Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisition
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Defining Success in Modern Talent Acquisition Cielo Talent Rising Summit 2016
Transcript of Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisition
Defining Success in
Modern Talent AcquisitionCielo Talent Rising Summit 2016
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Lighthouse Research & Advisory is a modern analyst firm
dedicated to setting the standard for excellence in talent
acquisition and beyond. By providing compelling
research and actionable insights for recruiters, hiring
managers, and business leaders, our mission is to
navigate the rapidly-changing tides of human capital
management in order to support today's talent advisors.
From establishing frameworks for end-to-end recruitment
marketing and high-powered CRM practices to
illuminating the strategic impact of candidate experience
and employer brand management, our goal is to chart a
new course for talent acquisition.
Cielo/about us
Kyle Lagunas
Founder & Principal Analyst
THE MODERN WORLD OF WORK NEEDS
A NEW KIND OF ANALYST
Approachable, credible, agile. More than research—
actionable insights.
Welcome to Lighthouse
Cielo/about us
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Our Values
ApproachableWe’re professionally
curious, purveyors of the
land. We value work that
is relevant for our target
audience in talent
acquisition, but also
meaningful to
technology leaders and
enterprise HR
executives as well.
CredibleWe’ve come down from
the Ivory Tower to focus
on vetting research —
from benchmark data to
industry perspective —
with in-the-trenches
recruiting leaders and
global talent executives
alike.
AgileWe value free thinking,
timely execution, and
quality work. Our
analysts focus on quality
research that doesn’t
take six months to
deliver. At Lighthouse,
we want to provide value
for our clients every day,
not once a year.
Cielo /agenda
Today’s Agenda4
Recruiting is Changing
The State of Measurement
The Value of Talent Analytics
Cielo /agenda
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Modern Measures of Success
Moving the Needle
Open Discussion
Closing Remarks
Cielo /change
Recruiting is Changing.evolving function, expanding scope
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Experiencecandidates as customers,
collaborative hiring
Marketingemployer brand, CRM, search
engine advertising
Datamyriad data sources, countless
data points
Socialtransparency & the rise of
glassdoor
Mobilealways on, always on-the-go,
always looking ahead
Globalone global economy, one global
talent pool
Cielo /change
Recruiting is Changing.beyond reactionary recruiting.
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Efficient
Traditionally, recruiting
has been a cost center
– and measures of
success have been
focused on efficiency.
Effective
Those organizations that
have embraced more
modern recruiting
practices are grappling
with old metrics.
Competitive
Today’s most effective
hiring organizations are
leveraging talent
analytics to optimize
recruiting efforts.
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Recruiting is Changing.modern world, modern capabilities
Talent
Attraction
recruitment
marketing,
employer
branding, job
advertising, etc.
Talent
Discovery
sourcing, direct
search,
executive
recruiting, paid
search, etc.
Talent
Onboarding
pre-boarding
and orientation,
assimilation
and
socialization,
etc.
Talent
Engagement
candidate
experience, talent
assessments and
interviews, etc.
Talent Strategy
diversity hiring,
quality of hire,
contingent
workforce, etc.
Cielo/ change
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Cielo/ change
74%71%
66%63%
48%
Talent Engagement Talent Attraction Talent Onboarding Talent Strategy Talent Discovery
Recruiting is Changing.new capabilities, new priorities
Cielo /change
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Recruiting is Changing.navigating next practices
Attract.
Recruitment is
marketing in a
modern world. The
most successful
employers are
leveraging multi-
channel strategies
to attract the best
candidates.
Engage.
Keeping candidates
engaged through a
length interview and
assessment is one
thing. Engaging with
them beyond the
formal hiring
process is another.
Onboard.
New hire onboarding
is one of the most
critical junctures in
HCM – and talent
acquisition is
increasingly expected
to fill the gap.
Measure.
Traditional metrics
like time to fill and
cost per hire give
little insight into
performance of
modern talent
acquisition efforts.
Cielo /current state
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Success in Talent
Acquisition
If talent acquisition is constantly evolving (and it is),
shouldn’t the metrics we track and the KPIs we
monitor evolve as well? We set out to better
understand the current state of measurement – and
the use of talent analytics.
Modern Measures ofN: 498
The State of Measurementnot so good.
State of Measurement.12
Cielo/ current state
40%
34%
39%
Small Mid-Sized Large
7%
18%
25%23%
28%
Chief Executive Vice PresidentDirector ManagerRecruiter
demographics & context
State of Measurement.13
Cielo/ current state
demographics & context
37%
29%
24%
13%
10%
Tactically Focused
Strategically Minded
Near Sighted
Non Existent
Arduous, but Ineffective
14
Cielo/ current state
State of Measurement.demographics & context
Fully Integrated
Manual
Silo’d
Tracked Within Each
System
PartiallyIntegrated
51%
37%
20%
16%
12%
Manual
Individual System
Partially Integrated
Fully Integrated
Silo'd Data
15
Cielo/ current state
State of Measurement.lack of consistency, heavy reliance on anecdotal information
18% 18%
22%23%
18%
40%
36% 36%
32%
36%
18%20%
19%
15%
18%
8%7%
6%
12%
7%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy
Anecdotal, ad hoc Some metrics, infrequently/inconsistently
Lots of metrics, frequently/consistently Tracked in real time, reported on frequently
Not Tracking
16
Cielo/ current state
19% 20%
22%
25%
21%
34%
30%32%
25%
30%
21%22%
20%22%
21%
12%
9% 8% 9%11%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy
Some insights, analysis/ application nonexistent Some insights, analysis/ application challenging
Insights generated focus on efficiency Strategic insights generated
No insights generated
State of Measurement.lack of measurement, lack of insight
Cielo /time check
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TIME CHECK
Cielo /competitive advantage
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The Value of Talent Analytics.breaking the endless source-hire-repeat cycle
Measurement and Analysis of Recruiting
Data
Application of Data-Based Insights to Optimize Recruiting
Performance
Data-Driven
Recruiting
Cielo /competitive advantage
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The Value of Talent Analytics.breaking the endless source-hire-repeat cycle
Predict Problems
Your recruiters may be head-
down, working on the next
req, but that doesn’t mean
you have to be. Keep your
eyes ahead, looking out for
choppy waters.
Monitor KPIs
It’s hard to see the forest for
the trees in an always-on,
burn-and-churn recruiting
environment. All the more
reason to keep tabs on the
measures that matter.
Provide Insight
Who’s more qualified to
redefine measures of success
in your hiring organization
than you? Put your reports to
work for the business – and
for your recruiters.
cielo /competitive advantage
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How Are You Reporting?reporting for the sake of reporting, in a vacuum
91%
73%
64%
39%
29%
23%
To C-level Executives
Within the talent acquisition function
To HR Leadership
To Business Unit Leaders
To Operations Leadership
To Hiring Managers
21
Cielo/ competitive advantage
How Are You Tracking?measurement practices of leading versus laggard companies
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Candidate Experience
70% Not Tracking or Anecdotal
Recruiter Response
Time
Recruitment
Marketing
61% Not Tracking or Anecdotal
Candidate Experience
40% Frequently or In Real Time
Recruiter Response
Time
41% Frequently or in Real Time
Recruitment
Marketing
51% Frequently or in Real Time
79% Not Tracking or Anecdotal
Leading Laggard
Cielo /moving the needle
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NeedleIf talent acquisition is a business critical
capability (and it is), then how can improved
talent analytics actually drive better
performance? There’s no silver bullet, but
there are a few key practices to get you
started.
Moving The Modern Measures
Cielo /moving the needle
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A common misconception in
talent analytics is the assumption
that you have to be measuring
everything. A more realistic
approach is to focus on the
metrics that matter most.
Measure What
Matters Most
Evolving measurement
practices beyond the
occasional cost per hire
analysis or candidate pipeline
report is no small task, and can
be daunting to start.
Measure What
You CanGood analysis relies on
sound data – and that
means tracking activities
and outcomes frequently
and consistently
Measure Frequently,
Consistently
Measurement for the sake of
measurement isn’t enough –
insights generated must also be
shared with the business so that
performance can be put into
context.
Analyze, Report,
Optimize
Moving the Needlea framework for getting started in talent analytics
Cielo /moving the needle
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73% Quality of Hire
Quality of Candidate72%
Candidate
Experience69%
New Hire Turnover59%
72% Culture Fit
Recruiter
Performance70%
Hiring Manager
Satisfaction65%
Offer Acceptance
Rates58%
Modern Measures of Successmetrics that matter most among best-in-class talent acquisition teams
Analytics in Focus: Candidate Experiencefrom feel-good HR to critical success factor
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4%
8%
16%
38%
34%
Not Important Nice to Have, but NotCritical
Important Very Important Critically Important
Cielo/ moving the needle
Analytics in Focus: Candidate Experiencea continued lack of measurement
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18%
31%
35%
9%8%
Not tracking Mostly have anecdotalinformation, gathered ad hoc
Some metrics tracked, butinfrequently/inconsistently
Lots of metrics tracked, morefrequently/consistently
Performance metrics trackedin real time, reported on
frequently
Cielo/ taking action
Analytics in Focus: Candidate Experienceopportunities for improvement within reach
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57%
39%
33%
51%
24%
41% 42%
Application Drop Off Recruiter ResponseTime
CandidateSatisfaction
Candidate Readiness Offer AcceptanceRate
Pre-CandidateExperience
Mobile Readiness
Anecdotal, ad hoc Some metrics, infrequently/inconsistently
Lots of metrics, frequently/consistently Tracked in real time, reported on frequently
Not Tracking
Cielo/ taking action
Cielo /discussion
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Questions?Join the Discussion!
@KyleLagunas
The sorry state of talent analytics
presents an excellent opportunity to
improve – and stand out.
PPT Name /section
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Key TakeawaysPutting Research Into Practice in Your Organization
1 2
3
Don’t go it alone – meaningful
measurement practices are rooted
in technology.
In today’s highly-competitive hiring
climate, KPIs are more than metrics
– they’re business drivers.
4 Start with measures that matter to
your organization – whatever they
are.
