Four For Friday: How Can You Improve Your HR Analytics?
As we have mentioned many times in the past, continuous improvement is crucial to HR and recruiting success. And when it comes to HR analytics, it is even more prominent. While getting started with analytics is a big challenge, keeping up a successful data strategy can prove to be even more daunting.
By staying ahead of the curve and doing research, you can avoid pitfalls in your analytics strategy, and possibly even find ways to improve an already successful campaign. This is the topic we explore in this week’s Four For Friday.
4 Important Metrics for Social Recruiting (Recruiting Tools)
“Social recruiting is becoming an essential element of recruiting success, and it is time to make sure that social recruiting is measured as well, especially since social recruiting appears to be the best way to recruit passive candidates,” says Jackye Clayton, Editor for Recruiting Tools. She goes on to provide four key metrics to measure for social recruiting:
Learn more about each metric and how they impact recruiting across various social networks in Jackye’s post on recruitingtools.com.
John Pilmer, Owner and CEO of PilmerPR, explains that while data has been collected for a long time, only recently have we developed the power to harness the data and put it to good use. He also discusses how a new generation of entrepreneurs is approaching and utilizing big data to achieve results. Check out some real world examples in John’s post from Entrepreneur.com.
4 Ways to Bring Big Data Into Your Recruiting Process (Recruiter.com)
In their latest installment of Recruiter Q&A, Recruiter.com asks a few industry experts the following question: “We’re looking for real-life examples of big data in action. How do you use it in your recruiting process? What results have you seen?”
- Determine Who Your Best Hires Really Are
- Anticipate Your Candidates’ Questions and Engage Them From the Start
- Tie Candidate Assessments to Meaningful Performance Metrics
- Pick the Best Recruiters for the Job
Learn more about each of these in this insightful post on the recruiter.com blog.
“One of the hottest issues in the HR analytical space at the moment is how HR business partners can be trained to become more analytical, because they are the crucial ‘translators’ between the business and its analysts,” says Luk Smeyers, CEO and Co-Founder of iNostix. Luk goes on to explain some issues in the past with getting HR professionals to be more analytical, as well as competencies to look for in people who can excel in an analytical role.
Interested in recruiting analytics and the future of big data in talent acquisition? Sign up for the Data Driven Recruiter blog.