transforming your talent acquisition reporting process
TRANSCRIPT
![Page 1: Transforming Your Talent Acquisition Reporting Process](https://reader030.vdocument.in/reader030/viewer/2022020301/5881d2ff1a28ab331a8b5b6d/html5/thumbnails/1.jpg)
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Transforming Your Talent Acquisition Reporting Process
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Overview of the Talent Acquisition Department
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DIRECTORIn charge of all Employees
SENIOR MANAGERHelps to oversee all the Team Managers
TEAM MANAGERManages all Employees on their Team
RECRUITERCalls Candidates
COORDINATORSchedules Interviews/Offers
SOURCERFinds the Candidates
Generic Talent Acquisition Job Responsibilities…
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Director
Senior Manager
Team Manager
Recruiter Recruiter
Recruiter Coordinator
Sourcer
Team Manager
Recruiter Recruiter
Coordinator Sourcer
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Candidates
Calls
Interviews
Offers
Hires
6760
867
463
129
128
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2. Current State
4. ROI
3. Future State
1. Goals
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5. Next Steps
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Questions that need answers…
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What quantity of candidates have I found/called?
What is the quality of my candidates?
What stage do my candidates reach in the process?
What are the goals that I should meet/exceed?
What defines success as an employee?
Individual Contributors want to know…
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What’s my teams performance?
What goals should I set?
Who is/isn’t meeting the standards?
How much time does it take to get feedback?
What changes need to occur to satisfy my stakeholders?
How do I drive an increase in productivity?
Management wants to know…
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How do we report on these questions?
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Data Feed 1 Data Feed 2 Data Feed 3
Centralized Data from Multiple Queries/Systems
Complete Picture of your Talent Acquisition process
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2. Current State
4. ROI
3. Future State
1. Goals
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5. Next Steps
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What does our current reporting process look like?
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Individual Contributors want to know…
What quantity of candidates have I found/called?
x What is the quality of my candidates?
x What stage do my candidates reach in the process?
x What are the goals that I should meet/exceed?
x What defines success as an employee?
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Management wants to know…
What’s my teams performance?
x What goals should I set?
x Who is/isn’t meeting the standards?
x How much time does it take to get feedback?
x What changes need to occur to satisfy my stakeholders?
x How do I drive an increase in productivity?
![Page 16: Transforming Your Talent Acquisition Reporting Process](https://reader030.vdocument.in/reader030/viewer/2022020301/5881d2ff1a28ab331a8b5b6d/html5/thumbnails/16.jpg)
2. Current State
4. ROI
3. Future State
1. Goals
Copyright © 2016 Sourcingology. All Rights Reserved.
5. Next Steps
![Page 17: Transforming Your Talent Acquisition Reporting Process](https://reader030.vdocument.in/reader030/viewer/2022020301/5881d2ff1a28ab331a8b5b6d/html5/thumbnails/17.jpg)
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Future State Goals…
Current State Future State
Manual Reports Automated Reports
Manual Data Exports Eliminate Exports
Manual Lookups Eliminate Manual Lookups
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Future State Goals…
Current State Future State
Manual Reports Automated Reports
Manual Data Exports Eliminate Exports
Manual Lookups Eliminate Manual Lookups
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What does our future state reports look like?
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![Page 21: Transforming Your Talent Acquisition Reporting Process](https://reader030.vdocument.in/reader030/viewer/2022020301/5881d2ff1a28ab331a8b5b6d/html5/thumbnails/21.jpg)
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Report #1: Productivity Dashboard
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Report #2: Productivity Email Report
WEEKLY REPORT
MONTHLY REPORT
Can also produce Quarterly, Yearly, and any Date Range Reports as well
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Report #3: Open Requisition Dashboard
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Report #4: Previous 6 Month Rolling Production Reports
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2. Current State
4. ROI
3. Future State
1. Goals
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5. Next Steps
![Page 27: Transforming Your Talent Acquisition Reporting Process](https://reader030.vdocument.in/reader030/viewer/2022020301/5881d2ff1a28ab331a8b5b6d/html5/thumbnails/27.jpg)
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What is the return on investment for this implementation?
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1. Decrease time to fill
2. Identify bottlenecks in the process
3. Perform root-cause analysis
4. Increase quantity and quality of employee output
5. Custom reports to meet your business needs
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Cost Benefit Analysis…
Goals Time Savings Cost Savings
Reduce Time-To-Fill by 1 Day(Productivity Increase + Reduction in Bottlenecks)
- $1,643 per Day **
Eliminate Manual Report Running 30 Minutes per Day $12 per Day ++
Eliminate Manual Lookups 15 Minutes per Day $6 per Day ++
** 121 Jobs per Year (0.547 Jobs per Business Day)1 Day Reduction in Time-To-Fill allows for 24 more Jobs (1/5th of Jobs Per Year)
24 Jobs * $15,000 (placement fee) = 360,000 ProfitWhich equals $1,628 per Business Day
--
++ based off of Average Salary of $50,000
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Copyright © 2016 Sourcingology. All Rights Reserved.
Cost Benefit Analysis…
Goals Time Savings Cost Savings
Reduce Time-To-Fill by 1 Day(Productivity Increase + Reduction in Bottlenecks)
- $1,643 per Day
Eliminate Manual Report Running 30 Minutes per Day $12 per Day
Eliminate Manual Lookups 15 Minutes per Day $6 per Day
ESTIMATED ADDITIONAL PROFIT: - $363,978 per year
![Page 31: Transforming Your Talent Acquisition Reporting Process](https://reader030.vdocument.in/reader030/viewer/2022020301/5881d2ff1a28ab331a8b5b6d/html5/thumbnails/31.jpg)
2. Current State
4. ROI
3. Future State
1. Goals
Copyright © 2016 Sourcingology. All Rights Reserved.
5. Next Steps
![Page 32: Transforming Your Talent Acquisition Reporting Process](https://reader030.vdocument.in/reader030/viewer/2022020301/5881d2ff1a28ab331a8b5b6d/html5/thumbnails/32.jpg)
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Schedule Meeting by Next Week to discuss:
Approval of Reporting Project
Data Feeds (Candidate Report + Requisition Report)
Data Delivery (FTP, Email, Web Query, API Integration)
Data Housing
Approved Dashboards, Reports, Visualizations
Employee Training & Adoption
Next Steps…
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THANK YOU.