With countless recruiting-related technologies and assessment options on the market, business leaders might expect that measuring the long-term impact of talent acquisition is a practice that’s well-established and effective. However, the reality is just the opposite.
The recruitment process is a treasure trove of data that — when mined carefully — reveals important information on whether or not a candidate will be the high performing employee your organization is looking for. It’s the difference between making decisions on gut feeling and making them based on facts.
Without strong Learning and Development (L&D) programs, employees may have a harder time being productive, moving up in the organization, and contributing to financial performance. Additionally, it can also lead to lower employee engagement and increased turnover.
Despite the clear positive effects of learning, I’ve repeatedly heard from L&D leaders that they lack insights into whether what they do impacts overall business goals.
Explore how to leverage analytics and artificial intelligence to shape how the business thinks about talent and the impacts of HR structure and its roles (HRBPs, COEs, and analytics) in HR Transformation.