Four for Friday: The Future of Decision-Making in Talent Acquisition
It’s an interesting time to be in HR—especially the talent acquisition field. The idea of using data to make better decisions definitely has both pundits’ and practitioners’ wheels spinning, but there still seems to be more thought than action. This is natural amid times of rapid technological change. It’s a topic we discussed this week in our blog post, “Why Recruiting Is No Exception in Today’s Data-Driven Era,” and the theme of today’s Four for Friday.
1. How Recruiting Analytics Takes Talent Acquisition From Gut to Great (Recruiter.com)
As any recruiter knows, making gut decisions is part of the game. But that doesn’t mean we should rely on instincts and intuition alone. In fact, more recruiters than ever are starting to look at data to support decision-making, and next-generation talent acquisition analytics are transforming the utility of the data at hand. Frank Moreno discusses this digital transformation, diving into how tools are helping recruiters answer questions like who’s in my pipeline or what is my average time to fill and how does that impact cost of vacancy?
2. Time to Fill on the Rise Again (ERE)
Although the economy is adding jobs at its quickest rate since before the Great Recession, companies are still facing challenges when it comes to filling vacancies. John Zappe shares the results from a recent study, which shows the national fill time for vacancies in the U.S. was 26 working days in January, which is actually a year-over-year increase of 3.5 days. This aligns perfectly with our recent article on the top technologies executives should be considering to reach talent in 2015 and beyond.
3. HR analytics “stuck in neutral,” warns Deloitte (diginomica)
Janine Milne shares results from a recent Deloitte survey—“Global Human Capital Trends 2015: Leading in the New World of Work”—which was taken by 3,300 HR and business leaders from 106 countries. She says, “The report revealed that only 8% of respondents believed their organization was strong in analytics, even though 75% saw it as an important issue.” Companies are clearly interested in the power of analytics, but leadership feels they are lacking the skills and solutions needed to fully leverage them.
4. The Future of HR (again) (HRExaminer)
With so many people talking about big data and the power and social recruiting, John Sumser takes an interesting angle by discussing how enterprises with large IT budgets and resources are more likely to act first in these areas. He says, “The rapid pace of technical change has an impact but the basic principle–bigger, richer companies get it before smaller poorer companies–is a useful rule of thumb.”
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