Using Big Data to Optimize Your Process for Filling Jobs

Using Big Data to Optimize Your

Process for Filling Jobs

SEPT 10

|

4:30 PM

|

STATE

Panelists:



Jason Ezratty, President, Brightfield Strategies



Ken Lazarus, Chief of Staff, Scout CONCURRENT SESSION: TECHNOLOGY

Help us evaluate the

CW Solutions Forum content.

How

BIG

is BIG DATA?



3 billion humans online by 2015



90% of world’s data created in last 2 years



4,762 texts sent by average teen, monthly



2.5 qunitillion bytes generated, per day



30 million pieces of Facebook content, monthly



2 billion YouTube video views, per day



8 zettabytes of data created & shared by

2015

IBM History-Flow Visualization of

Wikipedia Edits

“IF YOU HAVE NOTHING TO HIDE

YOU HAVE NOTHING TO FEAR”

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

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

Social Networks Provide Relationship

Clusters

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 ...

A sales pitch

Who you’ve used before Who you know

“Matching” Technology has been all the

rage for the past 5 years



Use data to find the recruiter who specializes at filling your job



Allowing you to INVEST your time WITH THE RIGHT RECRUITER

Matching Jobs



Resumes

Matching Jobs



Recruiters

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.

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.

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.

The Solution…

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)?

The Solution…

The DATA…



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

And 10,000’s placements

From 1,000,000’s of records,

Fill Rate vs. Number of Agents

Submitting Candidates on Order



The more agents working on the order the higher the fill rate!

Percent of Total Filled Jobs

vs. Submitted Candidates



97.2% of total placements come from specialty

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

Pilot Results

NUMBER OF RECRUITERS NUMBER OF COMPANIES SUBMITTALS AVERAGE FEE SAVINGS MATCHED RECRUITERS INDEX AVERAGE SALARY PERCENTAG E OF JOBS VIABLE CANDIDATES HIRES IN PROCESS

“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”

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 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

Help us evaluate the

CW Solutions Forum content.