Q&A from How to Use Oracle Business Intelligence Webinar to Improve Talent Acquisition Efficiency

If you feel like you have not fully unleashed your Talent Acquisition analytics capabilities in Taleo, this webinar is for you.

Two Modulus Data experts walk you through the advantages of Oracle Business Intelligence as well as strategies that you can immediately leverage using OBI to power Talent Acquisition efficiency.

Talent Acquisition metrics industry expert Sebastien Nadeau covers the benefits and advantages of OBI while providing examples of the common gaps between what he has observed clients doing and what is possible.

Functional expert Kam Judge shows you how to leverage HR data to meet business objectives to improve the efficiency of your Talent Acquisition process.

Complete Q&A from Webinar
(including questions not answered during the webinar due to time)

We wanted to take the time answer all the excellent questions we received during our webinar about Modulus Connect.

If you have any specific questions that we haven’t addressed, please feel free to email snadeau@modulusdata.com or kjudge@modulusdata.com

Question:  When is upcoming Lunch & Learn on Dynamic Dashboards?

Answer (Sebastien):  This is happening at OHUG 2017 in Orlando.  I really hope to see you there!

Question:  One struggle we have is due to the high number of applicants we have. Around 30k per month. When I try to run reports giving me an overview of this volume YTD, my reports will crash. Is this number too high or may I have a different issue preventing me from generating reports?

Answer (Sebastien):  The problem here is that you get a single date for each of the application, since Taleo stores the full time-stamp.  You need to strip the day and time from the date using functions, to keep only the year and month.  Then it will be possible to get a nice graph like the one I showed.

Question:  Is 360k applicants a year too high to process?

Answer (Sebastien):  No, I’ve seen higher volumes.  Don’t expect to be able to list them all, but you can definitely build reports on top or that.  Taleo has big customers in retail that have higher volumes, and the reports work properly

Question:  Is Average Wait Time a pre-set formula? Can you share it, please?

Answer (Sebastien):  This is not a pre-set formula, this is something I built.  You need to use the DATETIMEDIFF formula.  You can look it up in the help feature of OBI, average it, and you can get the number by recruiter or anything else you’d like.

Question:  Are the results of all these dashboard views that Sebastian is presenting downloadable?  We have a recruitment population that prefers viewing the data in Excel rather than dynamically in OBI. 

Answer (Sebastien):  Yes, this is possible.  All the dashboards can be sent to PDF for printing and to Excel to play with the data.  You get to download a single dashboard page or the whole thing.  This question was asked by multiple people and so we answered it in the webinar and demonstrated how to download to PDF or Excel (see recording).

Question:  Where can you find the slider graph tool in OBI Reporting?

Answer (Sebastien): The slider is an option of most graphs, you find it in the graph design panel, under the section white box.  It’s a checkbox “Display as a slider.” Try it out!

Question:  In the dashboard is there an option to exclude a set of data on the fly. For example, after determining a problem area, can we exclude that problem area (recruiter/manager/vacancy)

Answer:  Any filtering needs to be done through the dashboard prompt at the top of the dashboard.  What you could do here is make lots of prompts available, and then the end user could decide to exclude some values if they are skewing the results.

What’s the difference between an “Analysis” versus a “Dashboard”?

Answer (Sebastien):  A dashboard is a collection of analysis displayed together.  An analysis is a report.

Question:  Can you please provide the fields you are using to define “Average Wait Time”?

Answer (Sebastien): I have used a formula to average the step and status duration field from the historical step and status folder.

Question:  Do you recommend the use of BI Publisher for any specific purposes?

Answer (Sebastien):  Yes, for any form like report or to mix data between subject areas.

Question:  Do graphs/data dynamically update all the dashboard tabs when you make a change to the view on one tab?

Answer (Sebastien):  If you update the prompts on a single tab, all the reports leveraging that prompt will be updated, on all the dashboard tabs.

Question:  Do you have any recommendations for entering in benchmarks into bar charts to compare to average wait times?

Answer (Sebastien):  Yes, simply create a field with a constant in it.

Question:  What are your thoughts about using the “Recruiting” Subject Area versus the “Recruiting (Legacy)” Subject Area when building a report.

Answer (Sebastien):  You should not use the legacy subject area if you can avoid it.  This is for the migration from BO. It was not built for new reports.

Question:  Do you ever find the need to use the Advanced tab to edit SQL, it seems to remove all formatting when I’ve tried to use it

Answer (Sebastien):  NEVER do that.  It will make it a nightmare to maintain the report.  Oracle does not recommend it, and even while I was still with Oracle, we were forbidden to do that as consultants.  While it was simple and almost harmless in Business Objects, this is now a major problem in OBI, and you should avoid it at all costs.

Question:  In an analysis with let’s say date prompts (not a dashboard prompts), once I put the initial dates in, the prompts go away and I have to go back out to catalog to run again if I want to change dates. Is there something I am missing in the set-up to avoid doing that or is the only way to make it more of a dashboard format?

Answer (Sebastien): If you want “on the fly” filtering capabilities, you need to make it into a dashboard.

Question: For “Time to hire” metrics, how do you bridge the gap between candidates who start out in a sourcing req and are matched to a hiring req. We currently have no pretty means of catching all this, inclusive of the sourcing req.

Answer (Sebastien):  This can now be done through the “Matched From Requisition” field.  If you daisy chain multiple requisitions, then I recommend using TCC to get the original application date to all the matched requisitions.  This solution is not all that simple, and you can reach out to us if a customer needs complex integrations for reporting purposes.

Question:  When looking at data across all Taleo clients, what is a strong application completion percentage?

Answer (Kam): The higher the completion percentage the better, but it will never be 100%.  There will always be candidates who drop off mid-process, possibly because they see questions that let them now that they may not be a fit.  There’s no universal benchmark for this, as it depends on the position, industry and hire types.  What we really want to identify, are cases where the drop-off is consistently higher at some pages vs. others.  This is where we can investigate the design and/or content of those pages to improve completion rates.

Question:  Do you have any recommendations on obtaining accurate self-selected source information from applicants?

Answer (Kam):  Auto-populating sources typically happens automatically when candidates come to your job application from a job board, so there is built-in accuracy there.  For the most accurate self-selected sources, it’s optimal to ensure that the source list is relevant and comprehensive enough for the candidate to find their true source in that list; AND that the list is not too overwhelming.  You give recruiters the ability to modify the source list on a requisition by requisition basis. Also make sure they’re trained to remove sources that are not applicable, so that the candidate has only the choices that apply to the requisition. This will improve accurate self-selected source information.