Jennifer Hasche from Intuit talked about the sound of data, including some rebel recruiter trends and tips at the San Diego Rebels of Recruiting Roadshow stop!

1. The
Sound
of
Data:
Rebel
Recruiter
Trends
+
Tips
Jennifer
Hasche,
Talent
Acquisition
Leader,
Intuit
Jennifer_Hasche@intuit.com

2. Agenda
•Total
Available
(Addressable)
Market
•Input
Metrics
•Scuba
Divers

3. Total
Available
Market
(TAM)
What
is
it?
Total
addressable
market (TAM),
also
called total
available
market,
is
a
term
that
is
typically
used
to
reference
the revenue opportunity
available
for
a
product
or
service.
TAM
helps
to
prioritize business
opportunities by
serving
as
a
quick metric of
the
underlying
potential
of
a
given
opportunity.[1]
-­‐ Wikipedia

4. TAM:
When,
Who
&
How?
When Discussing… Who
should be
informed?
How do
you
find
your
TAM?
Recruiting
Strategies Recruiting
Team LinkedIn
Go
to
Market
Strategies Hiring
Managers Glassdoor
Sourcing
Strategies Assessment
Team Indeed
Recruiting Events Marketing/Media ATS
Future
Skills +
Talent HR Business
Partners CRM
Unlimited! 3rd Party
Partners Talent Acquisition
Data
TIP
1:
cross
reference
with
talent
demand
(jobs)

5. TAM:
Intuit
Use
Cases
1.
Experience
Designers
2.
University
Recruiting
•Grace
Hopper
Event
– Women
in
Engineering
•Harvey
Mudd
– Target
School
Tip
2:
Go
Broad
to
Go
Narrow

6. TAM:
Looks
Like…

7. TAM:
Sounds
Like….
“Based
on
the
Total
Available
Market
and
data
I’ve
shared
today,
I’d
recommend
we
immediately
consider
candidates
nationwide.”
“Based
on
the
Total
Available
Market,
we
should
focus
in
these
key
areas…”
“Based
on
the
Total
Available
Market,
we
should
immediately
open
to
contract
or
full-­‐time…”
Tip
3:
Directional
Data

8. Input
Metrics
aka
“funnel-­‐ology”

9. Input
Metrics:
Where
We’ve
Been…
•Number
of
Submittals
•Number
of
Interviews
•Number
of
Offers
•Number
of
Accepts
•Number
of
Hires

10. Input
Metrics:
Where
we’re
going…
•TAM
•Curated
Lists
•Number
of
Prospects
(Talent
Pool)
•Number
of
Dials,
InMails,
eMails,
etc.
•Number
of
Screens
Tip
4:
Know
your
ICM’s
(Individual
Conversion
Metrics)!

11. Input
Metrics:
Looks
Like…

12. Input
Metrics:
Intuit
Use
Cases
1. Sales
Hiring
Ramp
– Demandforce
2. Experience
Design
– Pipeline
+
Recruiting
Strategy

13. Input
Metrics:
Sounds
Like…
“based
on
the
number
of
candidates
we
reached
out
to
last
week,
we’ll
need
to
adjust
this
week”
“Let’s
have
Suzie
Recruiter
share
what
she
is
doing
with
the
team,
her
Input
metrics
are
lower,
but
she
is
yielding
great
results”
“when
interviewing
for
future
recruiting
talent,
I
like
to
share
the
expectations
we
have
around
productivity”

14. Input
Metrics:
Tips
5,
6
&
7
Tip
5:
Ruthless
Prioritization
Tip
6:
Start
NOW
&
work
backwards
(if
needed)
Tip
7:
Customize
what’s
right
for
YOU

15. Scuba
Divers
Sourcing
2.0:
Functionally
Aligned
Teams
Who
Go
Deep
in
Talent
Markets

16. Sourcing
2.0:
The
Case
for
Change
• Re-­‐Imagine
Talent
Acquisition
(Intuit
Story)
• Workforce
is
Changing
(Millennials)
• Candidates
Expectations
are
Evolving
(Experiences)
• YOY
historical
Data
can
help
us
predict
future
hiring
(Communities)
TIP
8:
Hire
Interns!

17. Sourcing
2.0:
Going
Functionally
Deep
(looks
like)
Lead Generation
Senior
Sourcers
List Curators
(Quality) Critical
Roles
(Level)
Research
(TAM) Assessment
(Functional
Expert)
Early
Career (Interns) Build
Strategies
(TAM)
Future Talent
Bench Leverage
Network
(Scuba)
Know their
ICM’s
(Data) Know
their ICM’s
(Data)

18. Sourcing
2.0:
To
Be
Continued…
…still
on
the
Journey!

19. Thank
You!
Jennifer_Hasche@intuit.com
Twitter:
Jennifer@intuit