1. • Human capital facts: The key indicators of the business’s health, such as head count,
turnover rate, and employee satisfaction.
• Analytical HR: Segmented data on the units, departments, and individuals that most need
attention.
• Human-capital investment analysis: Tracks the activities that have the largest impact on
the business, such as how employee satisfaction results in higher revenue, lower costs, and
greater employee retention.
• Workforce forecasts: Identifies and predicts the best times to either ramp up or cut back on
staff.
• Talent value model: Provides information on why employees want to stay in an
organization or why they choose to leave.
• Talent supply chain: Predicts out how to best staff a company according to changes in the
business.

2. TALENT ANALYTICS - AGENDA
Employer Brand
Analytics
 Monitoring Company Reputation
 Measure Employer Branding
Success
 Seeing how you stack up in the
competition
Marketing with
Talent Analytics
 Assessing Recruiting Events
 Email & Content Marketing
 Tracking Website Data
Budgeting with
Talent Analytics
 Set Hiring Goals
 Overcoming hiring challenges
 Drawing up a budget

3. EMPLOYER BRAND ANALYTICS
 Monitoring Brand Reputation
1. Set five key areas and track progress over time
2. Note the pros and cons of working at organization
3. Track Retention
 3 Steps of Monitoring
Brand Reputation

4.  Measure Employer Branding Success
EMPLOYER BRAND ANALYTICS
Retention
Rate
Employee
Engagement
Quality of
hire
Cost per hire
Brand
Awareness
Social Media
Score

5.  Seeing how you stack up in the competition
EMPLOYER BRAND ANALYTICS
› Celebrate and Market Your People
› Reward Employee Referrals
› Continue Sourcing Potential Candidates
› Increase Brand Awareness
› Get back into Networking
› Take Advantage of Websites
› Apply for awards and recognition

6. MARKETING WITH TALENT ANALYTICS
 Assessing Recruiting Events - Recruiting IS Marketing
• Identify sourcing channels:
1) Referral program; 2) Campus; 3) Industry associations/user groups;
4) Social networking sites;
• Create sourcing calendar:
1) Content 2) Target dates;
• Go-to-market strategy
- Posting & Sourcing on targeted channels;
• Build talent community
- Set up pipeline positions in ATS , Attract Talent & Nurture the
community.
“Every single candidate touch point—the online application experience, each interaction
with the scheduler, the preparedness of the interviewers, the turnaround time in
communicating with candidates, the way an offer is delivered—reflects on the employer .
They expect text messages and regular status updates. If you can’t do that, or worse, won’t
do it, you’ve already shown yourself as someone who’s slow to the game.”

7. • EMAIL are one of the oldest and best performing digital marketing
practices. And with the proliferation of mobile devices, they remain an
important means of communicating and engaging with customers.
 Building relationships with new clients and strengthen the old ones.
 Drive customer engagement by producing highly relevant email
messages.
 Email newsletters keep your clients and prospects updated which are
the marketing lifeline that draws significant success to your law firms.
 Launch subscription form on your websites to capture email addresses.
 Provide the highest return on investment (ROI)
• CONTENTis the foundation for all marketing. Content marketing is
about reaching the right person at the right time with a message that resonates
well enough for him or her to take action & you need to make sure that your
message stands out — and also impresses candidates
• You need images, blog posts, infographics, free eBooks, and the list goes on.
• When done well, the benefits of content marketing include increased
engagement, improved SEO, and leads and sales.
MARKETING WITH TALENT ANALYTICS
 Email & Content Marketing - Recruiting IS Marketing

9.  Tracking Website Data
MARKETING WITH TALENT ANALYTICS
 Link Clicks
 Mentions / Comments
 Retweets
 Top Posts
 Profile Visits
 Followers
 Hashtags
 Reach
 User Demographics
 Impression by Location
 Shares
 Blogging
https://www.youtube.com/watch?v=22Aqr20BoP0

10. BUDGETING WITH TALENT ANALYTICS
Here are a few things to consider in analyzing hiring goals:
Criticality: Prioritize analytics based on critical business questions
› How your budget correlates to the goals you’re trying to achieve
Capability: Build capability to apply business judgment to data
› How you plan to identify and budget for new tools to help you reach your goals
› How you plan to organize and track the budget and hiring goals throughout the
year
Credibility: For credibility, drive end-user ownership of talent analytics
› How you allocate spending among people, systems, and programs
 Set Hiring Goals
A good way to start is to review which channels yielded the greatest
sources of hires the previous year.

11. BUDGETING WITH TALENT ANALYTICS
 Set a Clear Vision and Objectives for talent analytics based on business outcomes:
Focus on talent analytics on providing tangible impact on the business's actions and decisions.
 Hold Talent Specialist accountable for rigorous data and measurements:
Establish accountability for all Talent Specialists, to become more effective at analyzing data and using this skill in daily HR activities.
 Connect your Talent Specialist with key contacts:
Identify and, more importantly, facilitate relationships between Talent Specialist and stakeholders across the business.
 Reduce new hire attrition by hiring for cultural fit.
Promote your brand by providing a transparent, realistic inside view of working at your company.
 Decrease time‐to‐hire
Build rapport with passive job seekers by letting them opt in to your talent network, which gives you a talent pool to access quickly
when
the right position opens.
 Increase employee referrals
When companies encourage workers to drive their own career paths through internal mobility programs, the resulting employee
satisfaction can benefit recruiters in the form of greater job referrals and hiring rates. After all, satisfied and engaged employees are
more
likely to recommend their organizations to prospective candidates.
 Overcoming hiring challenges

12. BUDGETING WITH TALENT ANALYTICS
Build, Buy or Lease ???
• Build : Difficult to find niche skills, Skills that can’t be purchased..
• Buy : Skills needed now for todays growth,
critical skills that recently left organization
• Lease : Skills that have uncertainty in demand, New to Organization,
Required only for limited projects, Skills which are uncertain in budget
 Drawing up a budget
Setting new goals
 Employer Branding
 Employee Engagement
 Cost‐per‐hire
 Employee Referrals
 Mobile Recruiting
 Social Media