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Ian Cook Head of Workforce Solu2ons Visier
Recrui6ng Analy6cs: What Your ATS Won't Tell You
Recrui'ng Analy'cs What Your ATS Won’t Tell You
Ian Cook Head of Workforce Solu'ons Visier November, 2016
Only Visier connects all the dots – for you – from workforce insights to business outcomes
Visier is how the best brands achieve the best business outcomes
Agenda
§ The focus on talent acquisi'on § Why measuring the long-‐term impact of talent acquisi'on is
difficult § The problem of disconnected data § Op'ons for connec'ng data to uncover talent acquisi'on
insights
The focus on talent acquisi'on
Talent Acquisi'on is the HR topic that provides the biggest business advantage
Realizing the Value of People Management, Boston Consul2ng Group
It is tougher than ever to find people!
Spending on talent acquisi'on is high—and geSng higher
The Bersin by DeloiFe 2015 HR Factbook, 2015.
$3,500
$4,500
2011 2014
Average cost per hire in the U.S.
Quality of hire is THE most valued metric
21% 28% 39%
Global Recrui2ng Trends 2016, LinkedIn Talent Solu2ons, 2016
But leaders lack confidence in “quality of hire” measurement
68% 32%
Low confidence in quality
measurement
High confidence in quality
measurement
Global Recrui2ng Trends 2016, LinkedIn Talent Solu2ons, 2016
Why measuring the long-‐term impact of talent acquisi'on is difficult
Your ATS is disconnected from other workforce data
Your ATS can’t tell you the two most cri'cal things about recrui'ng
Your ATS can’t tell you the two most cri'cal things about recrui'ng
1. Who the best hires will be for the long term
Your ATS can’t tell you the two most cri'cal things about recrui'ng
1. Who the best hires will be for the long term
2. What recrui2ng programs drives the best long-‐term results
Your ATS also can’t:
Your ATS also can’t:
Help you fix hiring boFlenecks
Your ATS also can’t:
Help you fix hiring boFlenecks
Accurately predict how fast you’ll hire for a given
role
Your ATS also can’t:
Help you fix hiring boFlenecks
Accurately predict how fast you’ll hire for a given
role
Tell you why good candidates drop out of the hiring
process
Your ATS also can’t:
Help you fix hiring boFlenecks
Accurately predict how fast you’ll hire for a given
role
Tell you why good candidates drop out of the hiring
process
Track whether you’ll hit your hiring and
diversity targets
Your ATS also can’t:
Help you fix hiring boFlenecks
Accurately predict how fast you’ll hire for a given
role
Tell you why good candidates drop out of the hiring
process
Track whether you’ll hit your hiring and
diversity targets
Help you op2mize spending on talent
acquisi2on
Your ATS also can’t:
Help you fix hiring boFlenecks
Accurately predict how fast you’ll hire for a given
role
Tell you why good candidates drop out of the hiring
process
Track whether you’ll hit your hiring and
diversity targets
Help you op2mize spending on talent
acquisi2on
Give stakeholders enough visibility into the status of open posi2ons
The problem of disconnected data
The problem of disconnected data
The problem of disconnected data
Your ATS
§ Limited to its piece of the talent journey
§ Disconnected from non-‐ATS data
§ Lack of analy2c capability and scope
The problem of disconnected data
Your HRMS § Complex & costly to connect
to non-‐HRMS data for beFer insights
§ Limited to basic repor2ng—how many, not why or what next
§ Lack of velocity in innova2on in analy2cs
Your ATS
§ Limited to its piece of the talent journey
§ Disconnected from non-‐ATS data
§ Lack of analy2c capability and scope
The problem of disconnected data
Your HRMS § Complex & costly to connect
to non-‐HRMS data for beFer insights
§ Limited to basic repor2ng—how many, not why or what next
§ Lack of velocity in innova2on in analy2cs
Your ATS
§ Limited to its piece of the talent journey
§ Disconnected from non-‐ATS data
§ Lack of analy2c capability and scope
Niche Recrui6ng Apps § Limited to a niche focus
area
§ Disconnected from other data
§ Lack of analy2c scope (i.e., ques2ons answered)
What are the op'ons for connec'ng data?
The technology choices
Business Intelligence
Workforce Intelligence
Business intelligence
Business intelligence
§ Tools that allow you to create reports and dashboards on any data
§ Extremely flexible – you can build whatever you want
§ Extremely difficult and expensive – requires very technical and expensive skills
§ Slow – you (or IT) have to build it all yourself
Business intelligence challenges and risks
Complex data integra2on
Costly data warehouse
Time-‐consuming report development
No integrated security
BI project costs: A TCO that keeps growing BUSINESS INTELLIGENCE SOLUTION TIME COST
BUILD DATA WAREHOUSE Design data model and source, transform, cleanse, and load data into warehouse
12-‐36 MONTHS $2.3 MILLION ON AVERAGE (IDC)
DEPLOY BI TOOLS Source and implement business intelligence plajorm 6-‐9 MONTHS $250 PER USER PLUS DEVELOPMENT COSTS,
TYPICALLY ADDING TO $750K+
GENERATE CONTENT Build out first reports and dashboards to send to users 3-‐9 MONTHS $1,000 PER USER PLUS DEVELOPMENT
COSTS, TYPICALLY ADDING TO $500K+
IDENTIFY GAPS Iden2fy needs for new business ques2ons and repeat data warehouse, BI tools, and content genera2on steps
3-‐9 MONTHS RANGE OF COSTS, DEPENDING ON SCOPE
COST $3.5 MILLION+
Workforce intelligence
Workforce intelligence quickly connects disparate data sources
Workforce Intelligence
Manage the needs of mul'ple stakeholders easily
Give each stakeholder the view of the pipeline that’s relevant to their needs.
Track diversity and ensure equity across the hiring process
Discover whether matching diversity of candidates with interviewers improves hiring rates.
Forecast when key roles will be hired
Have a complete, up-‐to-‐date view of your en're recrui'ng pipeline
Compare 2me in each stage of the recrui2ng pipeline for successful hires versus all applicants.
The 'me to act is now Companies that put workforce intelligence to work
profoundly improve their business results
Bersin by DeloiFe: High Impact Talent Analy2cs CEB Corporate Leadership Council: The Analy2cs Era
Sierra Cedar: HR Systems Survey
Resources available at www.visier.com
Download your copy Download your copy
Subscribe to the Workforce Intelligence Blog
Thank you § Ian Cook § [email protected]
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