The makeup of human resources (HR) analytics certainly overlaps to a degree with data your talent team accumulates — notably, insights connected with candidates who get hired.
Accumulating diversity data in an ATS only for that data set to sit there unused won’t help you move the needle with your diversity, equity, and inclusion (DEI) initiative.
The era of data-driven recruiting is upon us. That means a recruitment dashboard — one that offers ample insights into ongoing talent acquisition activities — is now your team’s top asset…
For hiring and recruitment teams, the pressure has never been greater to attract top talent. A common downside of this pressure is it can lead to “mis-hiring”:
Perfection may be the “enemy of good.” However, that shouldn’t stop you from constantly improving each step of the recruitment process to realize greater recruiting and hiring product…
You and your team work hard to develop your recruitment strategy. That means it’s only right to analyze and optimize your approach often. (Perhaps even daily.)
Marketing, sales, and product (among other teams) collect and analyze data to execute and excel daily. Talent acquisition must do the same with their recruitment analytics.