Four For Friday: Using Data For Better Recruiting

Four For Friday: Using Data For Better Recruiting

Michael Altiero

The use of data has been improving many different areas of the business world for some time now. From finance to marketing and sales, business functions are collecting and interpreting data to get better at what they do. Recruiting should be no exception (but it still is in many organizations).

As we have seen, especially over the last 12-18 months, the rise of data-driven recruiting has been one of the biggest trends in HR. Talent acquisition teams that have already started to use data to improve their recruiting efforts have a competitive advantage. Using data for better recruiting is the topic of this week’s Four For Friday.

HR Analytics and Software Emerges As Priority For First Time (Personnel Today)

According to recent XpertHR’s research, analytics and software are the top two strategic issues for HR in 2016. “The researchers said that while there had been a drive for HR practitioners to engage with meaningful people metrics and data for some years, the 2016 survey findings showed this has gained traction. There is now a desire to gather, measure and analyze data not only to improve overall performance, but also to demonstrate the value of the HR function to the organization.” Check out this post on the Personnel Today blog to learn more!

How to Use Data for Better Recruitment (Undercover Recruiter)

When it comes to recruiting data, “First things first, treat Talent Acquisition measurement like everything else in business and clearly define your goals,” says Adam Glassman, Recruitment Strategies Manager at Expert Global Solutions. “What are you trying to accomplish? Think big picture stuff. Establish a few key goals (no more than 3-5) and then determine which metrics help tell the story of your success.” Learn more in Adam’s post on the Undercover Recruiter blog.

Targeted Recruiting Metrics Will Improve Hiring (SHRM)

“Trying to use data to improve your hiring processes? Look beyond the traditional ‘big three’ metrics—time-to-fill, cost-per-hire and quality of hire. Other less-hyped but more-indicative performance indicators can narrow in on problem areas in sourcing and interviewing,” says Roy Maurer, online editor/manager for SHRM. Roy goes on to provide some other ways your team can use data to make your recruiting strategy better. Check out his post on the SHRM blog to learn more about recruiting metrics.

14 HR Metrics Examples (Analytics in HR)

This post from the Analytics in HR blog provides 14 different examples of metrics in HR. The metrics are broken into a few different categories:

  • Metrics in recruiting
  • Metrics related to revenue
  • Other HR metrics

Each category has a few different metrics with explanations about each. Check out this post to learn more about them!

Interested in recruiting analytics and the future of big data strategies in talent acquisition? Sign up for the Data Driven Recruiter blog.

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