Cisco Systems wanted to answer big questions such as, where do we open our next office, what are our biggest skills gaps as a company, what should our workforce look like in the future, and what can we do about this? That’s why Cisco built its internal “Talent Trends” division from the ground up -- to bring talent intelligence to the fingertips of recruiters and hiring managers. In this breakout session, we'll walk through how Cisco built their Talent Trends team, some major workforce planning questions and decisions they've tackled, how they created a self-service tool to inform day-to-day hiring decisions, and how anyone can start doing talent analytics for workforce planning tomorrow. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

2. Ian Bailie
Global Head, Talent Acquisition Operations
Cisco Systems
@ianbailie
Get a Seat at the Workforce Planning
Table Using Analytics

3. Who We Are
Global leader in Switching, Routing, Data Center,
Collaboration, Wireless and Security solutions
$47B annual revenue | 72K global employees
Company
Ops Team
Hiring
Global Team: Analysts | Project Managers | Sourcing Specialists
12 to 15K fills per year | 200+ recruiters in 30+ countries

4. Why We Invested in Talent Analytics
Source: LinkedIn Talent Solutions Survey, (2014).
77%
of recruiters say they’re more
efficient when they have data to
understand the talent market
75%
of recruiters don’t use talent pool
insights during kick off meetings
with hiring managers
71%
of recruiters would use talent
analytics if it were easily available,
sharable, and understandable
Don’t
use data
Would use it
if they had it
Recruit better with
talent pool data

5. Our Talent Analytics Journey
Level 1: Operational Reporting
Reactive, Operational Reporting of Efficiency and Compliance Measures,
Focus on Data Accuracy, Consistency, and Timeliness
Level 2: Advanced Reporting
Proactive, Operational Reporting for Benchmarking and Decision-Making,
Multidimensional Analysis and Dashboards
Level 3: Advanced Analytics
Statistical Modelling and Root-Cause Analysis to Solve Business Problems,
Proactively Identify Issues and Recommend Actionable Solutions
Level 4: Predictive Analytics
Development of Predictive Models, Scenario Planning,
Risk Analysis and Mitigation, Integration with Strategic Planning
Source: Bersin By Deloitte 2013
Created global team
Drive accountability
through regular reviews
Deeper analysis and
recommendations
Link to quality of hire and
workforce planning

6. How Talent Analytics Has Helped Cisco
Determining
office location and
talent strategy
Enabling recruiters
to become
strategic advisors
Designing
workforce
plans

7. Ready to get serious
about analytics?

8. Step 1:
Build a team that combines recruiting skills, analytics and coding
Build a Team
ProgrammerSourcer Data Analyst

9. Step 2:
Use Boolean search strings to identify names or size of talent pool
Get the Data

10. Step 3:
Example 1: Influence talent site strategy using external talent maps
Influence Strategic Decisions
EXAMPLE ONLY, Data values have been removed

11. Step 3:
Example 2: Build workforce plan by identifying internal skills gaps
Influence Strategic Decisions
EXAMPLE ONLY, Data values have been removed

12. Get your seat at
the workforce
planning table
Ian Bailie
Global Head,
Talent Acquisition Operations
Cisco Systems
@ianbailie

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