HCI Talent Measures and Metrics

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Management Strategy
Thu, Jan 17 2008 / 12:00 PM - 1:00 PM ET Technical Support
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Questions? Please contact our Member Services Team 866-538-1909 or info@humancapitalinstitute.org
Today’s Agenda
5 mins. – Introduction and Tour of Track Page
45 mins. – Our Feature Presentation
5 mins. – Wrap Up
Made Possible By:

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Today’s Moderator
Bill Craib
Vice President, HCI Communities
Human Capital Institute
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Today’s Guest
Victor Atsinger
Vice President of Technical and Support Services
The Newman Group
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ACHIEVE TALENT
MANAGEMENT SUCCESS
Support Your Talent Management Strategy
Copyright © 2008. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.
©2007 ADP, Inc. Confidential & Proprietary.
ACHIEVE TALENT
MANAGEMENT SUCCESS
Agenda
• What does it take to keep your talent strategy on track?
• Reporting and your talent strategy
• Reporting hazards: Where can companies go wrong?
• What is a reporting strategy?
• How to develop a reporting strategy
• Implementation strategy
• Keys to success
Copyright © 2008. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved..
ACHIEVE TALENT
MANAGEMENT SUCCESS
What does it take to keep

your talent strategy on track?
• Strategic Support: continued support from key
stakeholders
• User adoption: the systems that support your talent
processes must be easy to use
• Continuous improvement: the ability to track progress
and identify and address problems is essential
• Measurable results: a basic requirement for the success
of any business strategy
One element affects every one of these
ingredients to success…
ACHIEVE TALENT
MANAGEMENT SUCCESS
Reporting
How does reporting affect your talent strategy?
• Strategic support: reporting data enables the business
case for continued support
• User adoption: if data/reporting tasks add extra steps in
user activity, adoption will suffer
• Continuous improvement: You can’t improve what you
can’t measure
• Measurable results: the right data, for relevant measures
of success
ACHIEVE TALENT
MANAGEMENT SUCCESS
Where Reporting Can Fall Short

• Cumbersome demands on users— systems that do not
align with processes cause extra steps, hamper user
adoption, and cause users to “work around” the system
• Inability to generate key reports—the data is not

available, or it cannot be automatically captured from
existing systems
• Inability to act on report data—results that don’t

correlate to business goals are irrelevant and un-
actionable
ACHIEVE TALENT
MANAGEMENT SUCCESS
Historical Reporting Challenges:

Data Availability, Consistency and Relevance
• Operationally
– Access to data
– Data accuracy / ‘Islands’ of data
– Lack of development ability; reliance on canned
reports
• Business Management
– Available information was not the ‘needed information’
– Measures of specific tactical operations did not
translate into meaningful business support information
ACHIEVE TALENT
MANAGEMENT SUCCESS
Times Are Changing

• Vendors have responded
– Robust reporting tools provide access to data
– Integration API’s
• Third-party tools
• Specialty organizations provide a wide range of
measurement definitions for metrics and benchmarking
• Continued focus on ‘talent management’ is chipping
away at the compartmentalization of the HR organization
ACHIEVE TALENT
MANAGEMENT SUCCESS
Challenges Still Exist

• Software is not always aligned to business needs,
hindering acceptance of the system
• Decisions are based on small pieces of a sometimes
much bigger picture
• Gaps remain in processes, and the business case to
close them remains undeveloped
• Differing agendas…
• Our customers (the business) still don’t grasp our value
ACHIEVE TALENT
MANAGEMENT SUCCESS
Reporting Strategy: Pulling the Pieces Together for

Consistent and Meaningful Reporting
Business
Objectives
Defined Metrics
Recruiting Goals
& Measures
Reporting Strategy
Benchmarks Reporting tools
Survey Tools HRIS Integration
ACHIEVE TALENT
MANAGEMENT SUCCESS
What Makes an Effective

Reporting Strategy?
• Goals: Documentation of key talent acquisition and talent
management goals and objectives
• Metrics: Establishes specific metrics and measures to
quantify the progress or success
• Gap Identification: Identifies gaps with the current
process as it relates to identified needs
ACHIEVE TALENT
MANAGEMENT SUCCESS
Document Key Goals and Objectives

• What is your recruiting organization trying to do?
– Focus on more strategic activities and less on transactional
requirements
– Become the ‘Employer of Choice’
– Improve customer satisfaction
• What is your business looking to you for?
– Understand the business
– Reduce turnover/increase retention
– Be more proactive
– Fill vacant seats more quickly
– Improve candidate quality
ACHIEVE TALENT
MANAGEMENT SUCCESS
Document Key Goals and Objectives
ACHIEVE TALENT
MANAGEMENT SUCCESS
Establish the Metrics and Measures

• Improve hiring manager satisfaction
– Hiring manager satisfaction surveys
– Recruiter/hiring manager service level agreements (SLA)
– Resume Spam (Process ratios - HR reviews to HM review, HM
reviews to interviews)
– Process times (Time to Interview, Time To Start)
– Turnover: (0 to 3 months) and (3 to 6 months)
ACHIEVE TALENT
MANAGEMENT SUCCESS

• Reduce turnover/increase retention
– On-boarding completion ratios
– Training completion ratios
– New hire satisfaction
– Hiring manager’s new hire satisfaction
ACHIEVE TALENT
MANAGEMENT SUCCESS
ACHIEVE TALENT
MANAGEMENT SUCCESS
Develop Supporting Report Specifications

• Define reports to account for all metrics and measures
– Open Requisition Report
• # Open Reqs
• # Open Positions
• Days Open
• Days to SLA
– Filled Requisition Report
• # Filled Requisitions
• # Filled Positions
• Time to Fill
• Time to SLA
ACHIEVE TALENT
MANAGEMENT SUCCESS
Develop Supporting Report Specifications
ACHIEVE TALENT
MANAGEMENT SUCCESS
Document Identified Gaps

• Identify and document any gaps that emerged during this
process
– Source effectiveness by performance rating
• Would require integration to HRIS as well as creation of new
performance-based report containing source information
– Source effectiveness by turnover
• Would require integration to HRIS as well as creation of new
turnover reports containing source information
– New hire survey
• Creation, distribution and integration of a new hire survey to
capture new hire satisfaction with the hiring process
ACHIEVE TALENT
MANAGEMENT SUCCESS
Document Identified Gaps
ACHIEVE TALENT
MANAGEMENT SUCCESS
Implement the Strategy

• Execution
– Categorize your identified reports by level of impact
and ‘reliance’ on other reports
– Prioritize identified gaps, determine the level of effort
and timeline
– Lay out a phased implementation
– Develop detailed report specifications
– Develop reports and extensively test
– Get buy-in and publish!
ACHIEVE TALENT
MANAGEMENT SUCCESS
Keys for Success

• Management embrace
– Recruiting management MUST champion
– HR leadership
– HR line management
– Lines of business
• Operational commitment
– Accountability
– Execution
• Wide distribution of data
• Continuous evaluation of process
ACHIEVE TALENT
MANAGEMENT SUCCESS
Other Considerations
• High vs. Low complexity
– Applicant tracking system
– Talent acquisition
– Full talent management
• Target your audience
– Detailed data (practitioners)
– Roll-up and graphical representations (management)
– Organizational-level Impact (Executive)
ACHIEVE TALENT
MANAGEMENT SUCCESS
Thank You.
To learn more about

The Newman Group, visit:
www.tng.futurestep.com
Or email:
tng@tngconsulting.com
Questions & Answers
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Thank You!
Human Capital Institute

1250 Connecticut Avenue NW, Suite 200
Washington, DC 20036
(866) 538 1909
www.humancapitalinstitute.org
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Click to edit Master title style

begin shortly. 1-512-879-2021 Access Code

Support Your Talent computer speakers.

5 mins. – Introduction and Tour of Track Page

45 mins. – Our Feature Presentation

Made Possible By:

Made Possible By:

Made Possible By:

Support Your Talent Management Strategy

What does it take to keep

Where Reporting Can Fall Short

• Inability to generate key reports—the data is not

• Inability to act on report data—results that don’t

Historical Reporting Challenges:

Times Are Changing

Challenges Still Exist

Reporting Strategy: Pulling the Pieces Together for

Survey Tools HRIS Integration

What Makes an Effective

Document Key Goals and Objectives

Document Key Goals and Objectives

Establish the Metrics and Measures

Establish the Metrics and Measures

Establish the Metrics and Measures

Develop Supporting Report Specifications

Develop Supporting Report Specifications

Document Identified Gaps

Document Identified Gaps

Implement the Strategy

Keys for Success

To learn more about

Questions & Answers

Made Possible By:

Human Capital Institute

Made Possible By:

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