+ All Categories
Home > Recruiting & HR > Big Data for Recruiting | SourceIn New York

Big Data for Recruiting | SourceIn New York

Date post: 11-Aug-2014
Category:
Upload: linkedin-talent-solutions
View: 1,491 times
Download: 28 times
Share this document with a friend
Description:
 From SourceIn New York, Jim Stroud explains why big data is a critical tool for recruiters. Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5 Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn
68
@jimstroud #SourceIn
Transcript
Page 1: Big Data for Recruiting | SourceIn New York

@jimstroud #SourceIn

Page 2: Big Data for Recruiting | SourceIn New York

I was for

big data

before I was

against

it.

Page 3: Big Data for Recruiting | SourceIn New York

RECRUITING AIN’T EASY

Page 4: Big Data for Recruiting | SourceIn New York

RECRUITERS BE LIKE…

Page 5: Big Data for Recruiting | SourceIn New York

And let them have the right amount of experience and be willing to accept the salary we offer and…

<-­‐-­‐-­‐-­‐-­‐-­‐  Post  and  pray  method.*  *This  method  is  gathering  steam  these  days.  

Are  you  hearing  me  recrui8ng  gods?  

Page 6: Big Data for Recruiting | SourceIn New York

WHY IS THAT?

Page 7: Big Data for Recruiting | SourceIn New York

Umm… IDK!

Page 8: Big Data for Recruiting | SourceIn New York

Just kidding. ;-)

Page 9: Big Data for Recruiting | SourceIn New York

2 Reasons why there is a lot more posting and praying these days…

Page 10: Big Data for Recruiting | SourceIn New York

#1 TALENT SHORTAGE

#irony

Page 11: Big Data for Recruiting | SourceIn New York

WHY  EMPLOYERS  ARE  HAVING  DIFFICULTY  FILLING  JOBS?  At  a  global  level  hiring  managers  report  that  talent  shortages  are  most  likely  to  reflect  a  lack  of  technical  competencies  or  a  more  general  lack  of  applicants  for  a  par8cular  post,    as  was  the  case  in  2012  

Page 12: Big Data for Recruiting | SourceIn New York

“…the  United  States  ranks  near  the  middle  in  literacy  and  near  the  boGom  in  skills  with  numbers  and  technology.”  

Yikes  

Page 13: Big Data for Recruiting | SourceIn New York

"The  Northern  hemisphere  faces  talent  shortages  in   a   wide   range   of   occupa8onal   clusters   largely  because   popula8ons   are   ageing   rapidly   and  educa8onal   standards   are   insufficient.   "The  United   States,   for   example,   will   need   to   add  more  than  25  million  workers  to  its  talent  base  by   2030   to   sustain   economic   growth,   while  Western  Europe  will  need  more  than  45  million.  In   Germany,   according   to   a   recent   assessment,  70%   of   employers   are   hard-­‐pressed   to   find   the  right  people."  

The   skills   deficit   is   exacerbated   by   the   fact   that   baby  boomers   will   be   reTring   and   young   people   are   not  pursuing   the   professional   skills   the   world   will   need.  People  skilled   in  professional  posi8ons  such  as  doctors,  scien8sts,   technicians,   health   care   professionals,   IT  professionals,  computer  scien8sts,  global  managers,  and  skilled  trades  such  as  plumbing  will  be  high   in  demand  but  severe  shortages  are  an8cipated.      

Yikes!  (Again)  

Page 14: Big Data for Recruiting | SourceIn New York

#2 Retention issues

#headache

Page 15: Big Data for Recruiting | SourceIn New York

August  2012  

Page 16: Big Data for Recruiting | SourceIn New York

Are  you  showing  your  people  love?  

January    2014  

Page 17: Big Data for Recruiting | SourceIn New York

May  2014  

Page 18: Big Data for Recruiting | SourceIn New York

Are you feeling the pain of this staffing storm?

Survey says… Yes.

Page 19: Big Data for Recruiting | SourceIn New York

Job  saTsfacTon  among  recruiters  and  leaders  is  not  especially  high.    Most   respondents,   including   hiring   managers   and   company   execuTves,   believe   jobs   are   at  least  as  hard  to  fill  this  year  as  in  2013,  and,  by  large  percentages,  believe  filling  jobs  will  be  even  harder  next  year.    

Page 20: Big Data for Recruiting | SourceIn New York

So what are companies doing about it?

Page 21: Big Data for Recruiting | SourceIn New York

Umm… IDK!

Page 22: Big Data for Recruiting | SourceIn New York

Just kidding. ;-)

Page 23: Big Data for Recruiting | SourceIn New York

BIG

Boo-­‐yah!  

This is how the war for talent will be won.

DATA

BABY! Boo-­‐yah!  

Page 24: Big Data for Recruiting | SourceIn New York

Data is the future. Data is now.  

Page 25: Big Data for Recruiting | SourceIn New York

So, what is big data?

Page 26: Big Data for Recruiting | SourceIn New York

Paul   F.   and   Warren   S.   Miller   Professor   of   Economics;   Professor   of   Finance   and  Sta8s8cs;  and  Co-­‐Director,  Financial  Ins8tu8ons  Center,  University  of  Pennsylvania  

“Big   Data   refers   to   the   explosion   in   the   quanTty  (and  someTmes,  quality)  of  available  and  potenTally  relevant   data,   largely   the   result   of   recent   and  unprecedented  advancements  in  data  recording  and  storage  technology.”  –  July,  2000  

OFFICIAL DEFINITION

Page 27: Big Data for Recruiting | SourceIn New York

My definition… “Big Data is a whole bunch of information.“

Page 28: Big Data for Recruiting | SourceIn New York

Of   course,   all   the   data   in   the  world   means   nothing   if   you  can’t  make  sense  of  it  all.    

Page 29: Big Data for Recruiting | SourceIn New York

Some companies are masters of big data!

Page 30: Big Data for Recruiting | SourceIn New York

Did  you  know  this?!  (A  clever  use  of  big  data.)  

Based   on   big   data,   Target  can   assign   a   “pregnancy  predic8on”  score.  

Page 31: Big Data for Recruiting | SourceIn New York
Page 32: Big Data for Recruiting | SourceIn New York

Early Weather Warnings

Understanding traffic patterns with GPS data

Predicting 2nd Heart Attacks with EKG data

Detecting credit card fraud

Decoding human genome

Page 33: Big Data for Recruiting | SourceIn New York

Do  you  see  it  now?    We  are  meant  to  be  together.    

Shut  up  and  kiss  me.    

Big Data HR

Page 34: Big Data for Recruiting | SourceIn New York
Page 35: Big Data for Recruiting | SourceIn New York

Goo g l e ’ s     Wo r k f o r c e  Predic8on   Algorithm   was  ambi8ous  and  controversial.    

2009

Page 36: Big Data for Recruiting | SourceIn New York

Now   Google   has   a   “People   AnalyTcs”  department   made   up   of   data   miners,  psychologists  and  MBAs.    

-­‐Kathryn  Dekas,  Manager,  People  Analy8cs  Team  at  Google  

Page 37: Big Data for Recruiting | SourceIn New York

PROJECT  OXYGEN  

Google   figured   out   the   traits   of  good  and  bad  bosses.  They  used  that   data   to   improve   the   work  performance   of   struggl ing  managers  by  75%.  

Page 38: Big Data for Recruiting | SourceIn New York

The  People  Analy8cs  team  was  also  helpful  in  dispelling  myths.  Namely,  employees  believed  that  when   you   worked   at   Google’s   headquarters   you   were   promoted  more   quickly   than   those   in  other  Google  offices,  or  the  Googlers  who  worked  on  “shiny  projects”    were  more   likely  to  be  promoted  than  those  who  were   just   regularly  working  on  the  day  to  day  opera8ons.  The  data  showed   that   neither   of   these   hypotheses   was   actually   true,   but   the   analysis   did   reveal   that  geing  feedback  from  senior  peers  was  the  most  important  factor  if  you  wanted  to  be  promoted  within  Google.  

Page 39: Big Data for Recruiting | SourceIn New York

Think

is the only one doing this?

Page 40: Big Data for Recruiting | SourceIn New York

Luxoica  Group  used  data   analy8cs   to  disprove   assump8ons   about   the   company's   recrui8ng  strategy.   Data   showed   that   it   took   on   average   96   days   to   fill   a   posi8on   with   an   external  candidate.    The  management  team  believed  that  the  company's  recruiters  acted  too  slow,  but  a  sta8s8cal  analysis  found  that  the  hiring  managers  dragged  their  feet  about  making  decisions  about  who  to  hire.  Aner  making  a  few  tweaks  they  went  from  96  days  to  fill  a  posiTon  to  46  days.    

Page 41: Big Data for Recruiting | SourceIn New York

Capital   One   creates   automated   data   reports   on   employee   aGri8on,   headcount   and  promo8ons.   Its   also   beginning   to   analyze   the   characterisTcs   of   its   most   successful  employees,  like  what  schools  they  went  to  and  what  their  majors  were.    

Page 42: Big Data for Recruiting | SourceIn New York

By   keeping   track   of   the   saTsfacTon   levels   of   delivery   associates,   a   company   called   Sysco  improved   their   retenTon   rate   from   65%   to   85%,   saving   nearly   $50   million   in   hiring   and  training  costs.  Very  impressive.    

Page 43: Big Data for Recruiting | SourceIn New York

BIG DATA IS COOL!

Page 44: Big Data for Recruiting | SourceIn New York

Umm… Wait a sec’…

But,  I  kept  reading.  

Page 45: Big Data for Recruiting | SourceIn New York

Tracking  collar  

Page 46: Big Data for Recruiting | SourceIn New York
Page 47: Big Data for Recruiting | SourceIn New York

Cubist  PharmaceuTcals  •  Sensor  data  tracked  

movement  and  voice  tones.  •  Merged  sensor  data  with  

email  traffic-­‐data  and  weekly  surveys  on  how  produc8ve  employees  felt.      

End  result?  •  More  face  to  face  interac8on  

equals  higher  produc8vity.  •  Company  revamped  cafeteria  

to  improve  group  interac8on.    Produc8vity  improved.  

Page 48: Big Data for Recruiting | SourceIn New York

Just   in   case   you  want   to   check   your   office   chair  when   you   get   back.   This   is   a  mo8on  sensor  designed  by  a  company  called  –  Herman  Miller.  (www.hermanmiller.com)    

Just  FYI…  

Page 49: Big Data for Recruiting | SourceIn New York

BIG DATA IS scary?

Maybe  I  should  stop  reading?  

Page 50: Big Data for Recruiting | SourceIn New York
Page 51: Big Data for Recruiting | SourceIn New York
Page 52: Big Data for Recruiting | SourceIn New York
Page 53: Big Data for Recruiting | SourceIn New York
Page 54: Big Data for Recruiting | SourceIn New York
Page 55: Big Data for Recruiting | SourceIn New York

All very interesting, but what has that have to do with HR today?

Page 56: Big Data for Recruiting | SourceIn New York
Page 57: Big Data for Recruiting | SourceIn New York

Two things to worry about when it comes to recruiting and big data!

Just  in  case  you  needed  more  to  think  about.  

Page 58: Big Data for Recruiting | SourceIn New York

#1 Unintended Consequences

#irony

Page 59: Big Data for Recruiting | SourceIn New York
Page 60: Big Data for Recruiting | SourceIn New York

#2 More Government Regulation

Page 61: Big Data for Recruiting | SourceIn New York

•  Advance  a  consumer  privacy  bill  of  rights  to  provide  be<er  informa=on  and  standards  for  protec=ng  privacy  

•  Pass  legisla=on  for  protec=ng  data  from  breaches  •  Prevent  discrimina=on  based  on  automated  profiling  of  race  or  other  sensi=ve  characteris=cs  

RecommendaTons  that  caught  my  eye  

Page 62: Big Data for Recruiting | SourceIn New York

So how do I get the benefits of big data while avoiding the negative consequences?

Page 63: Big Data for Recruiting | SourceIn New York

I don’t know.

Page 64: Big Data for Recruiting | SourceIn New York

Nobody knows (for sure) because it’s a new territory.

Page 65: Big Data for Recruiting | SourceIn New York

But I have some suggestions…

•  Big data is not good or evil. Its just a tool. Use it. •  Be transparent about the data you are collecting. •  Set clear rules around what it will be used for •  Keep a constant vigil for unintended consequences.

Page 66: Big Data for Recruiting | SourceIn New York

Subscribe  to  stay  current  on  this  stuff!  

Page 67: Big Data for Recruiting | SourceIn New York

 Contact  me:    Jim  Stroud  SR  Director,    RPO  Recrui8ng  Strategies  and  Support  Randstad  Sourceright            Linkedin:  www.linkedin.com/in/jimstroud    

Page 68: Big Data for Recruiting | SourceIn New York

LINKS  

All  the  links  cited  herein  can  be  found  here:  

hGp://bitly.com/bigdatababy    


Recommended