Issue link: https://www.e-digitaleditions.com/i/135744
Recruitment Big Data, Big Challenge RPO analytics, particularly those that require more sophisticated predictive modeling capabilities, can be challenging as client databases become more unwieldy in the era of "big data," says Tony Ashton, vice president of product management for workforce planning and analytics at SuccessFactors, an SAP company. Software-as-a-Service, or operations in the cloud can help greatly, particularly for global clients that have multiple HR systems in different countries, Ashton says. "We offer the ability to pull data from lots of different sources, as the reality is that clients have many different systems, and In the era of big data, there is no shortage of statistics, but the trick for an RPO firm is to work with clients to figure out what type of data is relevant to their bottom line and which analytics would be meaningful to their C-suite. we need to make sense of that," he says. "Often companies have data scientists, whose role is to be inserted between the hodgepodge of databases and managers—the filter to make sense out of the chaos. We certainly want to make sure from PeopleScout an upgrade to the person who held the position previously?' In the case of Burger King, 88 percent those core analysts have all the right tools to drive centers of of the hiring managers answered yes to this question. In a excellence, but we also need to provide information in a way client engagement, PeopleScout can achieve every KPI [key that is simple and easy to understand for end-users, to help performance indicator] and SLA [service level agreement] them make better decisions." metric—such as time-to-slate, time-to-accept and time-to-fill— but at the end of the day, if the hiring manager doesn't achieve According to Ashton, SuccessFactors' cloud solution has the quality of hire that they expect, the SLA achievement is an extensive library of questions and metrics, organized irrelevant." under topics, such as the degree of referral conversion, the relationship between different hiring sources and performance, In the era of big data, there is no shortage of statistics, but the time to productivity, and whether people from different sources trick for an RPO firm is to work with clients to figure out what get promoted faster than others or have longer retention type of data is relevant to their bottom line and which analytics and contribute more to business effectiveness. The provider would be meaningful to their C-suite, Sebra says. "Futurestep is helps clients determine which questions might help solve their looking at how to gather the right data to make decisions that particular concerns and then develops metrics around those will evolve the recruitment function from reactive to proactive, questions. to better align with the business strategy and to drive as much predictability into the system as possible," he says. PeopleScout also provides clients with analytics to measure hiring manager satisfaction, Owen says: "We ask our What does the future hold for RPO analytics—how much more hiring managers, 'Do you consider the candidates hired sophisticated will it get? MAY 2013 | www.hrotoday.com [39]