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Best Practices in Recruiting Analytics from Southern Company

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Learn about Southern Company's journey in adopting recruiting analytics
20
Reporting and Analytics Southern Company July 2010
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Page 1: Best Practices in Recruiting Analytics from Southern Company

Reporting and AnalyticsSouthern Company

July 2010

Page 2: Best Practices in Recruiting Analytics from Southern Company

Today’s Discussion• Southern Company Overview• Reporting Journey• Southern Company’s Reporting Universe• Reporting Challenges• What’s Next• Questions

Page 3: Best Practices in Recruiting Analytics from Southern Company

The Southern Company family

4.4 million customers

4 State footprint

Operating Companies- Alabama Power- Georgia Power- Gulf Power- Mississippi Power- Southern Nuclear- Southern Power- SouthernLINC Wireless

302 locations

Simple, transparent business model

#166 on Fortune 500 list

History of sustainable, predictable growth

Strong financial performance

#1 ranked, nine years in a row, electric service provider in customer satisfaction by ACSI

Values driven by Southern Style- unquestionable trust - superior performance - total commitment

Loyal, long tenured workforce

26,000+ employees strong

Premier Provider of Electric

Power

Attractive Investment

Strong Culture, Employer of

Choice

Page 4: Best Practices in Recruiting Analytics from Southern Company

Workforce Profile

Employees: 26,421

Emp Growth: 4.7% since 2003

Average Service: 18 years

Average Age: 45 years

Average New Hire Age: 33

Average Retirement Age: 59

Turnover: 4.5% – 5%

Demographic Highlights

0

200

400

600

800

1000

1200

18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68 70 73 77

AgeE

mp

loye

e C

ou

nt

Average Age = 45

Retirement Age = 59

Apprentice Linemen

Plant Equipment Operators

Electricians

Craft Labor

Customer Service Representatives

Security Officers

Administrative Assts.

Plant, Lab, Chemical and Technicians

Non Exempt

Engineers

IT Professionals

Accountants & Financial Analysts

Designers

HR Professionals

Exempt

Page 5: Best Practices in Recruiting Analytics from Southern Company

Reporting Journey

• 4 Tier Reporting Model – each important to supporting business needs

• Requires a solid foundation for success - Data quality and consistency

Recruiting IntelligenceLeveraging Talent information, linking to business strategy

Workforce/Recruiting PlanningDelivering Modeling and scenario planning based on future needs.

* Southern’s Current Capabilities

DD

B

C

A

Recruiting AnalyticsOperational metrics for measuring performance.

Transactional ReportingDaily reporting from HR system

*

Page 6: Best Practices in Recruiting Analytics from Southern Company

Reporting Journey

1980’s 1990’s 2000’s 2010’s

Standard ReportsData points onlyLimited functionality

Charts & GraphsPivot TablesManual development

Drill capabilityProgrammable

PredictiveInterpretative

Southern CompanyTaleo Reporting Tools:

Webi Reports Company/BU SpecificDashboards

Configurator

2008 2008/9 2009

Southern Company Recruiting

Page 7: Best Practices in Recruiting Analytics from Southern Company

Actions Taken

Reporting Summit – brainstorm on measures, finalize definitions, ensure systems support needs

Integrations – integrate ATS system with HRIS system to ensure accuracy of source data (org structure, department, job attributes etc)

Reporting Implementation – develop, test, train, deploy, monitor

Data Integrity – ongoing audits and monitoring to ensure alignment with other systems

Evolving Process – research new concepts, listen to the business, push the envelope

2007 2008 2009 2010+

Page 8: Best Practices in Recruiting Analytics from Southern Company

Recruiting Reporting

TransactionalReporting

Analytics Planning

Simple reports around volume and workload

• Hire counts• Applicant count• Career Site traffic• Job Board traffic

Operational Metrics that measure performance

• Standard Recruiting Metrics - Hire Count - Demographics - Source Effectiveness - Time to Start - Offer Acceptance Rate• Key Performance Indicators - Workload - Efficiency - Effectiveness - Compliance

Modeling and Scenario planning

• Attrition & Hiring Projections• Recruiter Resource Allocation

Best-in-Class Model

Done up until 2007, primarily in Excel Manually generated

Reproduced at any level of Organization Automated via ATS Pushed out Quarterly and on- demand Ad-hoc analysis

Attrition modeling underway Resource allocation being monitored

Intelligence

Leverage Information linking to business strategy

• Applicant Success Rates• Recruiter Performance

Quality of Hire Candidate Profiles

Applicant Funnel Analysis

Reporting Road Map Business Unit demand System linkage needed Change management needed

Southern Company Model

Page 9: Best Practices in Recruiting Analytics from Southern Company

Reporting Migration

Transactional ReportingManually generatedExcel based

Page 10: Best Practices in Recruiting Analytics from Southern Company

Reporting Migration

Transactional ReportingManually generatedExcel based

Analytics ReportingAutomatically GeneratedDrillableGenerated at any Org Level

Page 11: Best Practices in Recruiting Analytics from Southern Company

Intelligence Reporting

Page 12: Best Practices in Recruiting Analytics from Southern Company

Intelligence Reporting

Intelligence ReportingEffectivenessPerformance Management

Page 13: Best Practices in Recruiting Analytics from Southern Company

Sampling of Taleo ReportsTraditional Webi Report

Page 14: Best Practices in Recruiting Analytics from Southern Company

Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report

Page 15: Best Practices in Recruiting Analytics from Southern Company

Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report Dashboard Report

269

139

194

Page 16: Best Practices in Recruiting Analytics from Southern Company

Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report Dashboard Report Configurator Report

269

139

194

Page 17: Best Practices in Recruiting Analytics from Southern Company

Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report Dashboard Report Configurator Report

269

139

194

Page 18: Best Practices in Recruiting Analytics from Southern Company

Employee ProfilesOverview: Exist for all 25,000+

employees Integrated with HRIS –

updated nightly Searchable Basic Work Information and

Skill Assessment Results

Future State: Incorporate knowledge,

skills and abilities and other relevant information

Search for internal talent

Page 19: Best Practices in Recruiting Analytics from Southern Company

Recruiting Metrics LandscapeReporting Challenges:1. Data integrity – trust and

buy-in with the data2. Analysis of data – telling

the story3. Decision Making / Strategy

conversation4. Custom reports vs.

StandardizationWhat’s Next?1. Monitor business needs

and be prepared to deliver2. Linkage with other

systems3. More “Intelligence” type

reporting

What’s Working Well?1. Able to answer every

request – data availability, reporting tool effectiveness

2. Reporting Charts - ready to go reports

3. Drilling capability

Page 20: Best Practices in Recruiting Analytics from Southern Company

Questions

Reporting & Analytics


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