Mercer Match Webinar - Data Driven Recruitment

Making the Case for Data Driven Talent Recruitment.
The talent acquisition space is rapidly changing. Big data, machine learning algorithms & games are coming to the forefront, in an effort to improve matching candidate to jobs. New innovative solutions are transforming the way companies source, attract and hire talent.

Join our webinar to find out how data driven talent recruitment can improve the quality of candidates and have a noticeable impact on recruitment metrics and diversity hiring. Walk away with tips to implement right away, and insights to share with your executive leadership.

1. HEALTH WEALTH CAREER
MAKING THE CASE FOR DATA
DRIVEN TALENT RECRUITMENT
BARB MARDER, SENIOR PARTNER
INNOVATION TEAM LEADER

2. © MERCER 2016 2
Options, approvals
WHAT YOU WILL ENJOY TODAY
•Insights into global trends in talent
acquisition
•Company recruitment challenges to
attract and retain top talent
•Innovative strategies to improve your
talent pipeline
•Employer branding strategies
•Using predictive hiring models to
improve talent acquisition metrics

3. © MERCER 2016 3
Options, approvals
TODAY’S FEATURED SPEAKER
Nancy has over 25 years of employee
health and wellness benefits experience,
including 11 years at Mercer, several
years as a partner at another major
global HR consulting firm, key leadership
at a wellness start-up, wholly-owned by a
major health system and leading global
wellness at a F500 company.
Nancy Kingsland
Health and Wellness
PRO

Prior to his role, Amit was a Heath and
benefits consultant where he helped
clients
on various topics such as the Affordable
Care ace (ACA) Regulations, annual
market trends and benefit strategies.
Amit LounganiBarb Marder
Barb Marder is a Senior Partner of Mercer and is the Global
Innovation Leader for Mercer’s Talent business. Barb’s responsibility
is to oversee an innovation team and create a new offering for
Mercer in the talent acquisition space. Barb has led the innovation
team from idea generation to product development to
commercialization of the Mercer’s new offering. As a result of her
innovation work, Barb has been recognized as a thought leader on
talent acquisition innovation with a specific focus on new, data-driven
Predictive Hiring technologies.
Before this role, Barb led Mercer’s Global Mobility practice and
before that she led two global businesses for Mercer’s Retirement
segment – Global Defined Contribution Consulting and International
Benefits Consulting. Barb has more than 30 years of experience in
all aspects of Talent and Retirement programs.

4. © MERCER 2016 4Source: CEB/ LinkedIn 2015 global recruiting trends
TRENDS AROUND THE GLOBE
IMPROVED CANDIDATE AND JOB MATCHING REMAINS A TOP
PRIORITY
SOCIAL:
Expanding the talent pool;
accessibility to candidates
MOBILE:
Increased focus on
candidate experience
MACHINE LEARNING
ALGORITHMS:
Better matching between
candidates and jobs
BIG DATA:
Predictive hiring; data-
driven
recruiting processes
DIGITAL
MARKETING:
introduction of consumer
marketing principles;
candidate segmentation
and messaging
EMPLOYER
BRANDING:
Predominantly through
social media
DIVERSITY
RECRUITING:
Priority for larger
organizations
GAMIFICATION
Candidate centric, instant
gratification, millions of
data points

5. © MERCER 2016 5
NEED HELP FINDING TALENT?

6. © MERCER 2016 6
COMPANY RECRUITMENT CHALLENGESMii iiInsC.lMEIR3CW © MERCM2012R61R•R1© MERCM201InC00I PC
hgC0MntItMR i
UNABLE TO QUICKLY AND EFFECTIVELY SORT
ASSESSING QUALITY (TECHNICAL AND NON TECHNICAL SKILLS )
OF CANDIDATES
UNABLE TO QUICKLY AND EFFECTIVELY SORT 6rEh3 1Cb1MntInsCOC1 01lIRIns
INABILITY TO CONVEY EMPLOYEE VALUE PROPOSITION
EMPLOYER BRANDING & RECRUITING
INABILITY TO CONVEY EMPLOYEE VALUE PROPOSITION ArMntInsCR© CRME nRCrhhEC
LACK OF QUALIFIED, DIVERSE CANDIDATE PIPELINE,
RECRUITMENT BRANDING
EXPANDING THE TALENT POOL
LACK OF QUALIFIED, DIVERSE CANDIDATE PIPELINE,
RECRUITMENT BRANDINGInR 1nMEC6hbIEIR3
LACK OF VISIBILITY OF INTERNAL ROLES
INTERNAL MOBILITY
LACK OF VISIBILITY OF INTERNAL ROLES

7. © MERCER 2016 7
INNOVATIVE STRATEGIES TO BUILD YOUR TALENT PIPELINE
BRAND AND RECRUITING STRATEGY
Let your current employees tell candidates what your brand means to them!
•Brand ambassadors, videos of employee testimonials, office space, company culture
•Daily newsletters or articles to engage candidates
•Candidate communities
•Social media and blogs

8. © MERCER 2016 8
INNOVATIVE STRATEGIES TO BUILD YOUR TALENT PIPELINE
LEAVE A POSITIVE EXPERIENCE WITH EVERY CANDIDATE
Turning negatives into positives – Instead of creating brand bashers, you’re creating brand
evangelists. 218 “Silver Medalists,” who received a thank you / consolation prize – rather than 218
freshly disappointed candidates who let loose on social media.
•Strengthen and protect your
brand
•Keep candidates interested in
future opportunities
•Give your talent community
good reason to continue
advocating for your brand

9. © MERCER 2016 9
STREAMLINE AND ENHANCE EMPLOYEE REFERRAL PROGRAMS
UTILIZE SOCIAL MEDIA AND GAMIFICATION TO INCENTIVIZE EMPLOYEE
REFERRALS
Use dashboards, points, leaderboards, badges and progress bars to encourage repeat
use
•Tap into employee social media connections/networks
•Track status of referral and associated incentives
•Display job descriptions

10. © MERCER 2016 10
IN THE PRESS

11. © MERCER 2016 11
COGNITIVE PROFILING AT THE FOREFRONT
OF HIRING
“Becoming a great performer is
becoming less about what you know
and more about what you’re like”
- Fortune, 2015
“Empathy is the critical 21
st
century skill”
- Meg Bear, Group VP Oracle
“Ask employers which skills they’ll need
most in next 5 – 10 years – relationship
building, teaming, co-creativity, manage
diverse employees…”
- Oxford Economics research

12. © MERCER 2016 12

13. © MERCER 2016 13
JOB SEEKERS PLAY NEUROSCIENCE GAMES AND ARE MATCHED TO
CAREERS AND COMPANIES
WHAT IS YOUR
CAREER DNA?
PLAY GAMES
MATCH TO CAREERS
AND JOBS
Sales
Yo
u
HR
Call
Center
Financial
Analyst

14. © MERCER 2016 14
WHAT IS A NEUROSCIENCE GAME?
SERIES OF SHORT, FUN GAMES THAT TAKE ABOUT 25 MINUTES TO
COMPLETE
Balloons – choose to pump the balloon and risk the
balloon or stop and collect money
Eyes– select the emotion expressed by eyes
Trait - Risk Learning from High Risk SituationsTrait - Emotion Identification from Eyes

15. © MERCER 2016 15
Risk profile
Reward sensitivity
Perseverance
Emotional sensitivity
Emotional identification
Creativity
Trust
Altruism
Tolerance for ambiguity
Ability to delay gratification
Learning from feedback
Learning from mistakes
THE GAMES INSTANTLY IDENTIFY OVER 90
UNDERLYING TRAITS THAT PREDICT FIT
Processing speed
Continuous attention
Impulsivity
Working memory
Memory span
Cognitive flexibility
Pattern recognition
Ability to avoid distraction
Cognitive control
Planning
Sequencing
Learning
COGNITIVE TRAITS EMOTIONAL TRAITS

16. © MERCER 2016 16
MATCHING BASED ON ACTUAL BEHAVIORS INSTEAD OF KEYWORDS
FROM A FUZZY JOB DESCRIPTION
•Excellent written and verbal communication
skills to effectively interact with customers.
•Excellent organizational and time-management
skills to handle multiple tasks.
•Detail oriented to ensure accuracy.
•Above average problem solving skills to resolve
customer service issues.
•Basic computer skills and the ability to navigate
through multiple systems without assistance.
•Appropriate license must be obtained if
necessary for position.
•Core competencies include:
•Communicating with Impact
•Critical Thinking & Problem Solving
•Service Orientation
•Maintain the same level of attention, even during
repetitive activities
•Give the same level of effort regardless of rewards
and probability of success
•Be generous, have empathy and compassion
towards others; have the ability to put yourself in
others’ shoes
•Be comfortable with multi-tasking
•Go beyond training script; able to think on your feet
•Process information at a stable pace regardless of
situations
16
Call Center Service Rep –
Traditional Job Description
Call Center Service Rep –
Mercer Match Profile

17. © MERCER 2016 17
PREDICTIVE HIRING TOOLS SAVE RECRUITERS TIME & REDUCE SPEND
ON “POST & PRAY” JOB BOARDS
This approach helps you… ROI – Recent Pilot Results
Save time •a 5 -10x reduction in the number of resume
reviews necessary
•Reduces interview to hire ratio from 38 to 6
Reduce spend on other job boards for
posting sales roles
•Cost savings
Improve diversity hiring •Achieved 50:50 gender parity vs. 80:20 prior
without compromising candidate quality
Smarter business partner •Improve speed to hire, quality of hires
Improve Retention •29% increase in 90 Day Retention

18. © MERCER 2016 18
UNDERSTANDING EMPLOYEE POTENTIAL
CONTEXTUAL DATA AND NATURAL LANGUAGE PROCESSING
Analyze and understand skills,
personality and potential
•Algorithms determine relevancy through
industry-wide mapping across multiple data
points
•Structure data (assessment scores) and
unstructured data (performance reviews,
resumes, cover letters, LinkedIn profiles,
job description)
•Focus on context and deep analysis rather
than keyword searches
•Feedback loop allows for continuous
learning
•Works across multiple languages

19. © MERCER 2016 19
CRAWL THE WEB AND MAKE PREDICTIONS USING SOCIAL
EXHAUST
•Predict future employee and candidate behavior
(your own and your competitor’s)
•Identify unexploited recruiting sources
•Social background checks
•Better comp and benefit benchmarking –
customized, real-time, granular
•Develop targeted messaging for specific
employee and candidate segments

20. © MERCER 2016 20
QUESTIONS
Please type your question in
the Q&A section
CONTACT US [email protected]
SPECIAL OFFER
Post your sales or customer
service job for FREE for 30 days
http://bit.ly/1TQz8f6

21. © MERCER 2016 21