Issue link: https://www.e-digitaleditions.com/i/135744
Recruitment the right ads in the right places. "Organizations now realize the types of analytics they need to support recruiting efforts, and data that comes from social media and search engines ultimately helps create strategies that drive candidates to their career sites," Callahan says. "They want to know where they should place ads for the types of candidates they want to attract, and how to enhance and put employment branding out there to attract the right candidates." Analytics can also demonstrate whether a particular source produces qualified candidates who actually get hired, compared to sources that just produce reams of applications, says William Sebra, president North America, FutureStep in Houston. For example, a large financial institution recently asked FutureStep to analyze its spend using the RPO's decision-support analytics tool, Sebra says. While the number-one source of candidates came from one of the larger nationally known job boards, FutureStep determined that the job board was actually A financial institution was spending $250,000 a year with the job board only to produce a very low number of hires. While the number-one source of candidates came from a job board, FutureStep determined that the job board was actually the fifth-largest source for producing hires. The number-one source for actual hires was employee referrals. There was a big disconnect between the client's spend and the real ROI. the fifth-largest source for producing hires. The number-one source for actual hires was employee referrals. "The financial institution was spending $250,000 a year with the job board Turnover Risk Analysis only to produce a very low number of hires," he says. "So in John Wilson, chief executive officer of WilconHCG, says RPO relationship to the client's spend and the real ROI, there was a providers also use predictive analytics to determine the risk of big disconnect." certain employees leaving their clients due to the probability of extending a leave of absence, underperformance, or the The analysis led to a decision by the client's talent executive opposite (stars who are prime candidates for cherry-picking). to move funds from the job board contract over to fund an "We started seeing from clients the desire to know what was employee referral program that did not exist at the time, Sebra going to happen, just as CEOs forecast earnings for the next says. The overall talent acquisition budget did not change, but quarter, by looking at what was happening with their current the client used the analysis to make a solid business case that headcount," Wilson says. "For us, as an RPO that has to help produced even a greater number of hires in subsequent time clients quickly scale up or down, it is important for us to frames. understand what kind of support our clients will need from us." [36] HRO TODAY MAGAZINE | MAY 2013