© 2018 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES
What is Moneyball?
“We didn’t solve baseball. But we
reduced the inefficiency of our decision
making.” 
 
- Paul Podesta
Moneyball: The Art of Winning an Unfair Game,
by Michael Lewis - Published in 2003

Big Data can help solidify HR’s reputation as a strategic business partner that
makes analytics-driven, evidence-based decisions, especially when it comes to
talent acquisition.
Big Data fuelled hiring means getting the right people at the right time.
It can improve candidate sourcing and selection, speeding up the hiring process and
reducing costs, all of which equate to significant competitive advantages.
How to apply Moneyball to talent acquisition:

Moneyball is all about using data to recruit
talent - How are the lessons from Moneyball
being implemented in your organization
today?
#OutboundAllStars Contest
#OutboundAllStars

Benefits of a data-driven hiring strategy
Identifying and targeting top talent based on relevant traits, experience and accomplishments
Widening potential talent pool beyond traditional sources - competitor companies, industry or
colleges
1
2
3
4
5
Analyzing patterns in historic hiring trends to find candidates who are most likely to succeed
Developing objective performance measurements
The ability to make hiring decisions based on objective, fact and empirical data
#OutboundAllStars

75%
of companies believe using data and analytics in HR is important,
however
8%
feel like their organization is strong in this area.
#OutboundAllStars

THE OUTBOUND ALL STARS RECRUITER SERIES 7 OF 57

Data-Driven Hiring
Parameters
INDUSTRY LEVEL DATA
COMPANY LEVEL DATA
CANDIDATE LEVEL DATA3
2
1
ENGAGEMENT DATA4

Industry Level data
Where will I find relevant talent in terms of location, education, etc
What skills am I looking for?
Is there a combination of experience / domain expertise I need? What’s the level of
experience I need in the desired skill / functional areas?
What are the substitute / complementary skills?
1
2
3
4

Here are some never before seen insights from the
Belong Mobile Talent Report 2018 -
a study of talent trends of over 40,000 mobile
developers in India
#OutboundAllStars

Industry trends - Role-based Search
When you search for Mobile Talent by 'Role', NCR emerges as the top spot, with 12% of IOS and Android talent.

Skill breakdown for IOS and Android
Swift emerges - repeat

Industry trends - Skill based Search
When you search by relevant skill set, your potential talent pool increases by over 35%, helping you ﬁnd talent
that you may have missed out on.

Industry trends - Talent Pools
ITeS & Computer Software dominate the talent pool, but new industries like Telecommunication and Marketing have
recently joined the top industries

Industry Data - Benefits
Intelligent targeting 
Target those locations, industries and companies where
you are most likely to find relevant talent
Better partnership with Business 
Set expectations with Business as to talent availability,
forecasted time to hire, etc
Increased adaptability 
Proactive sourcing allows you to create adaptable,
scalable hiring strategies
Optimize recruiter efficiency 
Recruiters can now prioritize those channels or sources
that have historically been successful
Creation of talent communities 
Nurturing talent communities will help minimize time
and cost of hire for similar candidates in the future
 
Staying ahead of competition 
Knowing talent trends is the best way to maintain your
company’s competitive advantage

Industry Data - Benefits
Intelligent targeting:  
Target those locations, industries and companies where
you are most likely to find relevant talent.
Better partnership with Business:  
Set expectations with Business as to talent availability,
forecasted time to hire, etc
Increased adaptability 
Proactive sourcing allows you to create adaptable,
scalable hiring strategies
Optimize recruiter efficiency 
Recruiters can now prioritize those channels or sources
that have historically been successful
Creation of talent communities  
Nurturing talent communities will help minimize time
and cost of hire for similar candidates in the future
 
Staying ahead of competition: 
company’s competitive advantage.
Intelligent targeting  
Target those locations, industries and companies
where you are most likely to find relevant talent
Staying ahead of competition
company’s competitive advantage

Sources
Talent Reports,
Surveys
Online groups and
communities
Professional and
social networks

Company Level Data
What kind of candidates have historically been successfully hired?
What is the criteria that is the most important for candidates to match?
What parameters ensure culture fit?
Company Data
Competitor Data
Which companies work on similar products or have teams with relevant capabilities?
Are there companies at the same size or similar stage of growth as us where we can
find relevant talent?
Which of these companies are based in desired locations?

Company Level Data

Feedback loop to refine Opportunity Profile

Company Data - Benefits
Conversion Ratio Predictability 
Forecast the success of future candidates based on what
has worked well in the past
Employer Value Proposition  
Understand what kind of candidates succeed to craft a
unique EVP to attract similar candidates
Higher Conversion Ratio 
The dynamic feedback loop ensures improved
Conversion Ratios
Earning trust of Hiring Managers 
Hiring Managers waste less time on irrelevant
candidates therefore building a strong relationship
between Recruiters and Hiring Managers
Improved Candidate Experience 
Knowing what worked well and what didn’t within your
own hiring process will help you significantly improve
your candidate experience

Company Data - Benefits
Conversion Ratio Predictability: 
Forecast the success of future candidates based on what
has worked well in the past
Employer Value Proposition  
Understand what kind of candidates succeed to craft a
unique EVP to attract similar candidates
The dynamic feedback loop ensures improved
Conversion Ratios
Earning trust of Hiring Managers: 
candidates therefore building a relationship between
recruiters and HMs
Improved Candidate Experience 
Knowing what worked well and what didn’t within your
own hiring process will help you significantly improve
your candidate experience
Conversion Ratio Predictability  
Forecast the success of future candidates based on
what has worked well in the past
Earning trust of Hiring Managers 
candidates therefore building a strong relationship
between Recruiters and Hiring Managers

Sources
Your ATS and
Hiring Manager
discussions
Professional
networks, social
networks
Online groups and
communities
Company data Competitive data
Company Annual
Reports, Industry
Research

Candidate Level Data
Are the people I’m targeting following key leaders/influencers in the space? 
Do they consistently post, share or consume content on social media that indicates
their interest in the space? 
Are they part of relevant online groups or forums? 
Does their career path reflect growth? 

“If you take a data-backed perspective and you analyze the background and
characteristics of the high-performers over a period of time, you actually
might find that candidates who went to great colleges and got high GPAs
are not the best candidates for the role. That information that has huge
impact on the performance of your business.”
JOSH BERSIN
Bersin by Deloitte
#OutboundAllStars

Candidate Data - Social Media Insights

Candidate Data - StackOverflow profile

A personalized email that shows that the
recruiter has done their research and causes
the response rate to jump to 60-70% - What
kind of research do you undertake to
personalize your reachout emails?
#OutboundAllStars

Higher open and response rates
Personalized emails see three times the response rates
compared to generic emails 
Better candidate experience  
When they see that you took time out to research about
them, your candidates will feel valued and special
Improved employer brand
Candidate insights help you customize the positioning of
your brand so that it resonates most with them
Candidate Data - Benefits
Faster hiring cycle  
Your engagement with the candidate will be much more
productive and lead to faster movement
Better relationship with the
candidate 
When you are able to drive a conversation backed by
insights, candidates will be more likely to listen
There will be net boomerangs
Candidates will be more likely to reach out to you first
when they’re ready for their next opportunity

Higher open and response rates
Personalized emails see three times the response rates
compared to generic emails 
Better candidate experience:  
them, your candidates will feel valued and special.
Improved employer brand
Candidate insights help you customize the positioning of
your brand so that it resonates most with them
Candidate Data - Benefits
Faster hiring cycle  
Your engagement with the candidate will be much more
productive and lead to faster movement
Better relationship with the
candidate 
When you are able to drive a conversation backed by
insights, candidates will be more likely to listen
There will be net boomerangs:
Candidate will be more likely to reach out to you first
when they’re ready for their next opportunity.
Better candidate experience  
them, your candidates will feel valued and special
There will be net boomerangs
Candidates will be more likely to reach out to you first
when they’re ready for their next opportunity

Sources:
Professional networks Social networks Online groups and
communities

Engagement Data
How engaged are my target candidates with me?
Are they on our talent nurturing lists? If they are, do they engage with the content we
share?
 
Do they follow or engage with us on our social networks or groups?
 
Have we engaged them in any interview process before?

of all candidates indicate the preferred method of communication is email
contact. In this era of the social revolution, marketing professionals have
determined that email is 40 times more effective than Facebook and Twitter
combined in acquiring customers.
97%
of businesses are using email marketing to try to convert email recipients into
buyers. It must be working because, according to a Smith-Harmon survey, 76 %
of subscribers have made purchases from an email marketing message.
79%
#OutboundAllStars

Engagement Data - Email Heat Map

Candidate Engagement Score (CES)

6 people backed out at last
minute. All of them from low
Candidate Excitement
Score.
CES based on prep notes
time, recruiter notes, reach
out email reply date etc.
Candidate Engagement Score (CES)

How to
optimise a
Recruiter’s
time
1 Hour
Internal
Meetings
1 Hour
Meeting with
Hiring Manager
1 Hour
Lunch,
Breaks
2 Hours
On Calls
2 Hours
On Reach out Emails
1 Hour
Follow up
with Candidates

Benefits
Lowers Candidate Drop-off  
Recruiters can track which candidates are interested,
and which need to be engaged with more
Predictability  
Knowing how engaged a candidate is will help
forecast conversion ratios and therefore metrics like
time to hire and time to join
Knowing which candidates need to be engaged with and
planning your follow ups accordingly can help recruiters
boost conversion through the pipeline
Optimized Resource Allocation  
Recruiters can focus on high potential candidates who
are not engaged by identifying these candidates

Benefits
Lowers Candidate Drop-off  
Recruiters can track which candidates are interested,
and which need to be engaged with more
Predictability  
Knowing how engaged a candidate is will help
forecast conversion ratios and therefore metrics like
time to hire and time to join
Higher Conversion Ratio: 
Optimized Resource Allocation:  
Recruiters can focus on high potential candidates who
are not engaged by identifying these candidates
Optimized Resource Allocation
Recruiters can focus on high potential candidates who are
not engaged by identifying these candidates
Higher Conversion Ratio

Sources
Engagement or
marketing tool
ATS, CRM Social MediaCandidate Surveys

While data driven strategies can help talent
acquisition with predictable hiring success,
human-centered strategy must remain at the
core of recruitment. What are some of the
ways that data and technology can never
replace recruiters?
#OutboundAllStars

Results
Increased
Quality of Hire
Predictable
Speed of Hire
Improved
Candidate
Experience
Embed Diversity
into Recruiting
Process
Deliver On
Recruiting
Capacity

Whatever method you use, remember that talent analytics is not a “one-
and-done” process. In order for recruitment to be successful, you must
continuously look for ways to improve hiring.  
 
Talent Analytics enables you to confidently double down on your strengths
and eliminate the areas where you’re weakest so you can meet every talent
need of your organization.

Webinar#3: Outbound All Stars Webinar Series

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Webinar#3: Outbound All Stars Webinar Series

Similar to Webinar#3: Outbound All Stars Webinar Series (20)

More from Belong

More from Belong (9)

Recently uploaded

Recently uploaded (6)

Webinar#3: Outbound All Stars Webinar Series