1. Data, Metrics and AnalyticsHow to Tell the Recruiting StoryRob McIntosh | Senior Vice President Global TalentAcquisitionAvanade Inc.www.avanade.com Copyright 2011 Avanade Inc. All Rights Reserved. 1 The Avanade name and logo are registered trademarks in the US and other countries.

2. Why was Solomonrecognized as the wisest manin the world? Because heknew more stories (proverbs)than anyone else. Scratch thesurface in a typicalboardroom and were all justcavemen withbriefcases, hungry for a wiseperson aretell us stories.Stories to the single most Alan Kay, vice president atpowerful weapon in a leadersWalt Disneyarsenal.Howard Gardner, Harvard University Copyright 2011 Avanade Inc. All Rights Reserved. 2 3. 1. Help make a case forchange/improvements(Why and How)The 3 Guiding 2. Set better expectations on whatPrinciples foris the issue or what ispossible/not possible Recruiting (Why and What) 3. Most importantly, it must Storytelling provide a tangible actionabledirection to take vs. just morepretty data. Copyright 2011 Avanade Inc. All Rights Reserved. 4. The Big 3Majority of Business Executives care about 3 Big Metrics and derivatives of the Big 3:Speed CostQualityCan you do Faster/BetterCan you Can you do itoptimallywith better manage and Quality outputs improve it Copyright 2011 Avanade Inc. All Rights Reserved. 4 5. Look for the Data Outliers Best Practice Challenge orOpportunity toOpportunity to share, discussdiscuss, fix and and apply improve? elsewhere?Low Performance High Performance Copyright 2011 Avanade Inc. All Rights Reserved.5 6. Contrast and Compare = Bad = GoodGolden Rule No. 1 Dont compare datasets that are not directionally the same.Example: Your Companies Cost Per Hire to your Competitors if you/theycalculate differently.Golden Rule No. 2 Wherever possible compare your dataset to somethingelse. A metric and data point standing alone by itself tells very little.Example: Compare your Cost Per Hire this year/month with last year/month. The StoryDid it go up or go down, why and what are you doing about it? Copyright 2011 Avanade Inc. All Rights Reserved. 6 7. Transparency and Directional CorrectnessTransparency1. Be clear on how and where you collect your data sources.2. Be clear on why you are measuringand the benefit you are after bypresenting the data. Directional Correctness1. 100% Data accuracy is very hard toachieve. Pick datasets that aredirectionally correct.2. In instances where the data is moreopinionated vs. factually driven, make sure the message focuses on the directional story vs. just the numbers Copyright 2011 Avanade Inc. All Rights Reserved. 7 8. Traffic Light StoriesThink about using traffic lights to tell your story visually.Green = On Plan / + To GoalYellow = Not on Plan / At Risk / ImprovingRed = Off Plan / Off Goal / Fixing Copyright 2011 Avanade Inc. All Rights Reserved. 8 9. Different Analytical Recruitment StoriesCostCost Per Hire comparisons and outliers vs. other Against PlanWorkforces/Job FamiliesROI on different Sourcing Channels and OutliersProactive vs. Reactive Sourcing results and Outliers vs.other Workforces/Job FamiliesLost Opportunity Cost = Financial impact for unfilled rolesSpeedTime to Hire comparisons and outliers vs. otherWorkforces/Job FamiliesTime to Source (Recruiting) vs. Interview Time to Hire(Business) and outliers by Workforces/Job Families Against GoalsQualityNew Hire Performance & New Hire Managed AttritionOffer Acceptance and outliers over time vs. otherWorkforces/Job FamiliesProductivity Throughput Ratios (Submits to Hire) vs.other Workforces/Job Families+ Operational EffectivenessAgainst Time & %Hires against a annual or monthly business/recruitingdemand planTracking against Recruitment Goals/KPIsVolume of recruiting resources/effort spent on Attrition vs.Growth roles Copyright 2011 Avanade Inc. All Rights Reserved. 10. Some Different Analytical Recruitment StoriesThroughput Analysis: Cradle to Grave MetricsStoryWe need to do x,y and z to increase the passive candidate initial response %We need to do x,y and z to help with efficiencies around active candidate screening todetermine quality earlier on in the process Copyright 2011 Avanade Inc. All Rights Reserved. 11. Negative Disposition Trends Story Can we improve our EVP to move the 60% rejection reasons down? Can we look at more flexible travel arrangements for this profile? What additional relationship development programs can we put in place to keep connected to the interested but timing not quite right group? Target Company Throughput Story Business says look at people from Target Total Candidates in % We reject % Candidates % of hires to Company F but the data does notCompanydatabase Total Hires Candidatesreject usapplications support the valueA33721 67%9%(16:1)B22213 57%8%(17:1)We found people coming fromC13513 70%8%(17:1)Company A are more successfulD53316 71%10% (33:1)because of x,y and z. This must beE351874%7%(47:1)our broad assessment criteria vs. justTarget companies? Copyright 2011 Avanade Inc. All Rights Reserved.F 64180%1%(64:1) 12. Comparative Source AnalysisAgency vs. Job Board Hire OverlapStory Opportunity to get more effective with our own Sourcing Channel Strategy and coverage to optimize costs and results Comparative Source AnalysisJob Board vs. Job Board Overlap Story Certain jobs should only be posted on Job Board X Stop spending Business Group C money on Job Board X and reinvest elsewhere. Copyright 2011 Avanade Inc. All Rights Reserved. 13. Employee Referral ValueStoryThroughput fromThroughput from Throughput fromEmployee Referrals are our greatest quality Business Interview RecruiterCandidateof hires:to Hire Resume/CV Review First Contact to Hire2.5:1 (Business Interview to Hire) to Hire4.6:1 (Recruiter Resume/CV Review to Hire) Avg. of Total Sourcing Channels8:1 (Candidate First Contact to Hire) 3.6:129.9:158:1Or for every 100 hires we need to make the ratio would need to look likethis:Cost savings differential is x3602,9905,800 Time to Fill differential is yOr if you could get all 100 hires from Employee referrals, then the ratiowould look like this: Do we have the resources in place to 250460800sustain and scale 5,800 First contacts?Recruiter Resume/CV Review to Hire Story Source Channel sample for Workforce x Ratio Employee Referral 4.6:1 More resources/cost/effort to recruit via xxxxx 6.1:1 other channel throughput ratios. Alumni7.1:1 Targeted Networking Referral7.2:1 As a Recruiter for Workforce x be mindful xxxxxx 8.1on the ROI associated with your Job Direct Sourcing 8.1:1 Postings.Do you optimize content or xxxxx 9.6:1 stop posting there all together? xxxxxx Event 32:1 What can you learn from your Recruiting Careers Website 42.4:1colleagues supporting Workforce y whos Job Board Postings46.5:1ratios are 12:1? Copyright 2011 Avanade Inc. All Rights Reserved.13 14. Profile A Pipeline Robustness # ofCandidates 10:1 Profile A Historical100 Throughput Benchmark 90 Target 80 707:1ActualCandidates 60 50 404:1 30 2:1 201:1 10 RecruiterBusinessBusinessOfferHireScreen Interview 1 Interview 2 Copyright 2011 Avanade Inc. All Rights Reserved. 15. Talent Mapping Copyright 2011 Avanade Inc. All Rights Reserved. 16. The Future is Big Data StoriesRecruiting & Talent Information pulled in frommultiple systems and sources CRM ATS SourcingTools SEOBigData SocialNetworksHRIS Performance ManagementWFPMulti-dimensionalRecruitment Stories Copyright 2011 Avanade Inc. All Rights Reserved. 16