Sydney Busch, Netflix
Metrics and success are tightly intertwined in most recruiting teams, but metrics only describe a small piece of the larger puzzle. We’re building complex strategies, learning industry trends, using multiple channels, avenues and tactics to find and attract talent - that can’t be simply defined in a number. So how can we transform how metrics are used - from solely defining our success, into how we can use them to build, refine and enhance our recruiting strategies.
At Netflix, we had the opposite problem where data was originally viewed as something that took away from our work and lead our hiring managers to focus too much on quantity (vs. quality). Partnering and hiring for the “Data Engineering and Analytics” organization created a paradox that I’m solving by using data to enhance my story, not tell it for me. I’ll take you through a few ways we’ve done this - how it led us to have not only successful hires, but successful long term recruiting strategies.
Find the right tools to help you collect data. How to use Linkedin, internal ATS tools and ad hoc tracking to glean the right insights.
Choose the parameters that will help tell your story. Data can be a rabbit hole; we’ll look at a few parameters that help re-aim a sourcing strategy, instead of just showing success. Let time (and trends) help you tell a more robust story. One day, one week or even a few weeks aren’t going to give you a robust sense of the problem you’re trying to solve.
Find the balance of regularly checking metrics over a longer period time to help illuminate longer arching trends.
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