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Brad Cook  VP of Global Talent Acquisition  Informatica

HR big data: fact or fiction?

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In the blink of an eye

http://youtu.be/PHlANIsBqeY?list=PLAZQXYXzTdyuHGTpdXAzb_g8rD7DZqn1L

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#intalent #intalent

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IT is Changing

CLOUD

ON-PREMISE TRANSACTIONS DESKTOP

MOBILE INTERACTIONS

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CLOUD

ON-PREMISE

INTERACTIONS

TRANSACTIONS

MOBILE

DESKTOP

Data is Changing

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Source: An IDC White Paper - sponsored by EMC. As the Economy Contracts, the Digital Universe Expands.

Relational Data “Transactional”

Social Data “Interactional”

The Growing Challenge: “BIG DATA”

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Risk & Portfolio Analysis, Investment

Recommendations

Connected Vehicle, Predictive Maintenance

Health Insurance Exchanges,

Public Safety, Tax Optimization Fraud Detection

Predicting Patient Outcomes,

Total Cost of Care Drug Discovery

Proactive Customer Engagement,

Location Based Services

Financial Services Retail & Telco

Public Sector Manufacturing Healthcare & Pharma

Media & Entertainment

Online & In-Game Behavior

Customer X/Up-Sell

Business is connecting innovation to Big Data

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What about HR Data Sources…

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What we all strive for….

The Holy Grail

The Digital Profile

The Social Footprint

The Career Aspirations

The Interests

The Resume

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Our typical TA Landscape

CRM ATS Sourcing Tools

Social Footprint Dashboard SEO

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It takes a TEAM…

Marketing IT TA Ops HR Ops Recruiters

How thinking “data-first” can accelerate your talent transformation

Changed Mindset

The number of customer touch-points has exploded

•  You are going to win based on your ability to understand your candidate better. This requires a 360 degree view of accurate data from many different touch-points.

•  But the lack of access to

the right data at the right time can kill your hiring productivity.

Source: Tata Consulting

candidate

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New Talent Applications are appearing daily

The one sustainable competitive differentiator your organization has is

your data – and how you use it.

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Why would my data go bad?

Things to consider: § Is the team good at capturing data? § Has a candidate changed jobs? § What new skills/experiences? § What would entice them to engage? § Do you want your teams to spend

their time managing this data?

Data quality erodes at 1% to 1.5% per month if

it is not actively managed.

- Bloor Research

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63% of CRM initiatives fail

- Merkel Group

 High growth companies are 50% more likely to consider CRM strategic – rather than

tactical

- Merkel Group

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Why Doesn’t My CRM Investment Deliver? “We invested in CRM thinking that it would give us a 360 degree view of our candidates and significantly boost hiring productivity.”

Things to consider: Your CRM is only as good as the data in it §  Do you have the right data? §  Do you have good data? §  Do you have complete data?

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Call to Action  Starts with you….. •  We are all busy, but data is critical to your success •  Maintain searchable records •  Think about how you can leverage tomorrow what you collect today •  Data integrity is EVERYONES issue to solve…. •  Automate as much as possible •  Augment as much as possible •  System captured vs. human captured

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Recommendations:

To accelerate your recruiting transformation and

competitiveness, think outside the application. Think “data-first.”

§  What data do my teams need to be competitive?

§  What bad data is causing loss of efficiency?

§  What new data are we missing that could improve quality of hire?

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•  Understand it •  Integrate it •  Cleanse it •  Relate it •  Secure it •  Act on it

•  Across infrastructure, applications & devices

•  Fast, flexible, free of lock-in and future-proof

Maximize & Unleash Information Potential

•  Deliver agility

•  Attract top talent

•  Unleash potential

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