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Big Data for HR

Date post: 20-Jan-2015
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David Bernstein of eQuest, the global leader in job-posting delivery and job board performance analytics, discusses how Big Data analysis provides organizations with greater recruitment marketing effectivenss than ever before. By not only delivering predictive information on job postings but by also taking a holistic look at your talent pipeline, Big Data analysis provides the insight organizations need to make better-informed decisions more quickly, reducing time-to-hire, costs and administrative burden.
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Big Data for HR Using Predictive Analytics for Faster, More Accurate Talent Acquisition David Bernstein, eQuest
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Page 1: Big Data for HR

Big Data for HR

Using Predictive Analytics for Faster, More Accurate Talent Acquisition

David Bernstein, eQuest

Page 2: Big Data for HR

Agenda

• Introduction – Who is eQuest?• HR’s Journey• What is Big Data and Why Does it Matter?• Big Data & Talent Acquisition

Page 3: Big Data for HR

eQuest Intro

• eQuest is the world’s dominant and most utilized job posting distribution company. Our customer base consists of the majority of the Global Fortune 500. Additionally, we provide job deliveries on behalf of the world’s largest Applicant Tracking Systems, ERP’s, and job boards – managing another 20,000 companies through these channels.

• eQuest is chosen by applicant tracking and enterprise resource planning systems as the “job posting distributor of choice” more often than any other company offering similar services. These include PeopleSoft, Oracle, SAP, IBM, Taleo, Kenexa, SuccessFactors, Ceridian as well as many regional and country-based software systems operating in Singapore, South Africa, the Middle East, France, Canada, the United States, and the United Kingdom.

• eQuest Data and Media consultants average over 10 years of industry experience in working with HR customers to support their Sourcing, Media, and Analytic needs. This, combined with over 1.1 billion job board performance records and the latest candidate sourcing metrics, enables eQuest to focused on helping employers create effective job advertising strategies and campaigns.

• eQuest customers are headquartered in 22 countries across the globe. Our customers post jobs in 160 countries around the world.

Page 4: Big Data for HR

Agenda

• Introduction – Who is eQuest?• HR’s Journey• What is Big Data and Why Does it Matter?• Big Data & Talent Acquisition

Page 5: Big Data for HR

It’s All About The Journey

Page 6: Big Data for HR

HR’s Journey

Page 7: Big Data for HR

HR’s Golden Opportunity vs. The Hurdles

• Only 6% of HR organizations report that they have excellent analytic skills internally. Most have not yet invested the time it takes to build a holistic analytics function. Due to limited headcount, priority is given to core responsibilities.

• Only 8% of companies report that they have begun to implement a Predictive Analytics strategy into their HR Strategy and Planning activities.

• Only in the last 3 years have the top HCM vendors started to sell any Predictive Analytics functionality.

• Most reporting has been focused on HR Operational metrics vs. using data to drive planning and decision making.

• The United States alone faces a shortage of 140,000 to 190,000 people with analytical expertise and 1.5 million managers and analysts with the skills to understand and make decisions based on the analysis of big data.

Page 8: Big Data for HR

Agenda

• Introduction – Who is eQuest?• HR’s Journey• What is Big Data and Why Does it Matter?• Big Data & Talent Acquisition

Page 9: Big Data for HR

What is Big Data?Already becoming buzz phrase – no single definition

• Official definition: Convergence is building around the following:» Gartner’s 3 “V’s – A data set that is created through the combination of high Volume and

Velocity from a Variety of sources

• IBM’s 4th “V” – Veracity

• Technical Component - Due to the enormity of the data traditional data acquisition, storage, and processing tools will not suffice

• Paradigm Shift: Traditional Structured vs. Creative Discovery Models

• Layman’s definition is emerging. Less focus on “what it is.” Instead the focus is shifting to “why it is important?” and “how it can be used?”

» i.e. “Big Data” is collection of activities that center around the analysis of large sets of data to determine if there are any Patterns that could be used to Predict Performance.

Page 10: Big Data for HR

More Companies Agree on Big Data’s Benefits Than Its Definition

Page 11: Big Data for HR

Big Data Factoids

• Big Data facts:» 90% of the world’s data has been created in the last 2 years» Every 2 days we create as much information as we did up to 2003» Facebook: Processes over 2.5 Billion pieces of content and 500+ terabytes per day» Global Big Data market is expected to grow to $17B by 2015

• eQuest “Big Data” facts:» 1,140,034,029 Job Performance Records as of October 28» 1,000,000 records are being collected everyday» 41,667 records every hour» 694 records every minute» 11 records every second

Page 12: Big Data for HR

The Big Data Challenge• How will businesses contend with large investments in time, money, and people

it will take to derive the benefit from the massive amounts of data it now has access to?

• How can organizations exploit Big Data in timely and cost-effective ways that will enable them to derive insights that were once impossible to achieve?

• How can business functions capitalize on the ability to make evidence based decisions quicker and take faster actions?

Page 13: Big Data for HR

Data’s Journey

Page 14: Big Data for HR

Predictive Analytics – The Heart of Insight and Application

Page 15: Big Data for HR

Agenda

• Introduction – Who is eQuest?• HR’s Journey• What is Big Data and Why Does it Matter?• Big Data & Talent Acquisition

Page 16: Big Data for HR

An Example - Big Data Analytics for Talent Acquisition

Page 17: Big Data for HR

Case Study

Prior to eQuest Analysis:

Financial Job Board Sector Only

• Utilized 48 Financial Job Posting Sites• Average Spend Per Site = $500.00• Total Annual Spend = $175,000.00 (350 postings annually)

………….………….………….………….………….………….…….

After eQuest Analysis:

3 & 6 Month Trending Reports

• 3 & 6 month study showed no candidate viewership/activity on 45 of 48 sites• 2 sites showed upward candidate trending• 1 site determined strong viewership and response rates

Page 18: Big Data for HR

Case Study - Continued

Recommendations:

1. Disengage the 45 non-working career sites2. Add additional 4 career sites determined to be effective through data analytics3. Focus postings on remaining 3 sites and 4 new sites by job location, job title, skills sets4. Incorporated best responded to job titles in aggregated analysis5. Skill word(s) analysis, comparison, and recommendation

………….………….………….………….………

Results:

6. Candidate traffic was boosted by 175%7. Quality of candidates increased8. eQuest Media negotiated preferable posting contracts with the 7 boards to reduce overall

spend by 50% or $87,500.009. Repurposed savings into other job classifications

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Page 21: Big Data for HR

Thank You

Todd HallSenior Director, Software [email protected]

David BernsteinVice President Data Analytics Division925-275-8102925-786-0539 [email protected]

Page 22: Big Data for HR

© Copyright AspireHR, Inc. 2012

AspireHR, Inc.5151 Belt Line Road, Suite 1125

Dallas, Texas 75254

All Rights Reserved 

AspireHR, the AspireHR logo, are trademarks or registered trademarks of AspireHR, Inc in the United States. Other company, product and service names mentioned may be trademarks or service marks of other corporations.


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