1.
What Metrics REALLY Matter?
Greg Hauser
Director, Talent Acquisition
Ingram Micro
@greghauser

2.
Today’s workshop
 Evolution of Recruiting Metrics
 Basics of Metrics
 Group Discussion
 Determine what data to analyze - What matters most to
my Executives, HR Team, Recruiters?
 Develop a standard template / Scorecard
#intalent

3.
Where it all began……
Since the famous statement "What is not measurable make measurable" of
Galileo Galilei (1564 -- 1642) it has been a major goal in science to quantify
observations as a way to understand and control the underlying causes.
#intalent

4.
Basics of Metrics
Types: Historical, Real time, Predictive
Keys to success:
1. Reliable
 Data must be “true” or accurate and validated over time
2. Actionable
 Reports must be detailed enough to take action
 Group data so it is relevant and meaningful
3. Scalable
 The process of collecting and analyzing data must scale
 Your outputs must be useful for people at all levels
4. Understandable
 People must be able to visualize and understand what you find
 Line managers, executives, and employees must use the data
#intalent

5.
Identify Focus Areas
 Quantity
 Efficiency
 Quality
 Diversity
 Source
#intalent

6.
Identify Measurement
 Quantity = Number of Hires
 Efficiency = Time to Fill, Acceptance Ratio
 Quality = Turnover Rate, Survey Feedback
 Diversity = % of Diverse Hires
 Source = Most Effective Source of Hires
#intalent

7.
Create A Standard Template
Focus Area
Quantity
Efficiency
Quality
Internal Mobility
Measurement
Exempt
No. of Hires
Non-Exempt
Total
Time to Fill (Days)
Exempt
Non-Exempt
Acceptance Ratio (Accepts/Offers)
New Hire Turnover
- Less than 6 months
- Less than 1 year
Satisfaction Survey (1 = strongly New Hire
disagree;
5 = strongly agree) Hiring Manager
Q1 2013
Q2 2013
Total / Average
% Hires - Internal
% Hires - Minority
Exempt
Non-Exempt
Total
Diversity
% Hires - Female
Exempt
Non-Exempt
Total
Source
Job Board
Recruiter Sourced
Employee Referral
Company Website
Internal Candidate
Additional Sources
#intalent

8.
Build onto Standard Template
Focus Area
Measurement
Recruiter 1
Recruiter 2
Q1
14
12
29
7
0
2
4
Total
12
14
14
33
1
3
7
11
Non-Manager
11
11
7
22
Exempt
Efficiency
5
Manager
Time to Fill (Days)
Q2
Non-Exempt
No. of Hires
Q1
Exempt
Quantity
Q2
74
85.07
79
58.66
Non-Exempt
63
0
7
24.75
Manager
76
52.33
62.14
62.64
Non-Manager
66.64
94.00
72.57
50.50
92.3%
100.0%
100.0%
97.1%
- Less than 6 months
0.00%
3.03%
3.03%
0.00%
- Less than 1 year
0.00%
0.00%
0.00%
1.41%
New Hire
N/A
N/A
N/A
N/A
Hiring Manager
N/A
N/A
N/A
N/A
42%
36%
36%
33%
Acceptance Ratio (Accepts/Offers)
New Hire Turnover
Quality
Satisfaction Survey Results
Internal Mobility
Source
% Hires - Internal
Job Board
Linked-In Job Posting
12%
Simply Hired
Indeed
8%
Other Job Board
8%
7%
21%
21%
8%
14%
14%
7%
14%
3%
42%
36%
36%
33%
Company Website
Internal Candidate
9%
29%
Recruiter Sourced
Employee Referral
6%
#intalent

9.
Evaluate ROI
User
Recruiter 1
Recruiter 2
Recruiter 3
Recruiter 4
Recruiter 5
Total / Avg for period:
Days Visited Job Posts Searches Performed Profiles Viewed InMails Sent InMails Accepted
InMails Declined
22
2
25
110
28
7
9
0
10
17
0
0
10
7
20
11
0
0
17
1
62
284
26
14
55
0
58
329
162
45
113
10
175
751
216
66
0
0
0
0
4
4
InMails Response Rate (%) Jobs Open
25
0
0
53
27
24
1
0
4
0
0
5
InMails Response Rate (%)
60
50
40
30
InMails Response Rate (%)
20
10
0
Recruiter Recruiter Recruiter Recruiter Recruiter
1
2
3
4
5
InMails Sent
180
160
140
120
100
InMails Sent
80
60
40
20
0
Recruiter 1 Recruiter 2 Recruiter 3 Recruiter 4 Recruiter 5
#intalent

10.
Fish in a Barrel - Predictive Analytics!
Rock
Stars!
High
Potentials
Promotable
Target Recruiting Source
#intalent

11.
Group Discussion Topics
 What metrics do you currently have?
 What are your focus areas?
 What are you measuring?
 What will you take away from this
discussion?

12.
Q&A