S5 | E5 | Why ‘The War for Talent’ is now ‘The War for Talent Intelligence' with Matthew Doucette, Director, Technical Recruitment at Deliveroo

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Dec 17, 2024

Matthew Doucette, Director of Technical Recruitment at Deliveroo and a talent acquisition guru, discusses the evolving landscape of recruitment data. He points out that despite an abundance of data, recruitment strategies haven’t significantly changed since 2009. Doucette highlights the importance of aligning talent strategies with business results and emphasizes the differentiation between job descriptions and adverts. He also discusses the vital need for qualitative insights and effective collaboration between finance and HR to enhance talent acquisition.

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ANECDOTE

Early Data Use

Matthew Doucette started his recruiting career using Rolodexes and handwritten notes, tracking his work manually.
He later learned Excel and built spreadsheets to track recruiting metrics, realizing the importance of data early on.

INSIGHT

Data Objectivity vs. Subjectivity

Recruiting data is objective, but its interpretation is subjective.
Companies often prioritize recruiting efficiency over effectiveness, potentially missing crucial insights.

INSIGHT

The "Best" Talent Myth

The concept of the "best" talent is subjective and company-specific.
A-players in one organization might not be successful in another due to differing structures, processes, and cultures.

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In Episode 5, of Season 5 of Driven by Data: The Podcast. Kyle Winterbottom is joined by Matthew Doucette, Director of Technical Recruitment at Deliveroo to talk about the role of data within talent acquisition and how it's now a 'war for talent intelligence', where they discuss:

How recruitment data hasn’t evolved much since 2009, despite having more data than ever
The challenge of translating objective data into subjective insights
Why someone is an A-Player in one company but not in another
The importance of a talent roadmap to guide long-term growth
Why talent intelligence is quantitative approach but there's a need for qualitative data
Why finance and HR need to work more closely together
Aligning talent strategy directly with business results and strategy
Embedding data science into recruitment processes for better outcomes
The ripple effects of hesitant hiring managers on Talent Acquisition
Why measuring ROI on talent intelligence investments is crucial
The complexities of defining and measuring "the best" in talent
How heat mapping job descriptions can uncover insights for hiring strategy
Why job descriptions and job adverts are two different things that serve different purposes
Reflecting on past experiences to refine data aggregation and measure success

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