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Frequently	
  Asked	
  Ques6ons	
  
#WFwebinar
	
   	
  
	
  	
  
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.	
  
$3,50
0	
  	
  
$4,50
0	
  	
  
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	
  
§  ian.cook@visier.com	
  
#WFwebinar
	
   	
  
	
  	
  
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Recruiting Analytics: What Your ATS Won't Tell You

  • 1. #WFwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
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  • 5. #WFwebinar         Ian  Cook   Head  of  Workforce  Solu2ons   Visier   Recrui6ng  Analy6cs:  What  Your   ATS  Won't  Tell  You  
  • 6. Recrui'ng  Analy'cs   What  Your  ATS  Won’t  Tell  You Ian  Cook Head  of  Workforce  Solu'ons Visier November,  2016
  • 7. Only  Visier  connects  all  the  dots  –  for  you  –  from   workforce  insights  to  business  outcomes
  • 8. Visier  is  how  the  best  brands  achieve  the  best   business  outcomes
  • 9. 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
  • 10. The  focus  on  talent   acquisi'on
  • 11. Talent  Acquisi'on  is  the  HR  topic  that  provides  the  biggest   business  advantage Realizing  the  Value  of  People  Management,   Boston  Consul2ng  Group  
  • 12. It  is  tougher   than  ever  to   find  people!
  • 13. Spending  on  talent  acquisi'on  is  high—and  geSng  higher The  Bersin  by  DeloiFe  2015  HR  Factbook,  2015.   $3,50 0     $4,50 0     2011   2014   Average  cost  per  hire  in   the  U.S.
  • 14. Quality  of  hire  is  THE  most  valued  metric 21%   28%   39%   Global  Recrui2ng  Trends  2016,  LinkedIn  Talent  Solu2ons,   2016  
  • 15. 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  
  • 16. Why  measuring   the  long-­‐term   impact  of  talent   acquisi'on   is  difficult
  • 17. Your  ATS  is  disconnected  from  other  workforce  data
  • 18. Your  ATS  can’t  tell  you  the  two  most  cri'cal  things  about   recrui'ng
  • 19. 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  
  • 20. 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  
  • 21. Your  ATS  also  can’t:
  • 22. Your  ATS  also  can’t: Help  you  fix  hiring   boFlenecks  
  • 23. Your  ATS  also  can’t: Help  you  fix  hiring   boFlenecks   Accurately  predict   how  fast  you’ll   hire  for  a  given   role  
  • 24. 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  
  • 25. 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  
  • 26. 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  
  • 27. 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  
  • 28. The  problem  of   disconnected  data
  • 29. The  problem  of  disconnected  data
  • 30. 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  
  • 31. 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  
  • 32. 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)  
  • 33. What  are  the   op'ons  for   connec'ng   data?
  • 34. The  technology  choices Business     Intelligence   Workforce   Intelligence  
  • 36. 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  
  • 37. Business  intelligence  challenges  and  risks Complex  data  integra2on   Costly  data  warehouse   Time-­‐consuming  report  development   No  integrated  security  
  • 38. 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+  
  • 40. Workforce  intelligence  quickly  connects   disparate  data  sources Workforce  Intelligence
  • 41. Manage  the  needs  of  mul'ple  stakeholders  easily Give  each  stakeholder  the   view  of  the  pipeline  that’s   relevant  to  their  needs.  
  • 42. Track  diversity  and  ensure  equity  across  the  hiring  process Discover  whether  matching   diversity  of  candidates  with   interviewers  improves   hiring  rates.    
  • 43. Forecast  when  key  roles  will  be  hired
  • 44. 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.  
  • 45. 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  
  • 46. Resources  available  at  www.visier.com Download  your  copy   Download  your  copy   Subscribe  to  the     Workforce  Intelligence   Blog  
  • 47. Thank  you §  Ian  Cook   §  ian.cook@visier.com  
  • 48. #WFwebinar         Register for the next Webinar! Technology and the HR Function Wednesday, November 9, 2016 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Workforce Webinars at events.workforce.com/webinars OR click the icon on the widget bar!