Talent Management

Talent Management

Today we are talking about Talent Management and how visual analytics can solve many of the frustrations and issues experienced by well, everyone from the Recruitment agencies, the internal sourcing teams in your organisation or my own issues as a hiring director.

  • As a hypothetical Recruitment company, we wanted to demonstrate the value we are adding to an organisation by demonstrating the quality and success our candidates are having not just in the hiring process, but long term in the organisation.
  • As a hiring manager, we want to know where there are bottlenecks in the recruitment process, if we are hiring too few or too many people, and ultimately, we want to make sure we are retaining top talent and not just relying on a pipeline of new people coming into the organisation.
  • Finally, as an internal sourcing or HR team, we are focused on making sure the organisation is getting value from our recruitment sources, be they external agencies, internal events or referrals from existing employees.

The Guided Application

All the above is possible using a single guided app and here is an early illustration of some of the metrics we can track using an open-source custom interface we call "Talent Management".

The Talent Management App is based on Digimasters' modular canvas design template. This is a template which focused on providing all the insight on a single page or canvas, and removes the majority of user effort in searching through different screens or reports to find the information they require.

The modules are individual mini insight windows, which allow us to change the layout for individual preferences and allow a technology team to very easily manage the future changes and requests of the users, by splitting each request into a scope to deliver a new module or update and existing one.

At the top of the canvas we have our global filters. The filters allow us to either look at how our talent is performing across the entire organisation, or focus on a specific time period, business area, or talent source.

Next, we have a list of executive metrics for quick reference, that checks the health of a pipeline and other key performance indicators.

Our first module is "Candidate Pipeline". This is a simple custom table visual with standard controls which allow a user to minimise, maximise and unpin the module, depending on their preference.

The table visual only provides a high-level summary; to find out more, users can click on the candidate to load much more detail, without having to navigate to another page or system.

Here users can get specifics on the candidate and open supporting documentation such as CVs and cover letters.

Next, we have some modules tracking assessment centres and recruitment events, before we get to our first chart which is a quick check to make sure that the number of open positions we are hiring for matches the demand for people we have inside the organisation.

In this example we can see there are some large mismatches in each Quarter, with Q1 attempting to hire way more people than we have demand for, but this is totally reversed in Q2. The module also provides insight to who owns the open roles and how long they have been open for.

Bottleneck analysis is a key issue for every large organisation and the next two modules focus on identifying just how many interviews are taking place and how many of our interviewers are doing more or less of their fair share.

Collaboration is a large part of any visual analytics application, so a live chat window to capture comments, commentary and suggestions is built into the design.

Diversity is up next before we delve into the end to end candidate journey through the hiring process.

The candidate journey module is dominated by this custom Sankey chart which shows which channels are providing the most CVs and allows us to track right through to hiring, how many CVs are converted into top talent for the organisation.

This is a powerful module when used to track quality over quantity and helps us to work out where budgets and investments should be made to improve the candidate journey.

Finally, we have our ROI module, this module uses advanced analytics models to determine the probability of individual wanting to leave the organisation. We have also developed a visual to show how the probability is determined, called leaving factors.

Leaving factors such as the amount of holiday taken, number of sick days, amount of training completed, are all potential factors into why someone may want to leave. The talent app focuses on showing you where there are healthy factors and where there are potential issue that need to be addressed.

Clicking on leaving factors title brings up a 'what if' analysis window, which has a live connection to the analytics algorithm. This allows a user to change elements of a person's work balance and rewards, to suggest what could be done to improve a person's working lifestyle and help to retain them.

For more information, please watch the overview video or click the link to open the demo.