Issue link: https://www.e-digitaleditions.com/i/135744
Recruitment For example, after talking with a client's unit hiring manager positions are important, Calicchio and her team are currently about each worker in the unit's current headcount, a WilsonHCG identifying the 10 most critical position types in terms of recruiter might put a number or a notation next to each revenue generation and ability to deliver outstanding service to worker's name on an Excel sheet, and the risk of every worker clients. "We need to focus on the top 10 position types to ensure would be identified. That data would then be sent to the client's we've prioritized our investments appropriately where we'll senior leadership. maximize ROI," she says. "We want to make sure we are on top of our game as much as possible, especially in these areas. We're Ten years ago the technology and tools to aid in this type of analysis did not exist, but now there are more sophisticated reporting capabilities within applicant tracking systems (ATS) that also incorporate data from HRIS systems, Wilson says. Taryn Owen, PeopleScout's senior vice president for global operations, says the RPO firm captures market and competitor data for its clients using a variety of tools, including analytics within its proprietary ATS and through the reporting capabilities within its business intelligence platform. PeopleScout also provides clients with a variety of analytics that are driven by the needs of their business. Take Covance, a global drug development company based in Princeton, N.J., that fills some 4,000 positions a year across the globe in about 60 countries, according to Lisa Calicchio, its vice president of recruitment and talent services. Covance performs development research for pharmaceutical and biotechnology firms who are seeking to bring new drugs to market, and as such Covance hires many scientists, technicians, and statisticians to analyze the safety and efficacy of the new products. working hand-in-hand with PeopleScout on this effort, as they handle a large part of our recruitment portfolio." PeopleScout also helps Covance use analytics to help make decisions on how to best source talent and drive more personalized experiences tailored toward candidates, Calicchio says. For example, Covance and PeopleScout might choose to recruit young people for entry-level lab technician positions using social media, while using job boards or techniques that capitalize on word-of-mouth and networking or on job boards for older candidates who would be interested in the position of finance director. PeopleScout also works with Calicchio and her team to develop general hiring themes by analyzing data from reports derived from the RPO's ATS, follow-up candidate surveys, and market intelligence data, as well as from brainstorming sessions that incorporate benchmarking against best-in-class companies. The partners weekly discuss hiring trends for each country. "For example, Germany is one of the most difficult countries in the world to recruit in, because there is such a strong loyalty factor," Calicchio says. "Similarly, Japan is a very difficult country to recruit in, as non-Japanese companies are generally not Calicchio not only expects PeopleScout to provide standard perceived to be as desirable as Japanese companies. It's a culture reporting analytics to measure how efficiently and effectively thing, not a Covance thing. In these ongoing conversations positions were filled, but also to help Covance determine how with PeopleScout, we share anecdotal information, and to get the most return on investment in the firm's most critical we collectively figure out whether we need to do things job positions through predictive modeling. While all 4,000 differently." MAY 2013 | www.hrotoday.com [37]