I am data-driven and

so are you

Director of Talent, LevelUp

Jen Paxton

@Married_2_IT

Where I’m coming from

Talk outline

1. Why I became data driven

2. Process for evaluating performance

3. Tools, decisions and action

4. Carpe Diem!

Why I became data driven

Why I became data driven

June 2013-July

2015

Company Fiksu

Growth 150 to 300

What I wish

I knew

What’s our best

source of

applicants?

Emotional

state

Why I became data driven

2013-2015 2016- May 2017

Company Fiksu TrueMotion

Growth 150 to 300 20 to 40

What I wish

I knew

What’s our best

source of

applicants?

How long does it

actually take to

hire someone?

Emotional

state

Why I became data driven

2013-2015 2016- May 2017 2017

Company Fiksu TrueMotion LevelUp

Growth 150 to 300 20 to 40 150 to 200

What I wish

I knew

What’s our best

source of

applicants?

How long does it

actually take to

hire someone?

How are we going

to scale faster?

Emotional

state

Designing a process for

evaluating performance

Process for evaluating performance

Create a checklist

○ What are the most important metrics?

○ What time period?

○ Who do I share these metrics with?

○ How frequent do I pull these metrics?

What are the most important metrics?

Candidate

Experience

● Career Site Traffic

● Source per hire

● Recruiting funnel

Quality of hire

● Interview Feedback

● Referrals

● Job Description

effectiveness

Speed/Efficiency

● Time to hire

● Cost per hire

● Offer acceptance

rate

Recruiting Funnel

Tips

● Establish what a “healthy

pipeline” looks like

● Find bottlenecks in process

● Do a Post Mortem after the

role is filled or after 30 days

Phone Screens

Offers

Applicants

Onite Interviews

Hires

Referral Metrics

● Best source for recruiting

● How do we get them?

● Ensuring quality referrals

Of hires are from

referrals

40%

Measuring effectiveness of Job Descriptions

A/B Test

Job Titles

● Sales Executive

vs Sales Manager

● Rails Developer vs

Ruby on Rails

Developer

Personalize

Content

● Tailor content to

speak to your

ideal candidate

● Use words that

evoke your

company culture

Use Unbiased

Language

● Leverage Textio

(Gender decoder)

● Limited number of

must have

qualifications.

Metrics for hiring managers and Execs

Time to hire Cost per hire Source Per Hire

Use the right technology

& tools to inform

decisionsAnd drive actionable results!

Putting Data into practice

Define

“must

haves”

Standardize

collection

process

Determine

frequency

Identify

audience &

their needs

Tailor

reports for

audience

Carpe Diem“Don’t put off tomorrow what you can do today”

~Benjamin Franklin

To hear from more speakers at our

Summit, watch our live stream

recording here:

https://www.lever.co/resources/tale

nt-innovation-summit/main-event

Jen Paxton

Director of Talent, LevelUp

@Married_2_IT