How to get from… “first date” to “I love you”

About today…

…yes we are going to talk about Data

…yes we are going to talk about Arts and Science

…yes we are going to talk about the real ‘benefits’

…no, I am not asking you on a date

From first date to “I love you”

http://youtu.be/8mxZL0xmvmo eharmony advertises how important is to dig

deeper before going on a first date.

Something along the lines of 'Get the right data, Get the right love' which I thought

would be very relevant to today’s recruitment.

No one likes a bad date… ….or a bad interview

At Sportsbet we love data, and we love finding the right people who love Sportsbet.

Recruitment can be like dating and like a bad date, no one likes a bad interview.

So we commenced specifically measuring data when recruiting business analyst by doing the following:

• We are now more confident on our first date that coffee should turn into dinner/movie quickly.

• We score every candidate based on questions on motivation and experience .

• We assess ability and value ability and motivation ahead of experience

1st date/1st interviews have changed…

Can you remember that 1st

date 'feeling' when you

knew they really like me?

• We’re more engaging as we are more confident we are on the 'right date‘.

• We’re launching a 'Sportsbet values gift' for all candidates interviewed. It's like bringing

flowers without wasting flowers.

• We show candidates ‘we really like you" through our engagement with them.

If you had 50% more capacity, due to increased interview conversion to hire…

• Get on top of that employer branding project you have been meaning to get to!

• Improve your sourcing strategy, market mapping, talent pipeline engagement!

• Investing more time in your best source of hire - Internal referrals!

• Get to more networking events!

I don’t need to kiss as many frogs to find love…

Great dates/great candidate experience leads to…

“I love you" or " I do... accept your job offer!!”

New hires commencing with high employee engagement

Not just filled the role but actually hire a motivated, engaged, and ready to perform

employee!

So let’s see some data…

We’ve looked at the data of our BA hires to identify the best ways to source and assess

for fit and skills capability.

From the data we aim to hire people that perform best within Sportsbet.

This also involves full automation of data, video interview, assessments, background

checks, and on boarding.

Take our BA roles for example recruited Q4 2016

• # of applicants including referrals - 357• 12 Interviews (3%)

• 7 from 8 offers accepted – 87% offer accept

And this is what we contribute to…

This is Sportsbet…

https://workatsportsbet.com.au/#