Four For Friday: People Analytics and Data-Driven Recruiting
While tracking and measuring recruiting metrics (like time-to-fill, quality-of-hire, etc.) are a great start, understanding other important areas of HR analytics is crucial. One such area is People Analytics. We explore this and more in this week’s Four For Friday.
HR is sitting on a treasure trove of data, says Josh Bersin, Founder and Principal of Bersin by Deloitte. “Bringing all this data together and making sense of it has always been the dream of HR leaders. Today, this dream is starting to become a reality.” Josh goes on to say that HR leaders do not have a choice anymore when it comes to using data and analytics. Learn more in Josh’s post on the SHRM blog.
Will Staney, Founder of Proactive Talent Strategies, provides and explains three big recruiting trends for 2016. One of them is data-driven talent acquisition. “What ultimately differentiates great from good HR organizations is that the great ones are taking full advantage of the recruiting data enabled by these tools, technologies and systems, to regularly measure, analyze and apply actionable insights to optimize their talent acquisition strategy for both short and long-term success,” says Will. Learn more in his post on the SourceCon blog.
The Oscars for People Analytics (David Green)
A few weeks ago, the Workforce Analytics Excellence Awards took place. This summit consisted of a who’s who of HR and Talent Analytics experts and influencers. This post by David Green, Global Director, People Analytics Solutions at IBM, takes a look back at the conference and celebrates the winners of the first ever European Workforce Analytics Excellence Awards. Learn more in David’s post.
This post on the ERE blog takes a closer look at the time-to-fill metric. Generally, it is used to measure past performance. “Today, however, we can better predict time to fill on a req from the day it is opened (and in the process, determine the probability that a req would exceed its target time to fill). We can also apply analytics technology to look behind the metric and reveal influencing factors. That means we can do much more than keep score and set goals.”
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