IPO Recruiting and Metric Benchmarking with Redpoint Ventures' Amy Knapp

Entelo

Among the other topics we stumbled across were: Benchmarking what success looks like based on company size, previous performance, and other areas. How recruiting metrics can serve as a thermometer for internal company health. Recruiting Metrics IPO recruitingWhen a company finds itself immersed in the throes of preparing for an initial public offering, they will suddenly face a slew of unique challenges experienced only by companies at this particular stage.

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CAPITALIST WEBINAR! Six Ways to Make Your Recruiting/Talent Metrics More Strategic

The HR Capitalist

Flash forward 12 months since the launch of those basic recruiting metrics, and you''re bored. The FOT webinar makes it''s 2015 debut with Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires (click to register). We''ve got the metrics to show you how to do that. You know what really gets under my skin?

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Cost-per-hire metrics, demystified

Workable

Cost-per-hire (CPH) is one of the most intriguing recruiting metrics. SHRM and ANSI define this additional cost-per-hire metric. This metric can be more useful than CPH. Companies that use this metric consistently, have its one great advantage in mind. Author Dr. John Sullivan , who specializes in talent management, has long opposed its use, calling it an “evil” metric. It’s important to note that cost-per-hire is only one piece in a puzzle of metrics.

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What’s Your Most Useful Metric? More Results of Our HR Metrics Survey

HR Daily Advisor

In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. 604 individuals participated in the HR Daily Advisor ’s HR Metrics Survey, conducted in April 2015. Turnover is clearly a very important metric for the HR professionals we surveyed—78% of participants measure it. Compensation-Related Metrics. Individual participants also specified that they have compensation metrics relating to seniority and retention bonuses.

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HR Metrics for the C-Suite—Make HR’s Voice Heard!

HR Daily Advisor

HR analytics and metrics are highlighting the strategic value of human resources. HR teams are often tasked with creating the metrics and gathering the data that will drive business decisions. But how can an HR professional know which metrics to present? Start on Wednesday, April 22, 2015, with a free interactive webcast, The Case Against Splitting HR: How to Become a True Strategic Advisor. Focus on the metrics that the C-suite cares about.

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Benchmarking Talent Acquisition: Increasing Spend, Cost Per Hire, and Time to Fill

Bersin

I’m excited to announce that the highly-anticipated Talent Acquisition Factbook 2015: Benchmarks and Trends in Spending, Staffing, and Key Recruiting Metrics was published today.[1] Hiring & Onboarding HR & Talent Analytics HR Strategy & Benchmarking Human Resources Sourcing & Recruiting Talent Acquisition Strategy Talent Acquisition Tech Tools & Technology

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7 Survey Lessons For Employee Engagement

Outmatch

You want the ability to benchmark your results with other companies in your industry. Employee Screening Hiring Feedback HR Metrics HR Thought Leadership Management turnover WorkforceAccording to Gallup, companies with highly engaged employees have 3.9 times the earnings per share (EPS) growth rate compared to organizations with low engagement scores.

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The CFO Playbook: 10 Metrics to Transform Your HR Team

Paycor

In 2015, 20% of business leaders trusted HR to use data to anticipate and fill talent needs. Download our CFO playbook to discover: - 10 key metrics HR teams must track. Benchmarks to see how your business stacks up * Harvard Business Review CFOs are losing faith in HR’s ability to solve problems with data. That number dropped to 11% in 2018.* HR teams (especially teams of one) still spend too much time on transactional HR functions that should be automated.

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4 New Ways to Help Analyze Talent Pools

TalentHQ

Tapping internal Big Data – Another interesting concept is that critical benchmarks for talent and performance can be derived from existing organizational data. Hiring Metrics Talent Management big data digital featured Social Media talent researchIf you’ve watched TV shows like “Criminal Minds,” you’ve seen FBI agents analyzing crime scenes, searching numerous government databases and interviewing both suspects and witnesses to solve a case.

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Cliché Your Way to Talent Acquisition Success

Outmatch

So, what’s holding people back from moving ahead with talent metrics? The 2014 Global Assessment Trends Report from The Corporate Executive Board (CEB) found only half of respondents use talent metrics to prove ROI of talent or help inform business decisions, and only 45 percent currently use objective measures of potential to guide development and succession plans. We’ve all heard these clichés before: “the numbers don’t lie” and “the proof is in the pudding.”

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Why Pipeline Value Is the Most Important Metric To Marketing

SAP Innovation

What makes this metric so appealing is its ability to directly pinpoint marketing’s influence on revenue. While there is no clear-cut industry standard for how much marketing should contribute to the sales pipeline, benchmark studies from SiriusDecisions show that on average, marketing organizations typically contribute between 10-40% of the sales pipeline. CRMs not only house revenue and campaign data, but are also the first place sales and executive teams look for metrics.

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Keeping Those Candidates on the Line

HR Daily Advisor

Start on Tuesday, October 20, 2015, with a new interactive webinar— Hone Those Recruiting Skills! Join us Tuesday, October 20, 2015, for a new interactive webinar, Hone Those Recruiting Skills! How, by utilizing metrics and data, exceptional recruiters can take the guesswork out of determining the most effective sources, assessment approaches, and candidate closing approaches. Tuesday, October 20, 2015.

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The Future Of HR Will Be Dramatically Different, So Better Plan Now

TLNT: The Business of HR

FREE WEBINAR: Wednesday, May 27, 2015 at 2 pm Eastern/11 am Pacific. Who are the benchmark firms that are already leading the way? How historical metrics will be replaced with a forward-looking data-driven HR model that “influences” managers with data and predictive analytics. Date/Time: Wednesday, May 27, 2015 at 2 pm Eastern/11 am Pacific.

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Why Data Should Matter To The Everyday HR Leader

nettime solutions

With all of the talk about the types of HR data and which measurements should be reviewed and analyzed, it’s difficult to determine which key metrics are the most pertinent to you and your business. In his interview (which highlighted his keynote speech at the HRPA conference), he suggests utilizing predictive analytic metrics to review organizational performance. Work smarter, not harder.

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How Workforce Analytics Can Take You Beyond The Clock

nettime solutions

These metrics are derived from: Performance. New hire metric focus on: Pipeline and success rate. Team members who quickly and accurately get the job done, don’t require a lot of overtime and stay with the company past their sixth month benchmark are considered to fall into the “successful” bucket. These metrics can help translate and transform your entire organization’s performance beyond the clock.

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Align Your Compensation Strategy with Business Priorities

Compensation Today

As we found in the 2015 Compensation Best Practices Report in about half of the companies we surveyed, the CEO is primarily responsible for setting compensation budgets, while the Head of HR is primarily responsible for setting compensation structures. 2 – Analyze the Current Compensation Plan Decide if your compensation plan needs a do-over by comparing it to current salary range benchmarks for every job description. Tess C.

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The top 10 recruiting mistakes employers must avoid

Compensation Today

Companies should regularly benchmark wage data before settling on a compensation package for a new hire. Hire based on potential and traits, not metrics. Tess C. Taylor, PHR, The HR Writer Let''s face it. Recruiting today takes guts. The job market can be brutal, especially in industries that are desperate for great candidates. The life of a recruiter, and nearly every other person who’s in charge of hiring, can be stressful and difficult.

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Get Onboard the HR Analytics Movement

Brandon Hall

Source: 2015 Brandon Hall Group HCM Technology Trends Study (n=365). An analytics strategy starts with using ad hoc metrics and reports to understand “what happened.” At the next level of maturity, an organization uses ad hoc metrics and reports, as well as benchmarks and dashboards, to understand “what happened and how we compare to others.”. Metrics versus Analytics. Here are a few examples of each: Metrics.

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4 Steps to Turning Your Expense Data into a Powerful Asset

Insperity

In a 2015 study by PayStream Advisors , 56 percent of businesses said that cost reduction is their top focus for improvement this year, while 41 percent said overall process automation was among their goals. Compare actual spend to a benchmark. Analysis requires comparisons, so you must compare it to a meaningful metric. Is your travel and expense data difficult to leverage because it’s inconsistent and incomplete?

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#Employee Feedback Is The Killer App #HR

TalentHQ

New research by MRInetwork shows that 90% of recruiters surveyed believe that “candidates are now in charge” – the highest this metric has been in five years. As I discuss in It’s Time to Rethink the Employee Engagement Issue , annual engagement metrics are not actionable enough for most managers. The new vendors are building standard questions, producing industry benchmarks, and creating enterprise reporting to meet this need.

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Executive Compensation 101: What to Consider

HR Daily Advisor

Benchmark not just against your own industry, but other industries that have similar skill sets. Other metrics?). Is your company bringing a new executive on board sometime soon? How do you decide the appropriate level of compensation? How do you align executive compensation goals with the overall company compensation philosophy? Creating an appropriate executive compensation package is vital to getting and keeping the best-suited executives for your organization.

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How do Compensation Planning Tools work?

HRsoft

Thus it has specific goals and associated metrics with which to measure progress towards the stipulated objectives so that there is no vagueness or confusion in what the compensation dollars are actually achieving. It benchmarks employee salaries – Salary benchmarking is a critical part of a strategic compensation plan. Compensation today has moved far beyond the mere exchange of money for talent (or time).

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Build It. Improve It. Measure It.

Outmatch

It all starts with developing qualitative metrics around values and performance. First, it’s important to understand that in helping you to develop qualitative metrics, we are not trying to make a judgment call on values. By identifying these skills, Acceptance Insurance was able to create the benchmark and map it into their hiring process , directly targeting the issue at hand. What’s “it?”. “It” It” is your hiring process and subsequent outcomes.

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How Scarcity and Attrition Might Ruin Recruitment Planning

HR Daily Advisor

Recruiting is a challenge for 2015. Learn what’s happening in the real world with our new research report, Recruiting Best Practices: Finding and Attracting Talent in 2015’s Challenging Business Climate. What do benchmark data reveal about industry and occupation trends? Anticipated Supply 2015 = Sum of 2014 Anticipated Supply – Anticipated Exits – Anticipated Retirements. Further results of a supplemental survey on recruitment metrics and costs.

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Lessons from our research: Ways to build a diverse, inclusive organization

HR Times

Posted by Josh Bersin on December 17, 2015. We just completed a two-year research study (our 2015 High-Impact Talent Management research ) and the results are profound: among more than 128 different practices we studied, the talent practices that correlate with the highest performing companies are what we call building an “Inclusive Talent System.” Global Human Capital Trends 2015 Explore the trends.

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Severance Snapshot: Severance and Outplacement Trends in the Banking and Financial Industry

RiseSmart

Severance Snapshot: Severance and Outplacement Trends in the Banking and Financial Industry The RiseSmart Team Friday, May 29, 2015. Other metrics in which banking and financing companies outperform other industries in terms of severance and outplacement include: 83% of banking and financial organizations have a program to place impacted employees into internal positions, compared to a study average of 52%.

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Big Brother and Your Company Brand

HR Daily Advisor

Start on Wednesday, October 28, 2015, with a new interactive webinar— Supervisors and Managers as Recruiting Partners: Practical Strategies for Collaborating to Achieve Hiring Success. The industry makes use of a ratio of applicants per week to the number of employees in order to create a brand strength metric. When these numbers are the same, they represent the benchmark standard.

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HR Must Modernize to Meet New Employee Demands

Oracle HCM - Modern HR in the Cloud

There’s an element of big data that allows you to benchmark yourself against other organizations in your industry. You can put rules around certain metrics you want to see on a regular basis. By Rick O'Herron. Attracting, retaining, and promoting your best people has become more challenging than ever in the high-stakes competition for talent.

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Severance Snapshot: Severance and Outplacement Trends in Health Care

RiseSmart

Severance Snapshot: Severance and Outplacement Trends in Health Care The RiseSmart Team Thursday, May 7, 2015. Other metrics in which the health care field underperforms in terms of severance and outplacement include: . The complete study expands upon these findings and offers in-depth benchmarking data and analysis for companies to compare severance, benefits and outplacement across industries.

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Here's How Measuring Time To Hire Is Hurting Your Recruiting

Entelo

In recruiting, being good at your job has traditionally been broken down into three key metrics – how much you’re spending to find people, how long it takes to fill a position, and how well an employee performs in the role. Reducing how long it takes to get someone from the other end of the interviewing table into a seat in the office has been idealized as the key hiring metric to boast.

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Demystifying Big Data to Make Better Hires

Cielo HR Leader

Establish Benchmarks. Use the information on hand to create organizational benchmarks for quality indicators and process measurements, such as time-to-fill, source-of-hire and what areas or departments are producing the best talent. Then, use those metrics to benchmark against industry standards. The era of Big Data is upon us, and forward-thinking HR leaders are turning smart use of talent analytics into a competitive advantage.

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5 Questions Senior Leadership should be Asking HR

Cielo HR Leader

Although cost-per-hire is a useful metric for benchmarking whether your recruitment function is under-resourced or operating at peak performance, solely calculating direct cost-per-hire ignores the full organizational cost of recruitment. There are a number of metrics that your organization should be tracking to ensure performance is meeting strategic expectations in addition to the financial needs of your organization.

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4 Steps to Turning Your Expense Data Into a Powerful Asset

Insperity

In a 2015 study by PayStream Advisors , 56 percent of businesses said that cost reduction is their top focus for improvement this year, while 41 percent said overall process automation was among their goals. Compare actual spend to a benchmark. Analysis requires comparisons, so you must compare it to a meaningful metric. Is your travel and expense data difficult to leverage because it’s inconsistent and incomplete?

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The Truth about Data-Driven Recruiting

Brandon Hall

When I conducted our talent acquisition benchmarking effort, I asked hiring organizations to select the phrase that best described the maturity of their talent acquisition efforts. We aren’t tracking any performance metrics. We have some performance metrics in place, but have difficulty tracking them. We track performance metrics to monitor efficiency and efficacy, but there is room for improvement.

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2016 Turnover Rates by Industry

Compensation Force

If you aren't already familiar with their Benchmark Pro and other survey products, please check them out! Links for historical Turnover Rates: 2008 , 2009 , 2010 , 2011 , 2012, 2013 , 2014 and 2015. Metrics/Analytics TurnoverIn response to the many, many requests received and continuing a long tradition here at the Force, I am pleased to bring you the latest turnover rates by industry, provided to us by CompData Surveys.

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Dynamic Reporting Tool Analytics Drive Results

Aurico

They want to be able to effectively report background screening metrics during the ultimate challenge from a regulatory agency’s audit.” Reports should provide benchmarks needed to control costs, evaluate the effectiveness of a corporate talent acquisition program, and validate the use of compliance and industry best practices. Rapid visualization and graphic depiction within an easy to read and manipulated dashboard, make the use of metrics easier for the non-technical individual.

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What Makes Effective B2B Content Marketing? [SLIDESHARE]

SAP Innovation

This was one of the key highlights of the sixth annual B2B Content Marketing: Benchmarks, Budgets, and Trends report from Content Marketing Institute (CMI) and MarketingProfs released last week. Sales lead quality (87%), sales (84%), and higher conversion rates (82%) are the three most important metrics organizations use. 2016 B2B Content Marketing Benchmarks, Budgets and Trends Report from MarketingProfs.

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10 ways to make your employee engagement process more strategic

Newmeasures

Focus on strategy, not norms.While reflecting on survey results in comparison to benchmark data can give you context, it often takes your eye off the ball. Link employee feedback to business goals.Often engagement data is viewed in a vacuum, but it is most powerful when it is connected to other key metrics, such as safety, turnover, or quality.

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How High-Performing Retailers Are Reinventing HR

SAP Innovation

Retailers worldwide are fighting for the biggest share of in-store and Internet spend, which is projected to reach $22.492 trillion in 2015. High-revenue-growth companies are significantly more likely to use quantitative metrics and benchmarking as part of their workforce development strategies (almost 80 percent vs. 64 percent of underperformers).

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Is Your Business Ready For The Digital Transformation?

SAP Innovation

In a study from Oxford Economics and SAP, only 39% of respondents say they use quantifiable metrics and benchmarking as part of their workforce development strategy; 42% know how to extract meaningful insights from the data available to them. The Digital Transformation is upon us. Almost everything that we do on a daily basis will have fundamentally changed by 2020. Are you ready for these changes? Is your company prepared to do business in a whole new way?

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