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 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

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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.

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RECRUITING AIN’T EASY

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RECRUITERS BE LIKE…

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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?  

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WHY IS THAT?

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Umm… IDK!

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Just kidding. ;-)

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

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#1 TALENT SHORTAGE

#irony

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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  

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

Yikes  

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"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)  

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#2 Retention issues

#headache

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August  2012  

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Are  you  showing  your  people  love?  

January    2014  

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May  2014  

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Are you feeling the pain of this staffing storm?

Survey says… Yes.

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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.    

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So what are companies doing about it?

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Umm… IDK!

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Just kidding. ;-)

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BIG

Boo-­‐yah!  

This is how the war for talent will be won.

DATA

BABY! Boo-­‐yah!  

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Data is the future. Data is now.  

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So, what is big data?

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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

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

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

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Some companies are masters of big data!

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

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

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Early Weather Warnings

Understanding traffic patterns with GPS data

Predicting 2nd Heart Attacks with EKG data

Detecting credit card fraud

Decoding human genome

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

Shut  up  and  kiss  me.    

Big Data HR

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

2009

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

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

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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%.  

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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.  

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Think

is the only one doing this?

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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.    

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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.    

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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.    

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BIG DATA IS COOL!

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Umm… Wait a sec’…

But,  I  kept  reading.  

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Tracking  collar  

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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.  

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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…  

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BIG DATA IS scary?

Maybe  I  should  stop  reading?  

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

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

Just  in  case  you  needed  more  to  think  about.  

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#1 Unintended Consequences

#irony

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#2 More Government Regulation

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•  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  

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

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I don’t know.

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

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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.

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Subscribe  to  stay  current  on  this  stuff!  

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

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LINKS  

All  the  links  cited  herein  can  be  found  here:  

hGp://bitly.com/bigdatababy