Most of us can point to at least one situation where an external candidate was hired and turned out to not have the ability to succeed. The result was poor performance, a distracted team, and an unpleasant parting of ways. For many of us, there has been more than one instance.
Applying analytics to hiring decisions can help talent management and HR professionals earn their seat at the top table.
There is no silver bullet, but the ability to gain broader and deeper insight into candidates’ past job performance, skills, and behaviors brings employers closer to the ultimate goal of making data-driven decisions to identify the people most likely to stay longer, perform better, and drive your organization’s growth. And the element of automation makes recruiters more productive so they can spend more time sourcing and screening candidates to fill more jobs with candidates who have been more fully vetted by the organization.