Talent Acquisition and Recruiting Metrics and Analytics. Past, Present and the Future. A detailed look at Quality of Hire as a metric. Plus a new Benchmaking Solution
4. 2015 State of Talent Acquisition Survey
(2,400+ TA leaders/Recruiters)
Question:
What Metrics Doesn’t get Tracked or
Measured in Your Organization?
5. Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Diversity Hires = 31%
6. Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Cost Per Hire = 32%
Diversity Hires = 31%
7. Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Cost Per Hire = 32%
Diversity Hires = 31%
Candidate Satisfaction= 44%
8. Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Cost Per Hire = 32%
Diversity Hires = 31%
Candidate Satisfaction= 44%
Quality of Hire = 46%
14. Speed Quality Productivity Cost
Time to Accept (TTA) First Year Quality
(FYQ)
Productivity Per
Recruiter (PPR)
Recruiting Resources
Cost to Acquire (CTA)
Time to Start (TTS) Offer Acceptance
Rate (OA)
Hires Per Recruiter
(HPR)
Recruiting vs Business
Consideration (RvB)
Submittals to
Business Acceptance
Percentage (SBA)
Source of Hire (SoH)
Source of Application
(SoA)
Italics = 2016+
Metrics
Submittals to Hire
Ratio (SHR)
Candidate Interviewed
Declined Reasons
(CIDR)
Time in Workflow
Stage (TWS)
Hiring manager &
Candidate satisfaction
Req Cancellation Rate
(RCR)
15. We need to be
better story
tellers of the data
16. “In Tell to Win, Peter Guber masterfully
demonstrates that telling purposeful stories is the
best way to persuade, motivate, and convince who
you want to do what you need”.
PRESIDENT BILL CLINTON
17.
18. 1. Problem we/you are trying to solve
2. Benefit we will get from solving this problem
3. How you are progressing against the plan to solve
it (on track/off track)
4. The issues causing you to be off track
5. What are you doing about resolving the issues that
get you back on track, and by when
5 Simple Story Telling Rules
21. Predictive analytics
is the practice of
extracting
information from
existing data sets in
order to determine
patterns and predict
future outcomes and
trends
34. A Staffing.org CEO Survey rated new hire quality as
the #1 most important performance metric
out of 20 possible metrics. It was rated 9.6/10
35. Question: What Metrics Doesn’t get Tracked or
Measured in Your Organization?
Quality of Hire = 46%
2015 State of Talent Acquisition Survey
36. Employee’s get headhunted away….
Poor onboarding experience….
Poor employee performance….
Employee’s get reassigned….
Bad career manager….
Not a cultural fit…
Boring work….
Etc..
37. Hiring Manager & Peer Surveys
New Hire Performance New Hire Promotions
New Hire Attrition
Submittal Acceptance %
from the Business
Employee Pulse Surveys
(New Hires)
Measurements
39. Quality of Hire (QoH) = (APR + AE + HMS + ER) / N
APR = Avg. Performance Rating for new employees in first 12 months
AE = Employee Performance as a % of Achieves Expectations of
performance in first year.
HMS = Annual Hiring Manager Survey Q:“Overall quality of New Hires”
ER = % of Employee Retention first 12 months of employment.
N = Number of indicators used.
APR= 68% + AE= 94% + HMS= 80% + ER= 90% / N = 4
QoH = 83%
44. Number of candidates submitted to the business that
they accept as a %
(Recruiter Accountability)
+
% of candidates employed (Retention) in their first
12 months of employment
(Business Accountability)
divided by these two data points.
1
2
49. What have we learned so far about
TA Metrics and Advanced
Analytics?
‘Hundreds of conversations ranging from
Fortune 100 to 2,000 people organizations
across multiple industries’.
51. - Still multiple versions of the Truth
- Companies all over the map with how they use
ATS’s (or Don’t)
- Some ATS’s are
just plain useless in
their functionality