John Ricciardi, ERE Media, Inc Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company. Key highlights: Valuable data on cost of hire, speed of hire, and more. Tips on improving all this in your company - making the hiring process run smoother. Advice for leaders on improving the recruiter/manager relationship for your team. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

2. ​ John Ricciardi
​ VP Talent Solutions, ERE Media
Under the Hood of Talent Acquisition
What’s happening with Speed/Cost/Productivity

3. ERE Media at a Glance
ü 20 Year old company
ü Providing information to help companies acquire and manage talent
ü Articles, Webinars, Conferences & Products
ü 3 Brands
q ERE – Corporate Recruiting & TA Leadership
q SourceCon – Sourcing/Talent Attraction
q TLNT – Talent Management

4. Today’s
agenda
• Introduction
• Hiring Managers think we’re
getting worse
• The Big Disconnect
• Educate & Influence
• Conclusion
• Q&A

5. Your most unhappy customers are your
greatest source of learning.
​ Bill Gates

6. ERE State of Talent Acquisition Survey
Volume
3,500 +
responses
(2015/16)
Titles
8% Chief/SVP
25% Head of TA
24% Mgr/Dir
18% Desk
Tenure
41% 10+ years
21% < 2 years

7. One Person in the survey
claiming to be a
One person
Recruitment Department
in a company employing more
than
100,000 people

8. ​ Two companies have
​ 50 RECRUITERS
​ But only 1,000 – 5,000 workers
​ Two companies have
​ 50 RECRUITERS
​ But only 1,000 – 5,000 workers

9. 2016 State of Talent Acquisition
3 Things We Learned
þ
þ
þ

10. TA Team grades by the Hiring Manager
2.4 2.3
1.9
0
1
2
3
4
5
2014 2015 2016
Source: State of Talent Acquisition Survey, ERE Media

11. Hiring Managers think they recruit better than YOU!
RATE THE QUALITY OF CANDIDATES
Candidates They Find
4.7
Employee Referrals
4.6
Candidates You Bring Them
3.6
Candidates Who Apply
(career site, job boards, etc.)
3.5
Source: State of Talent Acquisition Survey, ERE Media

12. Source: State of Talent Acquisition Survey, ERE Media

13. I want to start with a story
. . . the recruiters’ email everything.
. . . they don't take the time to communicate and
collaborate with the hiring manager -
so they have no leverage when it comes to
managing the process -
and the hiring manager satisfaction is low because
the communication is sub par.

14. How do you think the TA Leader graded this team?

15. How do you think the TA Leader graded the Hiring
Managers?

16. The Big Disconnect

17. It’s not necessarily the reality that shapes us,
but the lens through which your brain views the
world that shapes your reality
​ Shawn Achor

18. Kano Model

19. Kano Model

20. Denver, CO
Boca Raton, FL
ADT Spin-off

23. We see the world, not as it is,
but as we are – or, as we are
conditioned to see it
​ Stephen R. Covey

24. Talent
Acquisition
Hiring
Manager

25. Definition of a Recruiter?
An individual who works to fill job openings in
businesses or organizations. Recruiters will work
from resumes or by actively soliciting individuals
qualified for positions. A recruiter's job includes
reviewing candidate's job experiences, negotiating
salaries, and placing candidates in agreeable
employment positions.
Source: BusinessDictionary.com

26. Definition of a Talent Advisor?
A trusted recruiting partner who proactively
provides consultation and strategic
advisory support in the identification,
attraction and consistent delivery of talent while
continually improving the hiring
process in support of the business mission.
Source: ERE Media

27. If we have data, let’s look at
data. If all we have are
opinions, let’s go with mine.
​ Jim Barksdale

28. If it’s not accurate,
It might as well not exist…

29. Data & Metrics
• Candidate Availability Data
• Internal ATS Data
• Speed
• Quality
• Productivity
• Segment by Geography or Job Family
• External Benchmarks

30. 0
10
20
30
40
50
60
70
80
Decentralized Centralized Optimized
SimplexGrinnell Time to Accept
70
48

32. Time to Accept Benchmarks
42
44
52
68
35
38
0
25
50
75
Source: Bersin, iCims, Dice, CEB, SHRM & ERE
Bersin(S)
ERE(D)
SHRM(S)
CEB(S)
DHI(S)
iCims(D)
S = Survey
D = Data

33. Time to Accept by Industry (ATS Data)
35
30
38
25
58
0
10
20
30
40
50
60
70
Source: ERE Benchmarking Dashboard
Aggregate
Fin.Svcs
Hi-Tech
Prof.Svcs
Manufacturing

36. XXXXXX

37. The goal is to turn data into information,
and information into insight.
​ Carly Fiorina

38. What have we learned?
Ø Disconnect between Recruiting & Hiring Managers
Ø Direct correlation between communication &
satisfaction
Ø Opportunity to uplevel the skills of our recruiting
teams
Ø Need to obtain and utilize data to drive our
recruiting process

39. How can we fix it?
Ø Intake meeting for EVERY opening
Ø Obtain data, turn it into insight and bring it to every
conversation (start internal and look external to
benchmark)
Ø Provide resources to recruiters to build soft skills in
things like business acumen and influence for their
interactions with stakeholders