For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
How to create more impact with People AnalyticsDavid Green
Slides from my presentation at UNLEASH in London on 20 March 2019.
The session brief is below:
People analytics offers tremendous potential to companies to support business strategy, improve productivity and performance, and personalise and enhance the employee experience.
In this session, I will present the key trends in people analytics, its role in helping to shape the future of work and provide examples of how organisations are using people analytics to create impact that drives business performance and a better workforce experience.
I will also outline the Nine Dimensions for Excellence in People Analytics model he created together with Jonathan Ferrar to help delegates understand how they can improve the impact, value and focus of their people analytics programs – whichever stage of the journey they are on.
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
Continuous Performance Management: How To Make It WorkJosh Bersin
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Striving to make succession planning 2x faster? Aiming to bring the risk of promoting the wrong person to 0? Or targeting to be a future-proof organization by identifying skill gaps and training needs early on?
This presentation gives a very high-level explanation of what a dashboard should be used for, what type of content it should consider and how it should look to be most effective.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Crafting a talent analytics function and building strategic partnershipWilliam Gaker
Talent analytics is quickly becoming a core HR function for many companies, but many are still just getting started building their own analytics teams. While there are many promising technologies and research methods available, many HR leaders are wondering where to get started, where to focus, and how to impact the business with insight from analytics. What does success look like? How do we build credibility while also improving our ability to answer complex, strategic questions? How do we realize our vision of using analytics to make HR a strategic business partner? Two years ago at LinkedIn, we were asking ourselves these same questions and have a learned a great deal along the way. The focus of this webinar is to share our journey in building a talent analytics function, discuss the purpose of the field, and communicate some guiding principles for building a talent analytics function at your company.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
How to create more impact with People AnalyticsDavid Green
Slides from my presentation at UNLEASH in London on 20 March 2019.
The session brief is below:
People analytics offers tremendous potential to companies to support business strategy, improve productivity and performance, and personalise and enhance the employee experience.
In this session, I will present the key trends in people analytics, its role in helping to shape the future of work and provide examples of how organisations are using people analytics to create impact that drives business performance and a better workforce experience.
I will also outline the Nine Dimensions for Excellence in People Analytics model he created together with Jonathan Ferrar to help delegates understand how they can improve the impact, value and focus of their people analytics programs – whichever stage of the journey they are on.
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
Continuous Performance Management: How To Make It WorkJosh Bersin
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Striving to make succession planning 2x faster? Aiming to bring the risk of promoting the wrong person to 0? Or targeting to be a future-proof organization by identifying skill gaps and training needs early on?
This presentation gives a very high-level explanation of what a dashboard should be used for, what type of content it should consider and how it should look to be most effective.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Crafting a talent analytics function and building strategic partnershipWilliam Gaker
Talent analytics is quickly becoming a core HR function for many companies, but many are still just getting started building their own analytics teams. While there are many promising technologies and research methods available, many HR leaders are wondering where to get started, where to focus, and how to impact the business with insight from analytics. What does success look like? How do we build credibility while also improving our ability to answer complex, strategic questions? How do we realize our vision of using analytics to make HR a strategic business partner? Two years ago at LinkedIn, we were asking ourselves these same questions and have a learned a great deal along the way. The focus of this webinar is to share our journey in building a talent analytics function, discuss the purpose of the field, and communicate some guiding principles for building a talent analytics function at your company.
Talent Acquisition and Recruiting Metrics and Analytics. Past, Present and the Future. A detailed look at Quality of Hire as a metric. Plus a new Benchmaking Solution
With the increasing access to big data, organizations are finding new ways to utilize this information within their talent acquisition strategy. During this Spotlight Webinar, we’ll focus on HR analytics and how organizations are leveraging this data to strengthen their recruiting strategies when identifying talent.
During this spotlight webinar, learners will:
Identify how analytics play a role in forecasting the time required to identify and hire candidates
Determine how to leverage analytics to strengthen recruiting strategy
Learn how vendor partnerships can provide HR analytics that support workforce planning.
For decades, industries and companies around the world have known talent can serve as one of the best competitive advantages. It is also clear identifying the right talent for your business is vital because not everyone is going to be a perfect fit.
Hr-hub.ch se propose comme l’intermédiaire de confiance dans vos choix stratégiques et comme le passage nécessaire de toute société de services souhaitant faire reconnaître son travail.
Situé à Gland, à mi-chemin entre Genève et Lausanne, Hr-hub.ch étends ses services sur l’ensemble de la Suisse Romande et à l’international pour les PME et les entreprises multinationales qui y sont actives.
Plus qu’un simple courtier de services RH, Hr-hub.ch a le désir rendre justice aux professionnels qui travaillent sur leur qualité, malgré la tension que cela engendre sur leurs marges.
Hr-hub.ch désire conseiller honnêtement les entreprises sur les produits qui leur sont les plus appropriés et pas ceux pour lesquelles les entreprises effectuent le meilleur marketing, ou engagera le meilleur vendeur.
Des qualités telles que le discernement couplé à l’expérience permet à Hr-hub.ch d’être le couteau suisse des ressources humaines.
Nous nous enrichissons tant de la relation avec nos clients que de la collaboration étroite et transparente avec nos prestataires.
Nous mettons gratuitement au service des entreprises, des candidats et des sociétés de recrutement, un réseau sélectionné de prestataires.
Sur la majorité de nos activités, nous nous rémunérons sur des commissions sur les prestations finales délivrées par les sociétés prestataires.
Nous ne facturons au client final que des analyses détaillées, des rédactions de cahiers des charges et des recommandations de prestataires, voir des soumissions de devis, sur sa demande explicite.
Hr-hub.ch a été fondé par Guillaume Anthoine en mai 2014 à l’issu d’expériences passionnantes.
“Recruiting is much more complex than it used to be. You can’t just post an ad on a site like Monster and wait for candidates to come.
You really need to do your homework and think of recruiting as a marketing campaign – who is my target market, and how can I reach them.” - SHRM
Bersin by Deloitte - Demystifying Big DataNetDimensions
- How to start with the data you already have
- How data integration is essential to analytics
- How to move from transactional metrics to business metrics
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Trend setting results from OI Global 3rd annual Global Survey along with a unique look at the use of AI across a number of very “human” functions such as profiling, recruiting and developing talent.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
In the past decade, the HR function has undergone a significant transformation. It has evolved from being a support function to a strategic business driver. Modern day HR’s can leverage plethora of data that to manage Employee Engagement. This presentation describes in detail about BRIDGEi2i’s offering on Employee Engagement Analytics and how HR’s can leverage the data eco system to get granular insights for improving Employee Engagement with snapshots of key deliverables
Learn with the Flow: Digital Adoption Tactics That Drive Digital Transformati...Aggregage
As we look to tomorrow, it is time to ask ourselves what lessons have we learned and how do we create flexible organizations that can survive what the future holds. Stacey Harris, Chief Research Officer for Sapient Insights Group, will share insights, data, and tools that are helping organizations adapt and even thrive in this difficult environment. She’ll discuss the emerging trends in the Learning technology market, and how these exciting new approaches to creating micro, adaptive, and personalized content is changing the face of workforce development while creating strong connections to business outcomes.
Click through to see key topics from ConnectIn 2013 in Toronto, including predictions of talent acquisition in 2015 and Moneyball sourcing.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
Train to Retain - Creating an impactful employee experience.pptxDavid Leaser
This presentation was delivered in October 2023 at the Adobe Learning Summit.
A study by Glassdoor found that 54% of employees are considering leaving their current jobs, and more than half cite lack of training and career growth opportunities as the reason. In today's culture and competitive job market, retaining top talent has become a critical challenge. According to the Aberdeen Group, companies that invest in employee training see a 21% increase in employee retention. The key to building an engaged and high-performing workforce lies in creating an impactful employee experience. In this session, you will learn the crucial role Learning & Development plays in fostering employee retention, loyalty, productivity and engagement. You will learn how to create a program which excites your employees and leads to a more efficient and productive workforce, ultimately driving business success.
By the end of this presentation, you will understand:
• The benefits of training for retention, loyalty, productivity and engagement
• The different types of training and coaching you should offer during each stage of the employee lifecycle
• What is “quiet hiring” and why this is essential to your strategy
• How to design and deliver a training program that aligns to C-Suite needs
• How to incorporate emerging tools and technologies into your training process
Get a seat at the workforce planning table using analytics | Talent Connect A...LinkedIn Talent Solutions
Cisco Systems wanted to answer big questions such as, where do we open our next office, what are our biggest skills gaps as a company, what should our workforce look like in the future, and what can we do about this? That’s why Cisco built its internal “Talent Trends” division from the ground up -- to bring talent intelligence to the fingertips of recruiters and hiring managers. In this breakout session, we'll walk through how Cisco built their Talent Trends team, some major workforce planning questions and decisions they've tackled, how they created a self-service tool to inform day-to-day hiring decisions, and how anyone can start doing talent analytics for workforce planning tomorrow. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
IBM Smarter Workforce Summit Toronto 2015: What is Your Critical Skills Gap? IBM Smarter Workforce
IBM Smarter Workforce Summit Toronto 2015: Gordon Ritchie, Product Evangelist, Enterprise Talent Frameworks, IBM, presents: What is Your Critical Skills Gap?
Reinventing Performance Management: How to Measure Performance, Boost Employe...Snag
Sleeplessness. Stomach aches. Paralyzing fear. These are just some of the symptoms many employees experience in the days leading up to a performance review. And it’s not just your employees dreading them … even 95% of managers aren’t satisfied with their company’s performance management process.
So why do we keep up the same ole-same ole review process when no one’s happy with it? Check out our ‘Reinventing Performance Management’ presentation with our performance management experts from Reliant and Love’s Travel Stops & Country Stores to:
-- Understand why so many of today’s performance management processes are broken … and how to fix them
-- Discover how to implement a review cycle that’s both regular and meaningful
-- Learn new performance management strategies to better engage team members and drive productivity
-- Find out how to streamline the review process to save time and resources
-- Determine whether your company is guilty of “rater bias” and how to avoid it
The best companies boost revenues by not just building advanced pricing analytics programs but also developing relevant capabilities - people, processes, tools. A successful revenue growth program is a journey, and this presentation highlights the four areas where companies need to focus to become leaders. Brian Elliott (CEO of McKinsey Periscope) gave a version of this presentation at the Professional Pricing Society event in Oct., 2014.
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career MobilityAggregage
Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!
Similar to How Talent Analytics Can Help You Maximize Your HR Strategy (20)
Everything You Need to Know About Glassdoor ReviewsGlassdoor
Effectively responding to reviews on Glassdoor is an important part of any solid employee engagement and recruiting strategy. Uber shared its approach to managing feedback and writing effective responses to reviews and how you can to.
The VIP Treatment: Elevate Your Candidate ExperienceGlassdoor
A memorable candidate experience is the key to finding great talent (and keeping it). But, creating a consistent series of interactions that are branded, human and easy to mirror across multiple offices is no small task.
What makes your candidate experience memorable? Learn impactful stories of how experts J.T. O’Donnell, Founder & CEO at Work It Daily, and Martin Pisciotti, VP of Employee Careers at T-Mobile, have designed every phase of the recruiting process to attract the right people, positively influence corporate reputation, boost employee referrals, and encourage more informed candidates to apply.
Glassdoor UK: Responding to Negative Reviews ReviewsGlassdoor
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
How to Execute a Data-Driven Social Recruiting ProgramGlassdoor
Boost your social recruiting strategy with expert tips.
Jim Conti, Director of Talent at Sprout Social
Lisa Holden, Employer Communications Manager at Glassdoor
Hire and Retain at Scale: Interviewing and OnboardingGlassdoor
Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
2. 2
How Talent Analytics Can Help You
Maximize Your HR Strategy
Karen O’Leonard
Vice President, Analytics &
Benchmarking Research
Bersin by Deloitte
Deloitte Consulting LLP
May 2014
William Blackstorm
Sr. Manager – SSMI,
Director Global
Talent Analytics
Cisco
Kelly Payne
Director, Client Success
Glassdoor
3. 3
Topics for Today’s Discussion
Research: Building an Effective Analytics Capability
Case in Point: Cisco
Talent Analytics Tools on Glassdoor
Q&A
5. 5
Operational Reporting
Reactive, Operational Reporting of Efficiency & Compliance Measures •
Focus on Data Accuracy, Consistency, Timeliness
Advanced Reporting
Proactive, Operational Reporting for Benchmarking & Decision-Making •
Multidimensional Analysis & Dashboards
Advanced Analytics
Statistical Modeling and Root Cause Analysis to Solve Business Problems •
Proactive in Identifying Issues & Actionable Solutions
Predictive Analytics
Development of Predictive Models • Scenario Planning •
Risk Analysis & Mitigation • Integration with Strategic Planning
Level 1
Level 2
Level 3
Level 4
Talent Analytics Maturity ModelBersinbyDeloitte
Source: Bersin by Deloitte, 2014
6. 6
Operational Reporting
Reactive, Operational Reporting of Efficiency & Compliance Measures •
Focus on Data Accuracy, Consistency, Timeliness
Advanced Reporting
Proactive, Operational Reporting for Benchmarking & Decision-Making •
Multidimensional Analysis & Dashboards
Advanced Analytics
Statistical Modeling and Root Cause Analysis to Solve Business Problems •
Proactive in Identifying Issues & Actionable Solutions
Predictive Analytics
Development of Predictive Models • Scenario Planning •
Risk Analysis & Mitigation • Integration with Strategic Planning
Level 1
Level 2
Level 3
Level 4
BersinbyDeloitte
4%
10%
30%
56%
Talent Analytics Maturity Model
Source: Bersin by Deloitte, 2014
7. 7
Advancing Takes Effort
Level 2
Advanced Reporting
Level 3
Advanced Analytics
Level 4
Predictive Analytics
Level 1
Operational Reporting
Level of Effort
a
Level of Value
Choke Point
for Most
Organizations
Source: Bersin by Deloitte, 2014
22. 22
It Takes A Multi-Disciplinary Team
World Class
Analytics Team Database
Knows
the
business
Consulting
skills
Statistical
modeling
Knows HR
Data
Visualization
Can Tell the
Story I/O
Psychology
IT/Systems
and
database
experience
Source: Bersin by Deloitte, 2014
23. 23
It Takes a Cross-Functional Team
Workforce
Planning
Learning &
Development
Talent
Acquisition
Talent
Management
Leadership
Development
Performance
Management
Employee
Engagement
Compensation
Analytics
Succession
Planning
Source: Bersin by Deloitte, 2014
26. 26
33%63%
IT is ―extremely
supportive‖ of our talent
measurement and
analytics efforts
Mature Analytics Teams Have Strong IT
Support
Source: Bersin by Deloitte, 2014
30. 30
The Value of Talent Analytics
HR organizations using predictive analytics are…
2X
more likely to
improve their
recruiting
efforts
2X
more likely to
improve their
leadership
pipelines
generating
30%
higher stock
returns than
the S&P 500
over the last
3 years
3X
more likely to
realize cost
savings and
efficiency
gains
Source: Bersin by Deloitte High-Impact Talent Analytics Study 2013Source: Bersin by Deloitte, 2014
50. 5050
This publication contains general information only and Deloitte
is not, by means of this publication, rendering accounting,
business, financial, investment, legal, tax, or other professional
advice or services. This publication is not a substitute for such
professional advice or services, nor should it be used as a basis
for any decision or action that may affect your business. Before
making any decision or taking any action that may affect your
business, you should consult a qualified professional advisor.
Deloitte shall not be responsible for any loss sustained by any
person who relies on this publication.
Editor's Notes
Listen to your targeted audience on the social sphere to determine what messages are resonating with them and what they are talking about
Monitor the review activity on channels such as Glassdoor to know the sentiment of your brand
Overview:Employer branding and recruiting piece of talent analyticsWhat its’ important to measure from a recruiting perspectiveMeausre brand rep with employees, candidatesWhat people are saying about youOver time stack up to your competitorsHow GD helps
Each stat will animate in one at a time:1)51% new employees have buyer’s remorse, 88% looking to leave within 6 months because hiring process failed to paint accurate picture of job.As a result, today’s candidates are looking for more than just the employer’s perspective (career site, job description, recruiter conversations).They’re seeking out information from new channels that didn’t exist even 5 years ago and actually putting more trust in.According to Nielson Research, 70% trust online reviews and ratings as a source of brand information 2)Today’s candidates are no different. 95% say reviews from those on the inside are influential when deciding where to work.And a company’s reputation has more of an impact than you might expect.3)69% of today’s candidates wouldn’t take a job with a company that had a bad reputation… even if they were UNEMPLOYED!84% would consider leaving their current job if offered another role at a company that had an excellent reputation, and most in the $75-$100K salary range would only require a 1-10% salary increase to consider the job.What’s this mean? A company’s employer brand reputation directly impacts their ability to attract and retain top talentSo it’s critical that employers are promoting their brand where today’s job seekers are looking for it
By understanding the talent flows and who you are competing with for talent is critical to staying ahead of your talent competition and has a critical impact to your organization
Don’t waste time - Know the DNA of your talent pool and where you can and cannot compete on total compensation, opportunity (title, role, level) and career development
Just to tell you a little about the influence GD has on candidates, 48% of job seekers are using it. Glassdoor has become the most trusted & transparent place for candidates to search for jobs and research companies.