Four for Friday: Inspecting Recruitment Analytics Maturity
While many other business functions have been leveraging the power of data and analytics for a while now, recruiters are slowly starting to catch up. It’s exciting to see the evolution of recruiting analytics technology, and with it the increasing maturity of talent acquisition data initiatives. As more recruiting organizations start to consider data in their everyday activities, it’s almost as if the meanings behind particular recruiting metrics and KPIs are going deeper.
This week, our Four for Friday shares a few articles from around the industry that align with the concept of recruitment analytics maturity.
1. 6 Big Data Metrics That Drive Quality of Hire (LinkedIn)
The topic of big data has been gaining an increasing amount of attention in recent years, and for good reason. As more use cases in the realm of recruiting continue to trickle into the mainstream, talent acquisition leaders are feeling the urge to figure out how they can take advantage of big data. This article by Lou Adler discusses six big data metrics you can look at that will help drive better quality hires. These include:
- Candidates per hire by recruiter and by hiring manager
- Sourcing mix by job
- Candidate quality by sourcing channel
- Passive candidate conversion rates
- Referral rates by recruiter
- Quality of pre- and post-hire
2. What Is HR Analytics? (ASUG)
In this clip, panelists from SAP and ASUG, including “Data Driven: How Performance Analytics Delivers Extraordinary Sales Results” author Jenny Dearborn, take a deep dive into what HR analytics is and how companies are leveraging the technology.
3. 5 Ways to Use HR Data to Drive Business Decisions (BlackbookHR)
HR leaders and recruiters could apply analytics and data to their business in many different ways, so examples and ideas of how they’re being used today are always welcome. On BlackbookHR’s blog, Chris Powell shared a few ideas, but started by discussing the importance of approaching your data initiatives strategically. He said, “The key is to consider that data alongside your business strategy and use it to help you move closer to your goals. HR leaders should always be reflecting back on their desired business outcomes and asking whether their current practices, policies and programs are helping them get there.”
4. 5 Levels of Analytics Maturity (HR Tech World)
While some HR and recruiting leaders are well along their journey toward using analytics, others are just beginning. Saida Ayupova shared a few tips for companies aiming to move further down that path, and several words of caution as well. He said, “Despite investment and an explosion of data, the answer is not having access to more data. The solution lies in accessing the right HR data, and implementing the right training and technologies that enable HR to surface and communicate meaningful patterns and trends to influence business decisions and maximize return on investment.”
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