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How Talent Analytics Can Help You Maximize Your HR Strategy
How Talent Analytics Can Help You Maximize Your HR Strategy Karen O’Leonard Vice President, Analytics &Benchmarking Research Bersin by Deloitte Deloitte Consulting LLP May 2014 William Blackstorm Sr. Manager – SSMI, Director Global Talent Analytics Cisco Kelly Payne Director, Client Success Glassdoor
Topics for Today’s Discussion Research: Building an Effective Analytics Capability Case in Point: Cisco Talent Analytics Tools on Glassdoor Q&A
Building an Effective Talent Analytics Capability
Talent Analytics Maturity Model Bersin by Deloitte Source: Bersin by Deloitte, 2014
Bersin by Deloitte 4% 10% 30% 56% Talent Analytics Maturity Model Source: Bersin by Deloitte, 2014
Advancing Takes Effort Level 2 Advanced Reporting Level 3Advanced Analytics Level 4 Predictive Analytics Level 1 Operational Reporting Level of Value Choke Point for Most Organizations Source: Bersin by Deloitte, 2014
In Short: HR is Not There Yet
Inaccurate data Invalid data Outliers Missing data Conflicting data Duplicates Poorly-defined data Lack of Data Standards Out-of-date data
Changing the Dialogue with Stakeholders Is this data correct? What do we do about it?
Improving Data Quality Source: Bersin by Deloitte, 2014
Dashboard Capabilities Customized by audience Self-service capabilities
Highlight Strengths and Weak Points Source: ADP, 2014
Highlight Key Findings Source: SuccessFactors 2013
Understanding Stakeholders’ Needs Try this: Stop sending your stakeholders their regular reports.
Understanding Stakeholders’ Needs Does anyone notice? Try this: Stop sending your stakeholders their regular reports.
Staffing Increases by Maturity Level (Assumes 10,000-person company) Source: Bersin by Deloitte, 2014
It Takes A Multi-Disciplinary Team World Class Analytics Team Database Source: Bersin by Deloitte, 2014
It Takes a Cross-Functional Team Source: Bersin by Deloitte, 2014
Finance Operations IT Business Leaders Sales Marketing Customers Source: Bersin by Deloitte, 2014
IT is “extremely supportive” of our talent measurement and analytics efforts Mature Analytics Teams Have Strong IT Support Source: Bersin by Deloitte, 2014
The Ugly Part of The Story Visual Dashboards Advanced Analytics Predictive Models The Ugly Part of The Story Visual Dashboards Advanced Analytics Predictive Models
Which functions have strong analytics capabilities? HR Lags Behind Source: Bersin by Deloitte, 2014
The Value of Talent Analytics HR organizations using predictive analytics are… Source: Bersin by Deloitte High-Impact Talent Analytics Study 2013 Source: Bersin by Deloitte, 2014
Case in Point: Cisco
Know Your Talent Through Analytics
3 Ways to Ensure YourCompany’s Message Is Working
Step #1 : Analyze Reviews & Ratings Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com, Salary.com Pros: Good work/life balance Strong collaboration environment More relaxed Friendly culture than most tech companies Great place to develop skills Hours: Open Flexible Remote work optionsfor most employees Resume Review Process (2 days to 2 weeks): Apply to role Recruiter phone screen (30-45 min.) Hiring Manager phonescreen (30 min.)
Step #1 : Analyze Reviews & Ratings Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com, Salary.com Intern Interview Process (2 to 6 weeks): Personal interview — 4 people, 30-45 min each Campus Pipeline: High volume of schools and strong campus recruiting presence. Low impact and low engagement. Intern/New Grad Turnover: 38% (1 to 3 years) Retention Rate: 62% (Annual) Intern Candidate Generation: Low/mid touch model, high volume of schools, weak online / ATS applicant system. Most applicants are brought in via campus recruiting vs. online. Extremely weak apply online applicants. We are missing the cream of the crop who prefer not to wait in line to engage the campus team and prefer an easy way to apply online or via mobile at their convenience.
Step #2 : Listen to What They Are Saying 95% employees say reviews from those on the inside are influential when deciding where to work
Step #3: Monitor Your Reputation Over Time Most job seekers read 4-7 reviews beforeforming an opinion of a company
What We Know About Today’s Candidates …so why is it so hard to find the right job and company? 51% have buyer’s remorse due to an inaccurate picture of the job 95% are influenced by reviewsfrom those inside the company 69% wouldn’t take a job with a company that had a bad reputation
Talent Analytics Helps You Stay Ahead of the Competition
Know Your Reputation
The DNA of Your Talent Pool
Helping People Find The Jobs & Companies They Love has become the most trusted and transparent place for today’s candidates to search for jobs and research companies Member growth over 4 years 48% of job seekers use Glassdoor (Source: Software Advice Report, Jan 2014)
Employer Branding Job Advertising Data & Analytics About Glassdoor
The Results We See 2x better applicant quality vs traditional job boards 30% lower cost-per-hire than other recruitment channels 3x more influence over candidates’ decisions
Karen O’Leonard Vice President, Benchmarking & Analytics Research Bersin by Deloitte Deloitte Consulting LLP firstname.lastname@example.org LinkedIn: KarenOLeonard William Blackstorm Sr. Manager – SSMI StrategicSourcing and Market Intelligence & GlobalTalent Analytics Research Division Cisco email@example.com Kelly Payne Director Client Success Glassdoor Twitter: kelly_payne22 Kelly.firstname.lastname@example.org
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