires per annum • One every 7 minutes of a business day • Prior: Executive Director, HR Outsourcing Association Director of Recruiting, North America (Gate Gourmet) • Responsible for the talent acquisition of more than 10,000 employees across North America • 16 years of Recruiting & HR leadership experience
  3. 3. Datafication of recruitment: some context for “big data” • Not looking for a needle in a haystack, but rather looking for a unique piece of hay in a moving field of millions of haystacks • Attributes differ from traditional data in three main ways: – Volume, Velocity, Variety • Stands apart from traditional analysis – Not organized in tables and rows – Uses data flow versus stock – Best used by process owners instead of data analysts or IT (e.g. owned by the business process/function/operations) Datafication of Recruitment: Dallas September 2013 3
  4. 4. • Volume – Data will be measured in Exabytes very soon (1,000 petabytes) – Wal-Mart handles a million customer transactions per hour and has c 2.5 petabytes of disparate data, Google has 24 petabytes (24,000 terabytes) • Velocity – Data is flowing in real-time, not static • Blogs, Twitter, Facebook, LinkedIn, etc. – Real-time data extremely valuable, but degrades in value very quickly – Data may be fleeting if not captured • Variety – Myriad possible sources of data – Data is unstructured, in multiple systems, in different back-end formats, etc. Datafication of Recruitment: Dallas September 2013 4 The three V’s
  5. 5. Datafication of Recruitment: Dallas September 2013 5 Growth of Big Data Monetary value of big data by industry
  6. 6. Datafication of Recruitment: Dallas September 2013 6 The promise of Big Data in everyday life
  7. 7. Datafication of Recruitment: Dallas September 2013 7 The promise of Big Data in recruitment?
  8. 8. The three V’s applied to recruitment • Variety – Internal Systems – ATS, HRIS, Performance Review Systems, POS data, Sales performance and comp systems – External Systems - Compensation, Demographics, Recruiting informatics, Traffic and transportation, Social Media , Employment Social • Volume – Up to 2,520 data points per candidate • Contact and profile information • History and status information • Each candidate dataset has a different set of data points • Velocity – Hundreds of applicants per day, different requisitions, statuses, hiring managers, locations etc. Datafication of Recruitment: Dallas September 2013 8
  9. 9. • With the data that sits in your current systems, right now, you could probably answer the following questions: – What is the relationship between the compensation of a position and the distance candidates are willing to commute? – What is the interaction between posted job title and number of applicants? – What is the maximum ideal number of interviews for a candidate? (btw, it’s 4) – Does using the phrase “proactive and detail oriented” drive a higher quality candidate slate? – What is the relationship between spelling errors on a resume and a candidates ultimate success on the job? • Do you think having access to this kind of information can make you more actionable around your approach? Datafication of Recruitment: Dallas September 2013 9 Example: Big Data opportunity in context of recruitment
  10. 10. 10 Case Study: How Gate Gourmet Datafied Recruitment in SFO Datafication of Recruitment: Dallas September 2013
  11. 11. • Gate Gourmet is the core business behind gategroup • World’s largest independent provider of catering and provisioning for the Airline & Railroad Industries • Gate Gourmet serves over 250 million meals per year out of our 120 airport locations around the globe • Global HQ in Zurich, Switzerland and North American HQ in Reston, VA 11Datafication of Recruitment: Dallas September 2013 About Gate Gourmet
  12. 12. 12Datafication of Recruitment: Dallas September 2013 A shameless infomercial about Gate Gourmet 
  13. 13. Situation before leveraging Big Data insights and analysis • 626 employees working 24/7/365 shifts • Hourly workforce understaffed by 20% driving 15.7% OT • Wages and transportation costs barriers to staffing optimization Goal: focus sourcing to overcome these challenges • Data in three sources: – CRM (Avature) for candidate outreach, source, and location data – ATS (Taleo Business Edition) for applicant location data – HRIS (Oracle) for retention/turnover data • Big data sets: – CRM 156,022 candidates – 31,204,500 data points – ATS 108,252 candidates – 29,769,300 data points – HRIS 35,226 records – 3,522,600 data points • Implemented proprietary data visualization technology Datafication of Recruitment: Dallas September 2013 13 Case study: San Francisco International Airport (SFO)
  14. 14. • Red dots represent all candidates who were sourced and we connected with • Green dot in middle represents the job location (SFO) • Notice candidates pulled from all directions – North, South, East, West – Predominantly South and Southeast 14Datafication of Recruitment: Dallas September 2013 Logically we were sourcing candidates from a wide area
  15. 15. • Yellow dots represent all applicants who applied to the job • Notice the applicants are heavily clustered to the NORTH of SFO, much fewer willing to come from the SOUTH and across the San Mateo Bridge 15Datafication of Recruitment: Dallas September 2013 Big Data analysis of applicants revealed new insights
  16. 16. And when it came to actual hires, the visual is self-evident • Blue dots represent applicants who were hired for the job • Notice the applicants are heavily clustered • Most hires resulted from NORTH of the job location with heaviest concentration on the peninsula 16Datafication of Recruitment: Dallas September 2013
  17. 17. After launching this location with our RPO partner in 2012: • We became much more productive: effective and efficient • We stopped wasting time and money sourcing people from areas that did not bring good results – and the business results were profound! – Increased candidate attraction by 408% – Net Headcount growth increased 21% – Interview to offer ratio improved from 1.6 to 1, now is at 1.1 to 1 – Reduced overtime and temporary labor expense by over $2 Million – Achieved “fully staffed” status for first time ever Datafication of Recruitment: Dallas September 2013 17 Results
  18. 18. 18 Practical Advice Datafication of Recruitment: Dallas September 2013
  19. 19. • What business problem can you tackle and solve that might produce real bottom line impact? • What are some of the assumptions in your current recruitment and talent management process that you might validate or disprove? • Who owns your data (or access to it)? • Can you make a business case for investment? • What system are you going to normalize the data into? Datafication of Recruitment: Dallas September 2013 19 Points to consider
  20. 20. Datafication of Recruitment: Dallas September 2013 20 Let’s action our learning
  21. 21. Michael Beygelman North America RPO President, Pontoon michael.beygelman@pontoonsolutions.com Lisa Johnson Director of Recruiting, North America, Gate Gourmet Ljohnson@gategroup.com Datafication of Recruitment: Dallas September 2013 21 Questions, follow up contact

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