Greg Hauser  Director, Talent Acquisition  Ingram Micro  @greghauser

What Metrics REALLY Matter?

#intalent

Today’s workshop

Evolution of Recruiting Metrics

Basics of Metrics

Group Discussion Determine what data to analyze - What matters most to

my Executives, HR Team, Recruiters? Develop a standard template / Scorecard

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Where it all began……Since the famous statement "What is not measurable make measurable" of Galileo Galilei (1564 -- 1642) it has been a major goal in science to quantify observations as a way to understand and control the underlying causes.

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Basics of Metrics

Types: Historical, Real time, Predictive

Keys to success: 1. Reliable

Data must be “true” or accurate and validated over time

2. Actionable Reports must be detailed enough to take action Group data so it is relevant and meaningful

3. Scalable The process of collecting and analyzing data must scale Your outputs must be useful for people at all levels

4. Understandable People must be able to visualize and understand what you find Line managers, executives, and employees must use the data

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Identify Focus Areas

Quantity

Efficiency

Quality

Diversity

Source

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Identify Measurement

Quantity = Number of Hires

Efficiency = Time to Fill, Acceptance Ratio

Quality = Turnover Rate, Survey Feedback

Diversity = % of Diverse Hires

Source = Most Effective Source of Hires

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Create A Standard TemplateFocus Area Measurement Q1 2013 Q2 2013 Total / Average

ExemptNon-ExemptTotal

Time to Fill (Days) ExemptNon-Exempt

Acceptance Ratio (Accepts/Offers)

- Less than 6 months - Less than 1 year

New Hire Hiring Manager

Internal Mobility

% Hires - Minority Exempt

Non-Exempt

Total

% Hires - Female Exempt

Non-Exempt

Total

Source

Employee Referral

Company Website

Internal Candidate

Additional Sources

Recruiter Sourced

Quality

New Hire Turnover

Satisfaction Survey (1 = strongly disagree; 5 = strongly agree)

% Hires - Internal

Diversity

Job Board

Efficiency

QuantityNo. of Hires

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Build onto Standard TemplateFocus Area Measurement

Q1 Q2 Q1 Q2

Exempt 5 14 12 29

Non-Exempt 7 0 2 4

Total 12 14 14 33

Manager 1 3 7 11

Non-Manager 11 11 7 22

Exempt 74 85.07 79 58.66

Non-Exempt 63 0 7 24.75

Manager 76 52.33 62.14 62.64

Non-Manager 66.64 94.00 72.57 50.50

Acceptance Ratio (Accepts/Offers) 92.3% 100.0% 100.0% 97.1%

- Less than 6 months 0.00% 3.03% 3.03% 0.00%

- Less than 1 year 0.00% 0.00% 0.00% 1.41%

New Hire N/A N/A N/A N/A

Hiring Manager N/A N/A N/A N/A

Internal Mobility 42% 36% 36% 33%

Source

12%

8% 7% 6%

8% 29%

21% 9%

8% 14% 14% 21%

7% 14% 3%

42% 36% 36% 33%

Recruiter 1 Recruiter 2

Indeed

Quality

Satisfaction Survey Results

Linked-In Job Posting

Simply Hired

Job Board

% Hires - Internal

Other Job Board

Efficiency

New Hire Turnover

Time to Fill (Days)

Quantity No. of Hires

Internal Candidate

Recruiter Sourced

Employee Referral

Company Website

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Evaluate ROI

User Days Visited Job Posts Searches Performed Profiles Viewed InMails Sent InMails Accepted InMails Declined InMails Response Rate (%) Jobs OpenRecruiter 1 22 2 25 110 28 7 0 25 1Recruiter 2 9 0 10 17 0 0 0 0 0Recruiter 3 10 7 20 11 0 0 0 0 4Recruiter 4 17 1 62 284 26 14 0 53 0Recruiter 5 55 0 58 329 162 45 4 27 0Total / Avg for period: 113 10 175 751 216 66 4 24 5

0

10

20

30

40

50

60

Recruiter1

Recruiter2

Recruiter3

Recruiter4

Recruiter5

InMails Response Rate (%)

InMails Response Rate (%)

0

20

40

60

80

100

120

140

160

180

Recruiter 1 Recruiter 2 Recruiter 3 Recruiter 4 Recruiter 5

InMails Sent

InMails Sent

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Fish in a Barrel - Predictive Analytics!

Target Recruiting Source

Promotable

High Potentials

Rock Stars!

Group Discussion Topics

What metrics do you currently have? What are your focus areas? What are you measuring?

What will you take away from this discussion?

Q&A