1 SEPT 10 4:30 PM STATE CONCURRENT SESSION: TECHNOLOGY Using Big Data to Optimize Your Process for Filling Jobs Panelists: Jason Ezratty, President, Brightfield Strategies Ken Lazarus, Chief of Staff, Scout Sponsored by:
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3 How BIG is BIG DATA? 30 million pieces of Facebook content, monthly 4,762 texts sent by average teen, monthly 2 billion YouTube video views, per day 90% of world s data created in last 2 years 2.5 qunitillion bytes generated, per day 3 billion humans online by zettabytes of data created & shared by 2015
4 IBM History-Flow Visualization of Wikipedia Edits
5 IF YOU HAVE NOTHING TO HIDE YOU HAVE NOTHING TO FEAR
6 What is BIG DATA? Big Data is the mining of lots integrated data, made difficult by the vast quantity and loose conformity of data We ve always generated more data than we can store, more demand for systems resources than processors or RAM could practically supply (e.g. root cause of the Y2K bug) Big Data is really about our technological limitations, and the gymnastics we go through to overcome them What has changed is our increasing value we place on data, that it is now worth the trouble and expense to handle
7 BIG DATA in Workforce Science Full breadth of transactional artifacts in existing systems - HRIS - Performance Management - e-learning - ATS - VMS - ICC - ERP - eprocurement - AP - Security Aggregating & understanding all of this data can bring powerful decision making even at the transactional level
8 In the news Matchmaking Meets Recruiting
9 Social Networks Provide Relationship Clusters
10 Current State Recruiting There are an estimated 17,000 staffing firms operating over 35,000 offices in the USA alone 100,000s of recruiters generate over $12.4 billion in fees annually in the U.S. RECRUITERS ARE SELECTED BASED ON... Who you ve used before Who you know Word of mouth A sales pitch
11 Matching Technology has been all the rage for the past 5 years Matching Jobs Resumes Matching Jobs Recruiters JOB RESUME JOB RECRUITER Use data to find the recruiter who specializes at filling your job Allowing you to INVEST your time WITH THE RIGHT RECRUITER
12 The Problem As Jordan the CW Program Manager continues his quest to curb independent contractor related risks, he knows that his core underlying root cause is recruiting effectiveness. Joe doesn t negate the specificity of skills and experience required by HTT managers, but he does question the scarcity.
13 The Root Cause(s) While the use of the current Preferred Supplier List (PSL) of three national suppliers has been effective in negotiating lower mark-up rates, managers have complained of inadequate candidate quality and supply. Two root causes were identified, (a) PSL recruiters lacked fluency in HTT-specific requirements; and, (b) PSL recruiters non-specialized candidate pool was predominantly sourced from harvesting and filtering of mainstream job board profiles/resumes.
14 The Impact HTT positions that cannot be filled internally are turned over to preferred third-party agencies, with different workflows for direct hire positions and contingent assignments. Even when third-party recruiters successfully help us reach qualified candidates for our open positions, our annual spend on supplier fees (average placement fee of 20%- 25% for direct hire) and payrolling of premium rate independent contractors can put us significantly over budget, especially during peak hiring periods. That s when overtime is most likely to be happening, too, worsening the already bad situation Mary Scottel, HTT Director of Talent Acquisition.
15 The Solution is up to you!
16 Table Discussion Topics How can Jordan begin to build a relationship with managers to better understand their requirements and possible sources of talent? What data is available or can be generated to improve the intelligence of the existing recruitment information flow? What are options for leveraging this data? Considering the volume and disparate nature of related data, what types of internal and external support must Jordan seek in order to be successful? What other sourcing methods & technologies are available to address HTT s talent needs less conventionally (e.g. crowd sourcing, recruiter marketplace, talent exchanges, online work/service communities)?
17 The Solution please share your table s insights!
18 The DATA From 1,000,000 s of records, 100,000 s of thousands of jobs, And 10,000 s placements Shows that the best way to improve recruiting efficiency is to use Big Data and Smart Matching to analyze each job and find the recruiter best able to fill it
19 Fill Rate vs. Number of Agents Submitting Candidates on Order The more agents working on the order the higher the fill rate! 98% Fill Rate Increase
20 Percent of Total Filled Jobs vs. Submitted Candidates 97.2% of total placements come from specialty agents!
21 How the Matching Works Leveraging big data with smart matching technology Scout evaluates and categorizes your job Scout analyzes the profiles and histories of recruiters by job category Scout sends your job to only the best specialty recruiters - Past placements, Average fees - Location, Industry Expert recruiters send you great candidates to review Virtually no effort for the employer No new contract negotiations No outreach to new agencies One location for new recruiter interaction
22 Pilot Results NUMBER OF COMPANIES AVERAGE SALARY PERCENTAG E OF JOBS NUMBER OF RECRUITERS SUBMITTALS MATCHED RECRUITERS INDEX AVERAGE FEE SAVINGS HIRES IN PROCESS VIABLE CANDIDATES
23 What Customers are Saying... It is a very interesting concept that has been proven beyond a doubt to help our recruiting and hiring. I worked with agencies that I never knew existed that filled key positions for us. Our hard to fill positions were perfect for Scout, it increased our reach to new candidates and cut our time to hire drastically. It also saved me time as I did not have to communicate my needs with several agencies. I love the idea of Scout changing how we recruit at Samaritan. Being such a large healthcare provider we cannot offer to waste time on non-qualified candidates. Scout directed us to the best recruiters with experience in place positions within the healthcare industry I posted one of my most hard to fill positions with a Watch & See attitude. The response and clarity of resumes were outstanding. Scout has introduced me to candidates that I would have never found in my preferred agency list.
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