Discover which hiring activities improve quality of hire across the full employee lifecycle
Optimize the recruiting process to target and hire candidates proven to have the best business impact over the long term
Create more accurate hiring plans that draw on historical rates for turnover and hiring success
Choose the right mix of FTE, agency, and RPO recruiting by comparing costs over time for each option
Recruiting is arguably the HR function with highest visibility across every organization. Talent acquisition remains an ever-present concern for business leaders who risk declines in productivity if they can't fill their talent pipeline. To ensure success, HR teams need be vigilant about measuring the effectiveness of the hiring process.
But that's easier said than done. While plenty of applicant tracking systems and other recruiting tools are set up to report on hiring activities, rates, and costs, they typically stop tracking applicants as soon as they're hired. Because of that crucial limitation—and because data about the long-term performance of the workforce inevitably lives in a vast array of disconnected systems—measuring the lasting impact of the recruiting process becomes a daunting, insurmountable task.
Join workforce expert Ian Cook for this webcast to learn how talent acquisition teams can get past those hurdles to uncover insights from beyond their ATS.
Many large companies have made headlines for doing away with a traditional ranking-based performance management system. In this podcast, John Boudreau discusses trends in performance management, explores some of the pitfalls of performance ...
It can feel like preparing for a trip up Mount Everest.
Along with gaining buy-in from people at all levels, turning your HR function into a well-oiled fact-based decision-making machine will require you to attain both some new hard and soft skills.
And yet, research supports that it is well worth the effort. In recent years it has become common knowledge that proactively using data to make fact-based decisions is key: “Our experience has found that data-driven, analytical HR departments are more likely to play a strategic role in their organizations, and the survey data supports this,” states a recent Boston Consulting Group report on HR excellence.