The topic of talent analytics is hot right now, especially in recruiting. According to Bersin by Deloitte, more than 60% of companies are increasing investment in this area this year, representing a collective interest in uncovering their workforce performance secrets and insights. Importantly, Bersin research also shows that the most advanced thinkers in HR analytics start by measuring recruiting.
However, there continues to be confusion around gathering and managing “clean” talent data from disparate systems, rolling up that data into agreed-upon business metrics, and moving progressively into predictive analytics that will ultimately help solve business problems and drive business outcomes. The waters are further muddied because recruiting data abounds for organizations today with thousands of data points being collected about each prospective candidate or applicant from a multitude of sources.
What’s important and what’s not? How do we get to increasing the quality of hire by identifying the best sources of hire?
Join Meghan M. Biro, Founder and CEO of TalentCulture.com and long-time recruiting practitioner, and moderator Kevin W. Grossman of PeopleFluent, as they explore:
The differences between data, metrics and analytics
The current state of recruiting metrics and analytics
The top talent acquisition metrics that CHRO’s care about
How the candidate experience can lead to greater ROI
Technologies that empower talent acquisition analytics
White Paper | Author: Lisa Rowan | Source: IDC
| Published:August 24, 2016
The market for talent management has evolved from one that largely focused on a single function, such as recruiting, to a more mature one that considers the many facets of talent. Both senior-line management and HR executives are considering ...