Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn
- Are you working harder OR smarter? The technology and subsequent data at our fingertips creates boundless opportunities and valuable insights if harnessed properly
- However, with endless requests from clients, candidates, and internal employees, it’s difficult to slow down to evaluate, set strategy and execute. In this session
-We will share tips on leveraging the data from your ATS and CRM to drive (and potentially automate) activity to increase both efficiency and results.
Matt Alder, Recruitment Marketing Expert and Author 'Exceptional Talent'
- Cutting through the noise to reach outstanding candidates
- Using technology to persuade at scale
- What does good look like and which organisations are getting it right
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
Matt Alder, Recruitment Marketing Expert and Author 'Exceptional Talent'
- Cutting through the noise to reach outstanding candidates
- Using technology to persuade at scale
- What does good look like and which organisations are getting it right
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
Lorenzo Canlas, Head, Talent Analytics, LinkedIn
People analytics helps businesses make evidence-based talent decisions for all phases of the employee lifecycle. The field is new and everyone is getting into it: approximately 5,000 companies have people analytics departments, with more than 50% having been created in the past five years. In this session, Lorenzo will share LinkedIn’s journey with building their own people analytics function, including the evolution of their infrastructure and technology, organization design, and their leapfrog strategy of focusing on delivering business value while building out a data infrastructure. Attendees will learn the values of people analytics to business problems, how to build out a people analytics team and a maturity model for the team.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Building for the future: Why predictive analytics matter nowWilliam Gaker
The field of people analytics is growing rapidly, but the majority of teams have been started within the last 5 years. As the field continues to grow, there is a need for a unified vision across the field for what the end product looks like. It is crucial to build a vision for your team centered around predictive analytics as you lay the foundation in the early days of your team. A unified team vision will give you a greater impact by creating role clarity, prioritizing your efforts, and building you brand within your organization.
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to use data and insights to become more socially engaged [webcast] LinkedIn Europe
This webcast was run on the 3rd October 2018.
The presentation covers:
- Importance of data and insights in the recruitment industry
- Using insights to create an effective engagement strategy
The Role of HR in Reinventing Organisations: Embracing People AnalyticsGlass Bead Consulting
Presentation given at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016
What features will successful organisations have in the future?
What impact will this have on HR and People Management?
What are the main opportunities of the Quantified Workplace?
Why has HR struggled with transforming itself?
What are the main challenges with our current HR Operating
models?
What are challenges of People Analytics and how do we
overcome them?
How can People Analytics help transform HR?
Metrics Matter: A B2B Guide to Finding Real Marketing ROILinkedIn
BusinessOnline CEO, Thad Kahlow, Lithium Technologies VP of Marketing, Dayle Hall, and LinkedIn Global Marketing Director, Kelly Kyer discuss the challenges B2B marketers face when it comes to data in today's ever-more-competitive world. Enjoy expert opinions about how to deliver meaningful results and why meaningful metrics must include both people and data — in addition to:
-- Why data is the great clarifier
-- Three secrets to demystifying data
-- How data should inform content alignment across the buying journey
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
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
58 Quotes, Facts, Benchmarks, and Best Practices on People and AnalyticsHarrison Withers
For the last 18 months, the consulting team at Media 1 has read tens of thousands of pages of research, presentations, and white papers on analytics as it relates to people and performance. When we came across especially interesting content, we added it to a master list of resources. The following 58 Quotes, Facts, Benchmarks, and Best Practices on People and Analytics where curated from that list in the hopes that people will use them in support of creating great places to work.
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.
CRMready Webinar Series - Part 2 - Planning Ahead for CRM at Your NonprofitTheConnectedCause
In the CRMready Webinar Series, The Connected Cause takes a look at what CRM is, how to establish reachable goals, and what benefits a CRM implementation can bring to your nonprofit organization. In Part 2 they are joined by Heller Consulting and JDRF who gives a case study on how Heller was able to help them with their CRM implementation and what it meant to their organization and mission.
Lorenzo Canlas, Head, Talent Analytics, LinkedIn
People analytics helps businesses make evidence-based talent decisions for all phases of the employee lifecycle. The field is new and everyone is getting into it: approximately 5,000 companies have people analytics departments, with more than 50% having been created in the past five years. In this session, Lorenzo will share LinkedIn’s journey with building their own people analytics function, including the evolution of their infrastructure and technology, organization design, and their leapfrog strategy of focusing on delivering business value while building out a data infrastructure. Attendees will learn the values of people analytics to business problems, how to build out a people analytics team and a maturity model for the team.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Building for the future: Why predictive analytics matter nowWilliam Gaker
The field of people analytics is growing rapidly, but the majority of teams have been started within the last 5 years. As the field continues to grow, there is a need for a unified vision across the field for what the end product looks like. It is crucial to build a vision for your team centered around predictive analytics as you lay the foundation in the early days of your team. A unified team vision will give you a greater impact by creating role clarity, prioritizing your efforts, and building you brand within your organization.
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to use data and insights to become more socially engaged [webcast] LinkedIn Europe
This webcast was run on the 3rd October 2018.
The presentation covers:
- Importance of data and insights in the recruitment industry
- Using insights to create an effective engagement strategy
The Role of HR in Reinventing Organisations: Embracing People AnalyticsGlass Bead Consulting
Presentation given at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016
What features will successful organisations have in the future?
What impact will this have on HR and People Management?
What are the main opportunities of the Quantified Workplace?
Why has HR struggled with transforming itself?
What are the main challenges with our current HR Operating
models?
What are challenges of People Analytics and how do we
overcome them?
How can People Analytics help transform HR?
Metrics Matter: A B2B Guide to Finding Real Marketing ROILinkedIn
BusinessOnline CEO, Thad Kahlow, Lithium Technologies VP of Marketing, Dayle Hall, and LinkedIn Global Marketing Director, Kelly Kyer discuss the challenges B2B marketers face when it comes to data in today's ever-more-competitive world. Enjoy expert opinions about how to deliver meaningful results and why meaningful metrics must include both people and data — in addition to:
-- Why data is the great clarifier
-- Three secrets to demystifying data
-- How data should inform content alignment across the buying journey
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
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
58 Quotes, Facts, Benchmarks, and Best Practices on People and AnalyticsHarrison Withers
For the last 18 months, the consulting team at Media 1 has read tens of thousands of pages of research, presentations, and white papers on analytics as it relates to people and performance. When we came across especially interesting content, we added it to a master list of resources. The following 58 Quotes, Facts, Benchmarks, and Best Practices on People and Analytics where curated from that list in the hopes that people will use them in support of creating great places to work.
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.
CRMready Webinar Series - Part 2 - Planning Ahead for CRM at Your NonprofitTheConnectedCause
In the CRMready Webinar Series, The Connected Cause takes a look at what CRM is, how to establish reachable goals, and what benefits a CRM implementation can bring to your nonprofit organization. In Part 2 they are joined by Heller Consulting and JDRF who gives a case study on how Heller was able to help them with their CRM implementation and what it meant to their organization and mission.
4 Barriers to creating predictive talent analytics and how to overcome themMartin Sutherland
This presentation highlights the 4 big barriers to creating a talent analytics platform. HR systems have, and still are, mostly designed from the inside (HR) out (employees). This means they do not have a consumer mindset that engages people and provides a steady stream of relevant people data to analyze.
If employees get no value from providing an organization with data, they stop doing it. No data=No analytics. By giving every employee a self-directed career management tool that helps them to identify their strengths, identify the strengths they need to be successful and provides them with personalized advice on how to develop new strengths, the organization maintains a steady stream of relevant talent data.
This presentation was delivered at the Chief Human Resource Officers conference in Cape Town 2015. In the 20 minutes it took to do the presentation, we were able to provide a delegate from a large food manufacturer with a live site.
Slide deck for my capstone presentation that was given at the end of my 12-week internship. The slides give a high-level overview of the projects I completed as a Marketing Performance Intern.
This content is from a recent webinar we held which was an interactive session on the best ways to use key features of LinkedIn, and get the answers you need to become a more effective and efficient user.
Topics covered:
Focus on active candidates - get active candidate search techniques, InMail strategies that work, and tips on how to best pipeline talent for 2016.
Enhanced Jobs Page - understand how personal insights for job seekers will drive more qualified candidates for your open positions.
If the mention of data and analytics gives you hives, don’t worry - we’re here to help! In this e-book we’ll guide you step-by-step through how to find the best person for the job faster, using talent pool insights that will make your hiring manager smile.
Clair Bush, Marketing Consultant & Cofounder at Talent Stories presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Artificial Intelligence, machine learning and automation feature heavily in the headlines. It’s been reported that corporate spend on AI will grow to $47 billion by 2020, but what does this mean for recruitment agencies, and how can you compete?
Discover how machine learning and automation can create efficiencies for recruiters
Deploy Artificial Intelligence to increase client and candidate engagement
Understand how you can apply AI and automation to increase profitability
First Universal Solution for Hirers, Agencies, Workers and Payroll CompaniesTALiNT Partners
Drey Francis, Commercial Director at Engage Technology Partners presented at Recruitment Leaders Connect: The Year Ahead on 8th March with his innovation spotlight on Connecting up the Supply Chain
JobDiva's Innovations in Intelligent RecruitmentTALiNT Partners
Daniel Zetazate, Director - Client Success EMEA at JobDiva presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the latest innovations in intelligent recruitment.
John Wallace, Author of "Hire Power" presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Why companies will direct source
What the issues are and why does it succeed or fail
Where does that leave agency suppliers?
Leveraging Communications Technology in Recruitment & StaffingTALiNT Partners
Simon Cleaver, CEO at Cloudcall presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
With 52% of recruitment businesses predicting an increase in tech investments in 2018, this session highlights how to use communications technology solutions to boost results, drive productivity and enhance candidate experience.
The role of technology and its impact on the candidate’s experience.
The ‘robots are coming’. The communications technology that will impact recruiter processes in the future.
GDPR without tears – how you can ease GDPR compliance with communications technology.
PR – Why it’s an Investment Rather than a CostTALiNT Partners
Tracey Barett, Managing Director at BlueSky PR presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
“It’s expensive…it’s a cost…we can’t measure it “ Three things I hear a lot of from recruitment leaders. This presentation will show you how to set measurable KPIs that will deliver inbound leads for your agency:
Setting objectives
Promoting yourselves as subject matter experts
Measuring outcomes
Talent Leaders Connect, The Year Ahead and Candidate Experience 2018 - Welcom...TALiNT Partners
Ken Brotherston, Managing Director at TALiNT Partners hosted our annual Talent Leaders Connect conference where he introduced the events upcoming for 2018, The New Talent Acquisition Reality and the Good Recruitment Benchmark & Awards
The Impact of Informed Candidates on Your BusinessTALiNT Partners
Joe Wiggins, Head of Communications at Glassdoor presented at Talent Leaders Connect - The Year Ahead and Candidate Experience 2018. He covered the characteristics of informed candidates and what they are looking for,
the benefits of interviewing and hiring informed candidates
and the challenges in attracting informed candidates plus tips for recruiters.
Flex or Break - How to Engage the New Talent EconomyTALiNT Partners
James Bridgland, Head of Product Development at Reed Talent Solutions presented at Talent Leaders Connect The Year Ahead and Candidate Experience 2018. In his talk, he dispenses the myths of AI, Gig Economy, IR35 and Millenials!
Drey Francis, Commercial Director of Engage Technology Partners presented an innovation spotlight on the First Universal Solution for Hirers, Agencies, Workers and Payroll Companies
Setting the scene on the ever-changing times we operate in, Ken presents a view of the key, current market trends and drivers affecting the industry. He will talk to what the implications are for recruitment business owners and leaders, noting potential strategies and tactics which you can adopt to be successful in such a rapidly changing market.
WHY – A Sense of Purpose and the Positive Impact That This Can Have on Perfor...TALiNT Partners
Derek May, CEO, Brightwork
- Why companies need to make sure their sense of purpose is clear and aligned with expectations of their staff
- It’s not all about KPI’s and hitting target but more about relationship building and solving client problems
- Passion and purpose are the key ingredients for long term success
Innovation Spotlight: The First Universal Solution for Hirers, Agencies, Wor...TALiNT Partners
Drey Francis, Director, Engage
The powerful new platform that’s changing the way hirers and recruitment agencies work. Engage enables the entire supply chain to work together seamlessly without duplication and inefficient process. Engage removes the need for multiple expensive back office solutions and instead replaces them with cutting edge technology that will streamline the entire recruitment process
Russell Dalgleish, Managing Partner & Founder, Exolta Capital Partners
Creating value in our businesses is the core purpose. Placing candidates has traditionally been viewed as the way to achieve this but in this age of networks and communities there is much, much more we can do!
- Russell will cover some of these new value creation channels and share some of his experience of over twenty five years in the recruitment sector in the UK and US
Finding Your Fit: Using Company Culture to Hire the Right TalentTALiNT Partners
Lynn Cahillane, Marketing Manager, Totaljobs
- How to use company culture in your candidate attraction
- Learn why an employee’s cultural fit helps improve productivity
- Why company culture is key to retention
09:15-09:35 The New Talent Journey
Matt Alder, Talent Acquisition & Innovation Consultant & Author 'Exceptional Talent, MetaShift'
- How the relationship between people and the organisations they work for has fundamentally changed
- What is a joined up "talent journey" and why is it important?
- Which Employers are doing great work in this area
Julie Griggs, Head of Talent Management & Recruitment, Manchester Metropolitan University
- Changing the face of recruitment in a University
- Defining and developing our People Proposition
- Putting the candidate first
John Wallace, Previous Head of Resourcing Barclays & Tesco Bank, Author "Hire Power" & Consultant
- In a changing world a resourcing strategy is critical
- Why it is important
- What you need to think about to have a successful strategy
Neil Millett, Research Marketing Manager, reed.co.uk
- reed.co.uk surveyed over 2,000 UK workers to understand the impact an increase of AI and robotics has made in the world of work.
- We’ll reveal the industries job seekers feel are most at risk, the key skills that give the human touch an edge over robotics, and how jobseekers really feel about the future of work.
9. Work Smarter, Not Harder
Are you missing opportunities to automate?
1
Assess the Data You Have
Gain command over the information you have and introduce
ways to capture data you are missing.
2
Gather Relationship Insights
Look at the data with a new lens, evaluating how you can engage
your diverse audiences more proactively.
3
Identify Action Items and Execute
Create a plan based on analysis, potentially automating low value
tasks or gaps now possible with emerging technologies.
12. 5 Steps for Quick Data Audit
Step 1
List Data You Have
● CRM
● ATS
● Back Office
● Marketing
Automation / Email
● Social Media
13. 5 Steps for Quick Data Audit
Step 1 Step 2
List Data You Have
Identify Where Data is
Housed
● CRM
● ATS
● Back Office
● Marketing
Automation / Email
● Social Media
What’s outside the system?
● LinkedIn
● Spreadsheets
● Old systems
14. 5 Steps for Quick Data Audit
Step 1 Step 2 Step 3
List Data You Have
Identify Where Data is
Housed Interview Stakeholders
● CRM
● ATS
● Back Office
● Marketing
Automation / Email
● Social Media
What’s outside the system?
● LinkedIn
● Spreadsheets
● Old systems
What data do they
value?
● Executives
● Front line leaders
● Technology team
15. 5 Steps for Quick Data Audit
Step 1 Step 2 Step 3 Step 4
List Data You Have
Identify Where Data is
Housed Interview Stakeholders Prioritize & Organize
● CRM
● ATS
● Back Office
● Marketing
Automation / Email
● Social Media
What’s outside the system?
● LinkedIn
● Spreadsheets
● Old systems
What data do they
value?
● Executives
● Front line leaders
● Technology team
Organize your findings:
● What’s most
important? Why?
● Where are there
gaps?
16. 5 Steps for Quick Data Audit
Step 1 Step 2 Step 3 Step 4 Step 5
List Data You Have
Identify Where Data is
Housed Interview Stakeholders Prioritize & Organize Track How Data is Used
● CRM
● ATS
● Back Office
● Marketing
Automation / Email
● Social Media
What’s outside the system?
● LinkedIn
● Spreadsheets
● Old systems
What data do they
value?
● Executives
● Front line leaders
● Technology team
Organize your findings:
● What’s most
important? Why?
● Where are there
gaps?
Take objective view:
● What’s being
used in daily
operations?
● Is data used In
long term
planning?
17. 5 Steps for Quick Data Audit
Step 1 Step 2 Step 3 Step 4 Step 5
List Data You Have
Identify Where Data is
Housed Interview Stakeholders Prioritize & Organize Track How Data is Used
● CRM
● ATS
● Back Office
● Marketing
Automation / Email
● Social Media
What’s outside the system?
● LinkedIn
● Spreadsheets
● Old systems
What data do they
value?
● Executives
● Front line leaders
● Technology team
Organize your findings:
● What’s most
important? Why?
● Where are there
gaps?
Take objective view:
● What’s being
used in daily
operations?
● Is data used In
long term
planning?
18.
19. GDPR Requirement
Comes into effect 25th May 2018
Requires more robust and specific
data audit
Check Information Commissioner's
Office (ICO) for updates
22. Ask Second Level Questions
How many Silver
Medal candidates do
we have in our
database over the
last 6 months?
What recruiters
worked on these
roles?
How many
contractors on
assignment are
ending their contract
in the next 3 months?
How many
connections have we
had with this group?
Over the last 12
months, what clients
have added the most
open reqs?
What is the rank of
the fill rate for these
clients?
What prospective
clients have
generated the most
opportunities this
quarter?
Are there similar roles
and sectors?
ClientsContractors ProspectsCandidates
26. Opportunities for Automation?
How many Silver
Medal candidates do
we have in our
database over the
last 6 months?
What recruiters
worked on these
roles?
How many
contractors on
assignment are
ending their contract
in the next 3 months?
How many
connections have we
had with this group?
Over the last 12
months, what clients
have added the most
open reqs?
What is the rank of
the fill rate for these
clients?
What prospective
clients have
generated the most
opportunities this
quarter?
Are there similar roles
and sectors?
ClientsContractors ProspectsCandidates
Generate an email to
the recruiters that had
a Silver medal
candidate in the
previous month to
encourage them with
current roles matched
to their skill set.
Send texts to
everyone at set
intervals to gauge
satisfaction as
contract is set to
expire and their
availability for a new
project
Rank clients by fill rate
and send automated
reports to managers
mentioned with
ranking to give
accountability.
Matching
technologies to
identify right fits
29. Recap: 3 Stages
Work Smarter, Not Harder
1
Assess the Data You Have
Gain command over the information you have and introduce
ways to capture data you are missing.
2
Gather Relationship Insights
Look at the data with a new lens, evaluating how you can engage
your diverse audiences more proactively.
3
Identify Action Items and Execute (and Potentially Automate)
Create a plan based on analysis, potentially automating low value
tasks or gaps now possible with emerging technologies.