It’s also important to understand that you can’t impress a CEO with a large volume of tactical recruiting metrics. Instead, you must focus on metrics that demonstrate a direct impact on what CEO’s really care about, the firm’s strategic goals. The Benchmark Firm to Follow Is Google. MORE

AI-powered computers can apply human-like reasoning to problems, and these systems get progressively better because they “learn” through exposure to data without human intervention. Data collection and analysis once required cumbersome data entry and manual spreadsheets. MORE

According to the Society for Human Resources Management Human Capital Benchmarking Report, the median cost per hire for US companies is $2,000. A simple regression analysis shows company-specific factors explain about 14.7 Track the Right Metrics. MORE

There are two issues I think recruiters, and other HR professionals, need to understand in order to get to grips with this more important objective / metric. Induction Reports: Measure global metrics on HR productivity and key performance benchmarks. MORE

Hiring metrics, reports and Key Performance Indicators (KPIs) are only as useful as the questions they answer about your business. So, before we talk about the myriad of hiring metrics we can measure and plot in recruiting, let’s take a moment to think about what we’re trying to learn and why. You need to know how good you are at finding and attracting qualified people, also known as recruitment metrics analysis. Pipeline metrics will give you a lot to think about. MORE

Productivity and labour cost remain important measurements; these are the tools investors, lenders and businesses use to benchmark progress (or lack of it). You can see the separation of the people and business management systems in most businesses' strategy maps. MORE

Track the progress of forms and paperwork needed by HR. Offer task tracking for new-hire activities such as training or new-hire events. For more than a decade, ClearCompany has helped companies identify, hire and retain thousands of A Players from among millions of applicants. MORE

Performance Tracking Tools. Performance management systems are used to manage employee progress, performance, and development in relation to organizational goals. Retain historical review data or integrate with third-party applications where historical data can be maintained. MORE

Compensation and benefits analysis. Some, especially the compensation and benefit analysis and scenario planning, help to identify the future needs of the workforce. In this case, a development plan to get their performance back on track is the best solution. MORE

Tracking the right metrics is a must for companies that want to know how well their diversity efforts work. Choosing the Right Metrics. As with any HR-related goal, determining your organization’s success at implementing diversity efforts requires choosing which metrics to track. MORE

Topics include making a business case for new HR technology, what to seek in a software application, and how to determine if a vendor’s customer support is really as exceptional as they say it is. All of our applications follow the Software-as-a-Service model, commonly known as SaaS. MORE

Track the progress of forms and paperwork needed by HR. Offer task tracking for new-hire activities such as training or new-hire events. For more than a decade, ClearCompany has helped companies identify, hire and retain thousands of A Players from among millions of applicants. MORE