S4 E107 | Talent Analytics Meeting Recap

Church and Dwight, E&J Gallo, and DaVita share key takeaways from today’s Talent Analytics meeting.

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Chris Hoyt, CXR 0:14
Hi everybody, welcome to another edition of the CXR podcast. In this instance, we are doing a recap of the meeting that we just wrapped, it was our second analytics meeting that we have done this year in the year of 2021. And I’ve got with me some fantastic folks who were just on the call with us who were just participating, and they’re here to sort of share any big takeaways or giant moments we had. And I’ll just, here’s what I’m gonna do, I’m gonna call you out. And then I’m going to ask that you give us the escalator pitch of who you are. So your name and your organization, and in a sentence or two, what you do within that firm of that that entity. So we’ll start at the top of the screen, Melissa Mendoza, at Gallo.

Melissa Mendoza, E&J Gallo Winery 0:20
Hi, everyone. Yes, Melissa Mendoza from E and J. Gallo winery. I’m a senior manager of recruitment operations and people analytics. So long title there, but lots of stuff I’ve been I’ve been at Gallo for 13 years now. And my team really focuses on improving candidate experience, streamlining our processes, all of our training and assimilation, and all of our HR data.

Chris Hoyt, CXR 1:25
I love it. That’s a lot. All right, Pooja Udeshi.

Pooja Udeshi, Church & Dwight 1:30
Yeah, hi, everyone. My name is Pooja Udeshi, I work for Church and Dwight, and I just joined about nine or 10 months ago. So I’m into the role now. But just kind of learning the different or like the different things that organization takes care of. I’m the talent acquisition representative. So I support the TA team, the recruiters and I also work on the data analytic side. And it’s we’re really focusing heavily on data analytics this year. So I’ve just been trying to build dashboards. And right now I’m kind of doing it more manually. So that’s why I joined some of these events to just kind of see, you know, the bigger picture and how we can make things a lot easier going forward. Um, but yeah, just learning a lot and trying to just learn a lot more about data analytics, because it’s such a growing factor, and I just graduated in last May. So I’m relatively new to the workforce. So just trying to take in a lot of knowledge.

Chris Hoyt, CXR 2:23
Well, welcome. It’s a way to break into the field. You had quite a few heavy hitters on the call today. So it was great. Yeah. Good stuff. Pooja, thank you, Colleen Arthur,

Colleen Arthur, DaVita 2:34
Ah yes, this is Colleen Arthur, and I work with DaVita. I’m a senior director in our recruiting function. And I support our recruiting operations, as well as our employer branding and other strategy and special projects. And one of those initiatives that we’re working on right now is looking at all the different ways that we are measuring our recruiting function and reporting out to our business partners. And so I was really interested to see what’s working out there for others, and what we could take back to DaVita.

Chris Hoyt, CXR 3:01
Wonderful, well, I am really grateful for the three of you for jumping on the podcast with us. So I’ll let me just sort of the lay of the land. From our meeting today. We did some fun icebreakers, we used a brand new tool for collaboration and brainstorming. And we went through an exercise Well, first off, we got to go through a live dashboard with Lockheed Martin, which was really, really interesting. Internal mobility, that was some of the data that they shared on the screen with us. So it’s fascinating to see that work. And then we went in and did some brainstorming or reverse brainstorming using a new tool, and some ideation there with regards to the biggest challenges we have within talent analytics and people data. So with that, sort of an overview of what we went through, and we’ll just go backwards. Colleen, was there any big takeaway for you today?

Colleen Arthur, DaVita 3:51
Um, yeah, so one of my big takeaways really was the marriage between people behavior and systems and how important it is to to acknowledge your people behavior as you’re setting up a system, thinking about the right level ability, but then making sure that your system is set up to capture data accurately and be able to report out on it accurately. So I think that that marriage of human behavior and system was was one of my key takeaways.

Chris Hoyt, CXR 4:18
Yeah, I think people really get in the way of good data about sometimes

Colleen Arthur, DaVita 4:23
Yeah. But unfortunately, fortunately, or unfortunately, we need the people. That’s, that’s how we get it done. Right.

Chris Hoyt, CXR 4:29
I wonder how many developers wish users didn’t exist?

Melissa Mendoza, E&J Gallo Winery 4:34
Colleen we talked about that a lot to in my groups, and just how important it is to actually show the recruiters the impact of their behaviors on the data. Right? And what we found out at Gallo is, the more that you get them accustomed to using the dashboards in the data, they feel their own pain, right? They feel the pain of their behaviors in the system. So those are just a little couple little tips and tricks to help you there. But yeah, definitely feel your pain. Love it. Thanks, Melissa.

Chris Hoyt, CXR 5:03
So Melissa, did you did you also have a sort of a similar different aha moment today? Was there a big takeaway for you?

Melissa Mendoza, E&J Gallo Winery 5:09
Yeah, a couple of things. First of all, I, I just think every time I join, specifically the analytics sessions on with you guys, I just it’s so nice to feel not alone in the world. And we’re all struggling with the same sort of challenges. So that’s really nice. But no, I really enjoyed the the Lockheed presentation, I got some good sort of changes that I think will we will likely make to our dashboards, one of them that I really liked, that Lockheed focuses on the timing, their whole, like the top part of their scorecard showed the timing, but only for candidates that were hired. And I thought that was an interesting way to sort of, you know, shuffle out the noise of all the messy other data and really focus on if a manager is asking, right, or leadership’s asking, how long is it taking for my people to start, truly, you’re really only looking at the people you’re hiring. So I think that might be an adjustment that we take away, or at least look at the differences there. And then I loved their idea of creating some competition within business units. So I think that could work really well, right marketing and finance, sort of creating some competition with the hiring teams, not necessarily the recruiters to say how quick can you help us move for your org? So those were a couple of really interesting things that I thought I would take back.

Chris Hoyt, CXR 6:37
Great, great. Pooja, how about you was there anything for you?

Pooja Udeshi, Church & Dwight 6:41
Yeah, I really enjoyed watching Matias dashboard as well, because currently, what I do is we have workday. So what I do as I pull the reports from workday, and then I use Power BI, so I feed the data into Power BI, but it’s not like that live version that you know, anyone that has access to it can just go in and refresh. So it’s, it’s a lot of, you know, manual work. If someone does want to see updated data, I have to kind of recreate that for the next week. So it was really cool to see that there are different, you know, software’s that you could use like to explore, we could explore Tableau and have those filter options where anyone can kind of just go through and see what they want to look at filter by functions. Because right now when I create them, I create scorecards for each different function. So it’d be cool to just have the data altogether bucketed. And they could just filter out based off of what function that they’re they’re interested in. So it was really cool to just see that there is a way to make it a lot easier, and just have to explore the different options.

Chris Hoyt, CXR 7:36
Yeah, well, it’s a good call, I think, what else I thought interesting, I think a little bit of resonates and what each of you have said there was a comment or a little bit of discussion at the end around. When we go to build reports or dashboards or these reporting or analytics environments. What questions are we answering? And for me, that really resonated because and I imagine as Church and Dwight just as you guys are beginning to build these reports and dashboards, I imagine that that’s something you’re going to have to be incredibly conscious of, because if you’re building reports for reporting sake, or if you’re building a report, because you think that’s what should go in there, and it’s not actually helping to address any of the pain points, or it’s not actually helping to identify any of the bottlenecks or the challenges. It’s all for nothing. I thought that was a pretty powerful piece. And I loved the comment that she made today where it was like, well, I asked the question, and nobody, nobody knows what question they want to. They want to ask him the position or the business doesn’t really know what they want to ask, but they know all their pain. So I have to just kind of read between the lines.

Pooja Udeshi, Church & Dwight 8:35
Yeah, I did. Remember I joined a data analytics event earlier, like last year, and someone shared a dashboard. And instead of just having like a title, they had a question that the dashboard was answering. And I thought that was really interesting, because it was right as a title. I was like, I don’t remember the specific question. But I thought that was a unique way of, you know, organizing the dashboard, because it wasn’t just like a title like open requisitions. It was just like, what are we looking at and what this dashboard is going to show you.

Chris Hoyt, CXR 9:01
I love that story. It’s supposed to tell a story. Okay, so we’re gonna wrap with in just a minute, we’re gonna wrap it I have one question we did. So it was a very different style of meeting today. We were learning as we went obviously, as facilitators, but also as participants, very interactive, very different. This new platform. What did you think of it? The brainstorming exercise? Was it helpful? Did it slow you down? Do you think it was great was the worst?

Pooja Udeshi, Church & Dwight 9:25
I personally liked it because I feel like with a bigger group, a lot of people tend to go to the chat option to share their like, um, you know the answers, but to have that, you know, the post it notes and just have everyone go into it and just add their ideas. I think it really increases collaboration rather than just someone kind of just listening in or reading the chat.

Melissa Mendoza, E&J Gallo Winery 9:46
Yeah, I’ve used a similar tool called mural for posties and sharing. And I think mural worked very similar. It was awesome. But I really liked the reverse brainstorm. And I think that that works well. Seems like it would work well in groups where maybe they’re not comfortable brainstorming or they don’t do it all the time. Right. So something I will certainly take back but I love the reverse brainstorm facilitation. Very cool.

Colleen Arthur, DaVita 10:13
Yeah, I agree with with Melissa I thought the exercise was really was really a great way to kind of get to the root of some of the problems and some solutions. I have to admit I had a little bit of learning curve. We first started using the tool but it was pretty quick to get used to once I found where my cursor was versus where all the cursors were. So once I got used to it, I thought it was really effective tool to to lead the conversation

Chris Hoyt, CXR 10:34
Good stuff. alright well maybe we’ll try it again. Ladies, thank you so much for joining us. I look forward to seeing you online in the CXR community CXR.works until the next meeting, and hopefully we’ll see you on the next book club. We’re excited about that.

Pooja Udeshi, Church & Dwight 10:44

Melissa Mendoza, E&J Gallo Winery 10:45
Thanks, Chris.

Colleen Arthur, DaVita 10:46
Thanks. Bye.

Announcer 10:47
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