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Ivan CasanovaChief Marketing Officer, Jibe@itsmeivan
Today’s Presenters
Matt CharneyExecutive Editor, Recruiting Daily@mattcharney
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Today, we’ll share:
5 ways to use data to improve your recruiting.
What metrics really matter.
2 companies that have put these principles into action.
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27% say that the tools
they currently have actually
get in the way of their
ability to do their jobs.
Don’t Be A Tool.
64% express some
dissatisfaction with or have plans to replace their current(ATS).
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Recruiting Today: Tool Time?
65% of recruiters say that the tools they use today are not intuitive
59% say that they are not easy to customize
53% say their tools do not save them time
58% say that their tool is not resulting in money savings
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Mo Data, Mo Problems?
• 25% of employers don’t know how to track source of hire.
• 33% of employers don’t know how to track cost per hire.
• 58% of employers don’t know how to track quality of hire.
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67% said they don’t trust the data they do receive.
75% reported that it’s difficult to share or explain the data with executives outside of HR.
62% said they don’t have access to or can’t easily extract data or metrics from their current systems.
Are We Ready for Big Data?
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Data takes you from “what you think” to “what you know.”
1. Data Matters. Don’t Fight It.
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Having the
data
Knowing
what the
data tells you
Knowing how
to implement
it.
Data Does Nothing. That’s Your Job.
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Define the problem.
Find out what data you
need to prove it.
Define outcomes.
Measure changes.
Build a business case.
You Can’t Manage What You Can’t Measure
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What worked for one
company may not work for
another.
Data should help employers
with actual business needs
and utilize the types of
data will help meet their
goals.
One Size Fits All Doesn’t Work.
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How do you sort through the seemingly
infinite pools of information employers
and recruiters are already creating and
make it easier to find and analyze the
data that’s actually relevant?
Make Metrics Matter.
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Job Board & Source Performance
Where are your hires coming from?
How much are they costing you?
Where can you save?
Where should you spend?
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The Application Funnel
How many candidates who start applications finish them?
How many candidates are coming from mobile?
How long does applying take?
How can we optimize our process?
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Conversion Rates.
Impressions to clicks. Clicks to applications. Applications to interviews. Applications to hires. Where are process issues? How can these improve?
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Putting It Into Action
Let’s look at real case studies from
early adopters who have already
embraced data-driven recruiting.
This is how they’re using
recruiting-related data to track
meaningful metrics and actionable
analytics to help them recruit top
talent.
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Case Study: Comcast
GOAL:
To recruit the best talent to
the intersection of media and
technology
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Case Study: Comcast
PLAN:
Improve candidate experience on
mobile.
Make the job application process
simple and engaging across the
Web and mobile devices.
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Mobile Works.
Results:
Mobile job applicants increased by
19%
In 2014, more than 100,000 job
seekers applied for jobs at Comcast
on a mobile device.
360 NEW HIRES in 2 months
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Case Study: Informatica
GOAL:
Get the best tech talent
available in the toughest
market (Silicon Valley).
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PLAN:
Streamline application process.
Empower talent acquisition team
with the most innovative
technologies and visibility into the
recruiting process.
Case Study: Informatica
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Before:
• Application drop off rate approx. 40%.
• Average application took between 20-25 minutes.
• Very slow page loading times (and no mobile!)
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After:
• Application completion rate 84% within 3 months.
• Average application took between 4.48 minutes.