If talent acquisition is constantly evolving (and it is), shouldn’t the metrics we track and the KPIs we monitor evolve as well? We set out to better understand the current state of measurement – and the use of talent analytics.

1. Defining Success in
Modern Talent Acquisition
Cielo Talent Rising Summit 2016

2. 2
Lighthouse Research & Advisory is a modern analyst firm
dedicated to setting the standard for excellence in talent
acquisition and beyond. By providing compelling
research and actionable insights for recruiters, hiring
managers, and business leaders, our mission is to
navigate the rapidly-changing tides of human capital
management in order to support today's talent advisors.
From establishing frameworks for end-to-end recruitment
marketing and high-powered CRM practices to
illuminating the strategic impact of candidate experience
and employer brand management, our goal is to chart a
new course for talent acquisition.
Cielo/about us
Kyle Lagunas
Founder & Principal Analyst
THE MODERN WORLD OF WORK NEEDS
A NEW KIND OF ANALYST
Approachable, credible, agile. More than research—
actionable insights.
Welcome to Lighthouse

3. Cielo/about us
3
Our Values
Approachable
We’re professionally
curious, purveyors of the
land. We value work that
is relevant for our target
audience in talent
acquisition, but also
meaningful to
technology leaders and
enterprise HR
executives as well.
Credible
We’ve come down from
the Ivory Tower to focus
on vetting research —
from benchmark data to
industry perspective —
with in-the-trenches
recruiting leaders and
global talent executives
alike.
Agile
We value free thinking,
timely execution, and
quality work. Our
analysts focus on quality
research that doesn’t
take six months to
deliver. At Lighthouse,
we want to provide value
for our clients every day,
not once a year.

4. Cielo /agenda
Today’s Agenda
4
Recruiting is Changing
The State of Measurement
The Value of Talent Analytics

5. Cielo /agenda
5
Modern Measures of Success
Moving the Needle
Open Discussion
Closing Remarks

6. Cielo /change
Recruiting is Changing.
evolving function, expanding scope
6
Experience
candidates as customers,
collaborative hiring
Marketing
employer brand, CRM, search
engine advertising
Data
myriad data sources, countless
data points
Social
transparency & the rise of
glassdoor
Mobile
always on, always on-the-go,
always looking ahead
Global
one global economy, one global
talent pool

7. Cielo /change
Recruiting is Changing.
beyond reactionary recruiting.
7
Efficient
Traditionally, recruiting
has been a cost center
– and measures of
success have been
focused on efficiency.
Effective
Those organizations that
have embraced more
modern recruiting
practices are grappling
with old metrics.
Competitive
Today’s most effective
hiring organizations are
leveraging talent
analytics to optimize
recruiting efforts.

8. 8
Recruiting is Changing.
modern world, modern capabilities
Talent
Attraction
recruitment
marketing,
employer
branding, job
advertising, etc.
Talent
Discovery
sourcing, direct
search,
executive
recruiting, paid
search, etc.
Talent
Onboarding
pre-boarding
and orientation,
assimilation
and
socialization,
etc.
Talent
Engagement
candidate
experience, talent
assessments and
interviews, etc.
Talent Strategy
diversity hiring,
quality of hire,
contingent
workforce, etc.
Cielo/ change

9. 9
Cielo/ change
74%
71%
66%
63%
48%
Talent Engagement Talent Attraction Talent Onboarding Talent Strategy Talent Discovery
Recruiting is Changing.
new capabilities, new priorities

10. Cielo /change
10
Recruiting is Changing.
navigating next practices
Attract.
Recruitment is
marketing in a
modern world. The
most successful
employers are
leveraging multi-
channel strategies
to attract the best
candidates.
Engage.
Keeping candidates
engaged through a
length interview and
assessment is one
thing. Engaging with
them beyond the
formal hiring
process is another.
Onboard.
New hire onboarding
is one of the most
critical junctures in
HCM – and talent
acquisition is
increasingly expected
to fill the gap.
Measure.
Traditional metrics
like time to fill and
cost per hire give
little insight into
performance of
modern talent
acquisition efforts.

11. Cielo /current state
11
Success in Talent
Acquisition
If talent acquisition is constantly evolving (and it is),
shouldn’t the metrics we track and the KPIs we
monitor evolve as well? We set out to better
understand the current state of measurement – and
the use of talent analytics.
Modern Measures of
N: 498
The State of Measurement
not so good.

12. State of Measurement.
12
Cielo/ current state
40%
34%
39%
Small Mid-Sized Large
7%
18%
25%
23%
28%
Chief Executive Vice President
Director Manager
Recruiter
demographics & context

13. State of Measurement.
13
Cielo/ current state
demographics & context
37%
29%
24%
13%
10%
Tactically Focused
Strategically Minded
Near Sighted
Non Existent
Arduous, but Ineffective

14. 14
Cielo/ current state
State of Measurement.
demographics & context
Fully
Integrated
Manual
Silo’d
Tracked
Within
Each
System
Partially
Integrated
51%
37%
20%
16%
12%
Manual
Individual System
Partially Integrated
Fully Integrated
Silo'd Data

15. 15
Cielo/ current state
State of Measurement.
lack of consistency, heavy reliance on anecdotal information
18% 18%
22%
23%
18%
40%
36% 36%
32%
36%
18%
20%
19%
15%
18%
8%
7%
6%
12%
7%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy
Anecdotal, ad hoc Some metrics, infrequently/inconsistently
Lots of metrics, frequently/consistently Tracked in real time, reported on frequently
Not Tracking

16. 16
Cielo/ current state
19% 20%
22%
25%
21%
34%
30%
32%
25%
30%
21%
22%
20%
22%
21%
12%
9% 8% 9%
11%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy
Some insights, analysis/ application nonexistent Some insights, analysis/ application challenging
Insights generated focus on efficiency Strategic insights generated
No insights generated
State of Measurement.
lack of measurement, lack of insight

17. Cielo /time check
17
TIME CHECK

18. Cielo /competitive advantage
18
The Value of Talent Analytics.
breaking the endless source-hire-repeat cycle
Measurement
and Analysis
of Recruiting
Data
Application of
Data-Based
Insights to
Optimize
Recruiting
Performance
Data-
Driven
Recruiting

19. Cielo /competitive advantage
19
The Value of Talent Analytics.
breaking the endless source-hire-repeat cycle
Predict Problems
Your recruiters may be head-
down, working on the next
req, but that doesn’t mean
you have to be. Keep your
eyes ahead, looking out for
choppy waters.
Monitor KPIs
It’s hard to see the forest for
the trees in an always-on,
burn-and-churn recruiting
environment. All the more
reason to keep tabs on the
measures that matter.
Provide Insight
Who’s more qualified to
redefine measures of success
in your hiring organization
than you? Put your reports to
work for the business – and
for your recruiters.

20. cielo /competitive advantage
20
How Are You Reporting?
reporting for the sake of reporting, in a vacuum
91%
73%
64%
39%
29%
23%
To C-level Executives
Within the talent acquisition function
To HR Leadership
To Business Unit Leaders
To Operations Leadership
To Hiring Managers

21. 21
Cielo/ competitive advantage
How Are You Tracking?
measurement practices of leading versus laggard companies
21
Candidate Experience
70% Not Tracking
or Anecdotal
Recruiter Response
Time
Recruitment
Marketing
61% Not Tracking or
Anecdotal
Candidate Experience
40% Frequently or
In Real Time
Recruiter Response
Time
41% Frequently or
in Real Time
Recruitment
Marketing
51% Frequently or
in Real Time
79% Not Tracking
or Anecdotal
Leading Laggard

22. Cielo /moving the needle
22
Needle
If talent acquisition is a business critical
capability (and it is), then how can improved
talent analytics actually drive better
performance? There’s no silver bullet, but
there are a few key practices to get you
started.
Moving The
Modern Measures

23. Cielo /moving the needle
23
A common misconception in
talent analytics is the assumption
that you have to be measuring
everything. A more realistic
approach is to focus on the
metrics that matter most.
Measure What
Matters Most
Evolving measurement
practices beyond the
occasional cost per hire
analysis or candidate pipeline
report is no small task, and can
be daunting to start.
Measure What
You Can
Good analysis relies on
sound data – and that
means tracking activities
and outcomes frequently
and consistently
Measure Frequently,
Consistently
Measurement for the sake of
measurement isn’t enough –
insights generated must also be
shared with the business so that
performance can be put into
context.
Analyze, Report,
Optimize
Moving the Needle
a framework for getting started in talent analytics

24. Cielo /moving the needle
24
73% Quality of Hire
Quality of Candidate72%
Candidate
Experience
69%
New Hire Turnover59%
72% Culture Fit
Recruiter
Performance
70%
Hiring Manager
Satisfaction
65%
Offer Acceptance
Rates
58%
Modern Measures of Success
metrics that matter most among best-in-class talent acquisition teams

25. Analytics in Focus: Candidate Experience
from feel-good HR to critical success factor
25
4%
8%
16%
38%
34%
Not Important Nice to Have, but Not
Critical
Important Very Important Critically Important
Cielo/ moving the needle

26. Analytics in Focus: Candidate Experience
a continued lack of measurement
26
18%
31%
35%
9%
8%
Not tracking Mostly have anecdotal
information, gathered ad hoc
Some metrics tracked, but
infrequently/inconsistently
Lots of metrics tracked, more
frequently/consistently
Performance metrics tracked
in real time, reported on
frequently
Cielo/ taking action

27. Analytics in Focus: Candidate Experience
opportunities for improvement within reach
27
57%
39%
33%
51%
24%
41% 42%
Application Drop Off Recruiter Response
Time
Candidate
Satisfaction
Candidate Readiness Offer Acceptance
Rate
Pre-Candidate
Experience
Mobile Readiness
Anecdotal, ad hoc Some metrics, infrequently/inconsistently
Lots of metrics, frequently/consistently Tracked in real time, reported on frequently
Not Tracking
Cielo/ taking action

28. Cielo /discussion
28
Questions?
Join the Discussion!
@KyleLagunas

29. The sorry state of talent analytics
presents an excellent opportunity to
improve – and stand out.
PPT Name /section
29
Key Takeaways
Putting Research Into Practice in Your Organization
1 2
3
Don’t go it alone – meaningful
measurement practices are rooted
in technology.
In today’s highly-competitive hiring
climate, KPIs are more than metrics
– they’re business drivers.
4 Start with measures that matter to
your organization – whatever they
are.

30. 30
PPT Name /section
www.lhra.io
kyle.lagunas@lhra.io
@kylelagunas