Uploaded byIndeed
When Data Drives Transformation: Insights From Talent Leaders
The document discusses insights from talent leaders at Starbucks, Nestlé Waters, and Johnson Controls on how to improve recruiting and employer branding. Key strategies include focusing on job promotion efficiency, understanding audience conversion, and employing data-driven decision-making for talent acquisition. Companies are encouraged to align their employer value propositions with cultural values to enhance attraction and retention of talent.
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When Data Drives Transformation: Insights From Talent Leaders
- 1. #indeedinteractive When Data DrivesTransformation: Insights From Talent Leaders Alex Cooper Manager, Employer Brand and Channels Starbucks Susan Russell National Recruiting Operations Manager Nestlé Waters Fernando Delgado Vice President, Global Talent Acquisition Johnson Controls
- 2. Johnson Controls, Inc.—2 Alex Cooper Manager, Employer Brand and Channels Starbucks
- 3. #indeedinteractive By watching howwe shop, we learned to focus on our products and how we think about promotion
- 4. #indeedinteractive 4 Understand your products(jobs) and your product mix Product Line Derivative Prioritize efforts and resources against those
- 5. #indeedinteractive Focus exclusively onhow we promote our job product and how we measure it Target that audience and evaluate how they help your conversion Identify Products: Retail Leadership Jobs Promote jobs to appropriate audiences Owned Channel: Career Site Paid Channels: Indeed, LinkedIn, Snag A Job
- 6. #indeedinteractive 6 40% from career site 30% fromIndeed 15% from referrals 15% from other job boards Evaluate effectiveness of paid channels and products we promote on them Retail management has 3 products to distribute
- 7. #indeedinteractive Learn from ourapplicants and focus on the platforms that drive conversions Follow the audience for your roles • Indeed performed incredibly well for our ASM and SM roles • Focus spend on roles that need the most sponsored support Be clear about the conversion and number of conversions needed • Understand how many applicants per hire • Use sponsorship to close the gap on applications needed for hire Ruthlessly prioritize against the roles that need the most help • With a fixed budget, we had to prioritize in the areas that matter the most • Avoid the concept of “fairness,” lean on efficiency
- 8. #indeedinteractive 8 Scrutinize the performanceof every job so we can forecast effectively Understand how each organic click leads to an application Identify segments not receiving enough applicant to historic app/hire ratios Sponsor to get to the right number of applicants Use monthly budget to drive the right number of clicks and applications
- 9. Johnson Controls, Inc.—9 Susan Russell National Recruiting Operations Manager Nestlé Waters North America
- 10. We help peoplelead healthier lives by drinking better.
- 11. Create and implementan employer value proposition and brand with associated collateral for Nestlé Waters North America that accurately reflects: • Our culture and values" • The commonalities between all our brands" • A connection to Nestlé Waters and Nestlé SA while reflecting what makes NWNA unique • A dedication to healthy hydration Challenge
- 12. Research Areas of focus: Values Support Empowerment Innovation Performance Status Development Career Methods: Leadershipinterviews Employee perception surveys Employee focus groups Non-employee focus groups Brand workshop Burning ears audit
- 13. • Company success • Part of the Nestlé family • Healthy products / healthy hydration • Family culture • Respect • Competitive pay and benefits • Winning spirit • Values based culture • Collaborative Themes
- 14. Foundation for performance Iam confident that I will receive the support I need to perform at my best. Pillars Together we’re better I know that I can depend on my coworkers and manager to help me get the job done. And they know that they can depend on me. A product to be proud of I can feel good that our products help to " promote a healthy lifestyle. Meaningful participation My contributions are recognized, my " development is encouraged, and I know that " both help to drive the success of Nestlé Waters.
- 15. The Elements ofSuccess Campaign
- 16. The campaign: ! • Chemistrymetaphor • Words that we heard in the research • Mission culture EVP • Reoccurring themes • Quantitative data and qualitative data
- 17. Consistent branding andmessaging across all platforms Indeed Company page: 63% increase in followers Facebook: 441% increase in followers Twitter: 1,340% increase in impressions
- 19. Johnson Controls, Inc.—19 Fernando Delgado Vice President, Global Talent Acquisition Johnson Controls
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- 22. Agency Cost Avoidance Startat the top – own executive search Cycle Time Total Fills – YoY Pay Grade FY14 Q1 FY15 Q1 FY16 Q1 178+ 11 35 23 179+ 7 14 20 FY13* FY14** FY15*** $1.8M $4.7M $5M *Scope included BE only **Scope expanded to include AE, PS & Corp ***Scope shifted from PG178+ to PG179+, effective 3/1/15 Team Time-to-Fill Positions Filled In-House 65.5 days 97 Agency 143.8 days 12 JCI does not yet measure these indicators Decreased Cycle Time Reduced Cost Decreased Turnover Increased Diversity Increased Hi-Po Nominees 1 4 3 5 2
- 23. #indeedinteractive Recruiter scorecard – givingrecruiters focus
- 24. #indeedinteractive Business unit scorecard– driving accountability and transparency 125 80 Business Unit #1 Business Unit #2 47 days 57days FY’15 Hiring Forecast Time to Fill 91 95 Current Open Reqs Req Age Distribution <30 days 31-60 days 61-90 days 91-120 days >120 days <30 days 31-60 days 61-90 days 91-120 days >120 days 45 19 7 4 16 33 22 10 13 17 49% 21% 8% 4% 18% 35% 23% 11% 14% 18% 18% 18% % Reqs 120+ days 396 299 Reqs Cancelled
- 25. #indeedinteractive 4. Data tellsthe best story 1. In the absence of data, one-off anecdotes become truth 2. Data empowers your team to take control 3. You can’t manage what you don’t measure Our learnings thus far
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- 27. #indeedinteractive When Data DrivesTransformation: Insights From Talent Leaders Alex Cooper Manager, Employer Brand and Channels Starbucks Susan Russell National Recruiting Operations Manager Nestlé Waters Fernando Delgado Vice President, Global Talent Acquisition Johnson Controls