Expert insights. Personalized for you.
Big Data analytics and their benefits have long been appreciated in executive circles. For Human Resources there are a multitude of benefits that Big Data can bring, all of which have continued in their evolution thanks to continuing developments in data analytics. MORE
Human Resource Metrics are a crucial way of analyzing the successes and failures of your department’s outreach, influence, programs and processes. The data hidden within is an important catalyst for the development and change of both your strategies and those of the business. Allow your metric data to guide you financially and highlight your best talent, serving as proof of your impact and a record of progress. MORE
There are precious insights to be extracted from organizational data and used to guide your business to new levels of profitability. Businesses worldwide are creating and storing massive amounts of data, more than at any point in history. How much data? Look at your data. MORE
This isn’t a beginner’s guide to understanding analytics; however, even if you are new to recruitment analytics I encourage you to read this post for its tips for using Google Analytics to measure mobile recruiting activity. Then, find your favorite marketing department buddy and plan to explore Google Analytics with his or her assistance. If you don’t use an ATS, Google Analytics is an incredibly powerful and free alternate resource. MORE
A major factor is how companies search for and screen candidates. I’ve seen this scenario play out countless times over the course of my career with large, diverse workforces, particularly as it relates to a “gap in service”—one of the criteria that often screens out qualified candidates. MORE
Recruitment metrics help you gauge the effectiveness of your recruitment process. Here are frequently asked questions and answers about recruiting metrics to help you understand recruiting data and use it to boost your hiring: Intro to Recruiting Metrics. What are recruiting metrics? What can you learn from recruitment metrics? Which are the most important metrics to track? How can I have better visibility into recruiting metrics? MORE
5 Benefits of ATS and Background Screening Integrations Jun. Why Integrate Background Screening With Your ATS. Integrating background screening with your ATS has many benefits for recruiting and human resource teams, including a better candidate experience, improved productivity, metrics and analytics, and better accuracy and compliance. Here are the five primary areas that can be improved by integrating your background screening with your ATS. MORE
The presenters were Zach Linder, vice president, analytics and machine learning; Morgan Llewellyn, chief data officer; and Dwaine Maltais CEO of Talentegy, which was recently acquired by Jobvite, a talent acquisition technology provider headquartered in Indianapolis. MORE
Powell says that the uncertainty of the pandemic has forced her company to rely on the use of data and analytics to predict customer behavior. “At MORE
Here are frequently asked questions and answers on candidate experience metrics to help you create a welcoming hiring process for candidates and strengthen your employer brand: What is candidate experience? This metric shows you the percentage of candidates who started filling out your forms but never actually applied: If this metric is higher than you’d expect , consider shortening your application process. Google Analytics is a good way to track unique users. MORE
Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting? Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. Collect data efficiently. MORE
But getting this data from your ATS can be a struggle , one that can be hindered not only by expensive and lengthy data warehouse projects and consultations, but also the dreaded “dirty data.”. Talent Acquisition is Plagued by Monster Data Issues. The obstacle to a data-driven recruitment strategy isn’t lack of data. There is often a temptation to blame the ATS and indeed, sometimes poor data is a result of your ATS’s analytical limitations. MORE
Traditional organizations are also discovering the benefits of increased efficiency and data-driven decision-making. Big Data and automation are high on the agenda of most departments with HR directing its focus towards data-driven decision-making, too. MORE
Data is an invaluable tool when it comes to the hiring process, and more organizations are using data to drive their recruitment activities than ever before. But unless that data is accurate and easy to understand, it becomes redundant. MORE
But without easily accessible recruiting analytics to put that feedback into context and visualize areas for optimization, the value is greatly diminished. To expand on that notion, here are four recruiting analytics that can transform your ability to hire. Recruiting Analytics: One – Quality of Hire by Source. We’re all getting continuously updated quality of hire data in real time, right? Recruiting Analytics: Two – Interview Satisfaction by Division. MORE
This article lists the eleven best HR analytics courses in the world today. Getting started with HR analytics – also called People Analytics – is a big step for a lot of people and organizations. An HR analytics course that answers these questions can be invaluable. Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. on people analytics. MORE
There are precious insights to be extracted from organizational data and used to guide your business to new levels of profitability. Businesses worldwide are creating and storing massive amounts of data, more than at any point in history. How much data? Look at your data. MORE
Hiring metrics, reports and recruitment 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. MORE
Recruiting metrics are an essential part of a data-driven hiring and recruitment analytics. However, if you would keep track of every recruiting metric you could find on the web, you’d have no time left to do actual recruiting! But first, let’s answer the question: What are recruiting metrics? What are recruiting metrics? When used correctly, these metrics help to evaluate the recruiting process and whether the company is hiring the right people. MORE
But getting this data from your ATS can be a struggle , one that can be hindered not only by expensive and lengthy data warehouse projects and consultations, but also the dreaded “dirty data.”. Talent Acquisition is Plagued by Monster Data Issues. The obstacle to a data-driven recruitment strategy isn’t lack of data. There is often a temptation to blame the ATS and indeed, sometimes poor data is a result of your ATS’s analytical limitations. MORE
Why Integrate Background Screening With Your ATS. Integrating background screening with your ATS has many benefits for recruiting and human resource teams, including a better candidate experience, improved productivity, metrics and analytics, and better accuracy and compliance. Here are the five primary areas that can be improved by integrating your background screening with your ATS. Improved hiring metrics and analytics. MORE
Guest: Jason Roberts, Global Head Of Technology And Analytics, Randstad Sourceright. Jason Roberts is the global head of technology and analytics for Randstad Sourceright. A leading authority on HR analytics and systems, Jason has more than 16 years’ experience using big data to drive recruitment strategies for Fortune 500 companies. Today we’re going to speak with Jason Roberts who’s the global head of technology and analytics for Randstad Sourceright. MORE
Introduction to Workforce Analytics Today, the need to understand what attracts skillful individuals to join an organization, stay motivated, and deliver outstanding results has become more important than ever. To tackle these thorny issues, companies have started investing in sophisticated data analytics tools coupled with Artificial Intelligence (AI) to add to their HR department. I believe that the data will set you free. MORE
Data analytics and artificial intelligence (AI) are evolving HR in order to amplify organizational growth. A 2020 Forbes online article explains , “Intelligent, data-driven HR is transforming many aspects of how HR teams serve the people in their organizations. MORE
[This article reprinted by permission of Human Resource Executive ®] Data has been the driving force behind innovation in finance, sales and marketing for years, while human resources has struggled to keep up. According to Deloitte’s 2016 Global Human Capital Trends report , 77 percent of companies believe that using “people analytics” is important, but the capabilities are lacking. HR professionals need to be aware of how people analytics can impact the broader business.In MORE
Cost per hire is one of the most used HR metrics and recruiting KPIs. This makes the cost per hire arguably one of the most important, but also the trickiest metrics in recruiting and talent acquisition. Why is cost per hire an important metric to track? MORE
Monitoring the key performance indicators (KPIs) of your screening program can save your organization time and money, accelerate onboarding, and improve your quality of hire. Background Screening Metrics to Measure. For drug screens , track positivity rate by drug type. MORE
These books can change your career: People Analytics and HR-Tech reading list. This list of People Analytics books is not exceptional. So here is my People Analytics reading list on Kindle, ordered chronologically, from newest to oldest. People Analytics & Text Mining with R. This book teaches you R (open-source programming language), People Analytics, Text Mining and Sentiment Analysis. Data-Driven HR: How to Use Analytics and Metrics to Drive Performance. MORE
These are questions you can answer by tracking the time to hire metrics. This metric refers to the number of days from when your eventual hire applies or gets sourced to when they accept your job offer. Workable’s reporting suite differentiates between these two metrics and provides data on both in the time to hire report. Why should I track time to hire metrics? Looking for better reporting analytics? Time to fill and time to hire metrics FAQ. MORE
This fourth prediction is probably the most important for you to consider as you develop analytical capabilities in your organization. 4 Bad Analytics Leads to Bad Business. There are lots of vendors jumping on the analytics bandwagon. Some are just re-branding things they were already doing and calling it analytics. So what do you think the likely outcome will be if you give managers an individual level turnover risk metric? Analytics Big Data MORE
However, a yield ratio is also an HR metric that greatly improves your recruitment and selection process. It is a must-use metric for any manager, recruiter, or HR team. from application to screening calls) but also from start to finish (number application to a number of hires). MORE
The team built an algorithm to find the best candidates based on years of performance data at the company, but the algorithm kept delivering male candidates. Wang-Jones explained that one of the challenges faced in the organization from a diversity perspective is having the right data on hand in a format that supports diversity initiatives. General Diversity MetricsThis week I am in Atlanta for the SHRM Diversity Conference. MORE
The answer lies in data. While it is impossible to accurately predict all of the future, relying on good data can help you prepare for it the best you can. The potential of data in HR remains largely untapped. What we all can learn from people analytics in retail. MORE
Today I want to talk about first year retention, a measure that I believe is going to continue to grow as a recruiting metric, even though many companies wouldn’t consider it even remotely linked to recruiting as of today. Once I had amassed the data, I started analyzing. The data showed that if an employee made it past the 90-day mark, they were significantly likely to stay for a year or longer. The future of recruiting metrics. MORE
However, if you’re really looking to stand out and perform like your competitors, there are a few sourcing metrics you need to measure and optimize. What are the best sourcing metrics that help you make your sourcing process as effective and efficient as possible? MORE
An effective, tech-driven data and analytics strategy can help organizations stay ahead in a moment of uncertainty. Many are relying on people data and analytics for insights that can better guide them as they navigate each phase of the crisis. MORE
Analytics Data Metrics Screening Analytics in HR
AUGUST 12, 2019
This article lists the eleven best HR analytics courses in the world today. Getting started with HR analytics – also called People Analytics – is a big step for a lot of people and organizations. An HR analytics course that answers these questions can be invaluable. Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. on people analytics.
Analytics Training
NOVEMBER 9, 2019
Introduction to Workforce Analytics Today, the need to understand what attracts skillful individuals to join an organization, stay motivated, and deliver outstanding results has become more important than ever. To tackle these thorny issues, companies have started investing in sophisticated data analytics tools coupled with Artificial Intelligence (AI) to add to their HR department. I believe that the data will set you free.
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Lighthouse
MAY 3, 2017
Today I want to talk about first year retention, a measure that I believe is going to continue to grow as a recruiting metric, even though many companies wouldn’t consider it even remotely linked to recruiting as of today. Once I had amassed the data, I started analyzing. The data showed that if an employee made it past the 90-day mark, they were significantly likely to stay for a year or longer. The future of recruiting metrics.
HRExecutive
OCTOBER 29, 2020
The presenters were Zach Linder, vice president, analytics and machine learning; Morgan Llewellyn, chief data officer; and Dwaine Maltais CEO of Talentegy, which was recently acquired by Jobvite, a talent acquisition technology provider headquartered in Indianapolis.
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Workable
JUNE 1, 2017
Recruitment metrics help you gauge the effectiveness of your recruitment process. Here are frequently asked questions and answers about recruiting metrics to help you understand recruiting data and use it to boost your hiring: Intro to Recruiting Metrics. What are recruiting metrics? What can you learn from recruitment metrics? Which are the most important metrics to track? How can I have better visibility into recruiting metrics?
Analytics in HR
OCTOBER 12, 2021
However, if you’re really looking to stand out and perform like your competitors, there are a few sourcing metrics you need to measure and optimize. What are the best sourcing metrics that help you make your sourcing process as effective and efficient as possible?
Workable
SEPTEMBER 15, 2017
Here are frequently asked questions and answers on candidate experience metrics to help you create a welcoming hiring process for candidates and strengthen your employer brand: What is candidate experience? This metric shows you the percentage of candidates who started filling out your forms but never actually applied: If this metric is higher than you’d expect , consider shortening your application process. Google Analytics is a good way to track unique users.
CakeHR
APRIL 9, 2021
Big Data analytics and their benefits have long been appreciated in executive circles. For Human Resources there are a multitude of benefits that Big Data can bring, all of which have continued in their evolution thanks to continuing developments in data analytics.
Astron Solutions
MARCH 2, 2021
Data analytics and artificial intelligence (AI) are evolving HR in order to amplify organizational growth. A 2020 Forbes online article explains , “Intelligent, data-driven HR is transforming many aspects of how HR teams serve the people in their organizations.
New to HR
OCTOBER 6, 2015
Human Resource Metrics are a crucial way of analyzing the successes and failures of your department’s outreach, influence, programs and processes. The data hidden within is an important catalyst for the development and change of both your strategies and those of the business. Allow your metric data to guide you financially and highlight your best talent, serving as proof of your impact and a record of progress.
.jpg)
UpstartHR
OCTOBER 23, 2018
The team built an algorithm to find the best candidates based on years of performance data at the company, but the algorithm kept delivering male candidates. Wang-Jones explained that one of the challenges faced in the organization from a diversity perspective is having the right data on hand in a format that supports diversity initiatives. General Diversity MetricsThis week I am in Atlanta for the SHRM Diversity Conference.
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Goodhire
JANUARY 14, 2021
Monitoring the key performance indicators (KPIs) of your screening program can save your organization time and money, accelerate onboarding, and improve your quality of hire. Background Screening Metrics to Measure. For drug screens , track positivity rate by drug type.
SAP Innovation
APRIL 2, 2020
There are precious insights to be extracted from organizational data and used to guide your business to new levels of profitability. Businesses worldwide are creating and storing massive amounts of data, more than at any point in history. How much data? Look at your data.
SAP Innovation
APRIL 2, 2020
There are precious insights to be extracted from organizational data and used to guide your business to new levels of profitability. Businesses worldwide are creating and storing massive amounts of data, more than at any point in history. How much data? Look at your data.
Visier
OCTOBER 31, 2017
But getting this data from your ATS can be a struggle , one that can be hindered not only by expensive and lengthy data warehouse projects and consultations, but also the dreaded “dirty data.”. Talent Acquisition is Plagued by Monster Data Issues. The obstacle to a data-driven recruitment strategy isn’t lack of data. There is often a temptation to blame the ATS and indeed, sometimes poor data is a result of your ATS’s analytical limitations.
.jpg)
HRO Today
NOVEMBER 17, 2020
Powell says that the uncertainty of the pandemic has forced her company to rely on the use of data and analytics to predict customer behavior. “At
HRO Today
SEPTEMBER 17, 2020
An effective, tech-driven data and analytics strategy can help organizations stay ahead in a moment of uncertainty. Many are relying on people data and analytics for insights that can better guide them as they navigate each phase of the crisis.
Analytics in HR
OCTOBER 7, 2021
The answer lies in data. While it is impossible to accurately predict all of the future, relying on good data can help you prepare for it the best you can. The potential of data in HR remains largely untapped. What we all can learn from people analytics in retail.
Cisive
APRIL 30, 2019
Why Integrate Background Screening With Your ATS. Integrating background screening with your ATS has many benefits for recruiting and human resource teams, including a better candidate experience, improved productivity, metrics and analytics, and better accuracy and compliance. Here are the five primary areas that can be improved by integrating your background screening with your ATS. Improved hiring metrics and analytics.
Cornerstone On Demand
DECEMBER 6, 2016
[This article reprinted by permission of Human Resource Executive ®] Data has been the driving force behind innovation in finance, sales and marketing for years, while human resources has struggled to keep up. According to Deloitte’s 2016 Global Human Capital Trends report , 77 percent of companies believe that using “people analytics” is important, but the capabilities are lacking. HR professionals need to be aware of how people analytics can impact the broader business.In
Workable
MARCH 10, 2016
Hiring metrics, reports and recruitment 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.
HR Examiner
JULY 17, 2019
Guest: Jason Roberts, Global Head Of Technology And Analytics, Randstad Sourceright. Jason Roberts is the global head of technology and analytics for Randstad Sourceright. A leading authority on HR analytics and systems, Jason has more than 16 years’ experience using big data to drive recruitment strategies for Fortune 500 companies. Today we’re going to speak with Jason Roberts who’s the global head of technology and analytics for Randstad Sourceright.
Survale
MAY 29, 2019
But without easily accessible recruiting analytics to put that feedback into context and visualize areas for optimization, the value is greatly diminished. To expand on that notion, here are four recruiting analytics that can transform your ability to hire. Recruiting Analytics: One – Quality of Hire by Source. We’re all getting continuously updated quality of hire data in real time, right? Recruiting Analytics: Two – Interview Satisfaction by Division.
Analytics in HR
OCTOBER 26, 2021
Cost per hire is one of the most used HR metrics and recruiting KPIs. This makes the cost per hire arguably one of the most important, but also the trickiest metrics in recruiting and talent acquisition. Why is cost per hire an important metric to track?
Visier
OCTOBER 31, 2017
But getting this data from your ATS can be a struggle , one that can be hindered not only by expensive and lengthy data warehouse projects and consultations, but also the dreaded “dirty data.”. Talent Acquisition is Plagued by Monster Data Issues. The obstacle to a data-driven recruitment strategy isn’t lack of data. There is often a temptation to blame the ATS and indeed, sometimes poor data is a result of your ATS’s analytical limitations.
Workable
JANUARY 22, 2018
These are questions you can answer by tracking the time to hire metrics. This metric refers to the number of days from when your eventual hire applies or gets sourced to when they accept your job offer. Workable’s reporting suite differentiates between these two metrics and provides data on both in the time to hire report. Why should I track time to hire metrics? Looking for better reporting analytics? Time to fill and time to hire metrics FAQ.
Precheck
JUNE 7, 2019
5 Benefits of ATS and Background Screening Integrations Jun. Why Integrate Background Screening With Your ATS. Integrating background screening with your ATS has many benefits for recruiting and human resource teams, including a better candidate experience, improved productivity, metrics and analytics, and better accuracy and compliance. Here are the five primary areas that can be improved by integrating your background screening with your ATS.
Workable
JANUARY 3, 2018
Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting? Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. Collect data efficiently.
ExactHire Recruiting
APRIL 28, 2016
This isn’t a beginner’s guide to understanding analytics; however, even if you are new to recruitment analytics I encourage you to read this post for its tips for using Google Analytics to measure mobile recruiting activity. Then, find your favorite marketing department buddy and plan to explore Google Analytics with his or her assistance. If you don’t use an ATS, Google Analytics is an incredibly powerful and free alternate resource.
HRExecutive
OCTOBER 12, 2021
A major factor is how companies search for and screen candidates. I’ve seen this scenario play out countless times over the course of my career with large, diverse workforces, particularly as it relates to a “gap in service”—one of the criteria that often screens out qualified candidates.
Analytics in HR
APRIL 13, 2021
Traditional organizations are also discovering the benefits of increased efficiency and data-driven decision-making. Big Data and automation are high on the agenda of most departments with HR directing its focus towards data-driven decision-making, too.
Analytics in HR
APRIL 7, 2021
However, a yield ratio is also an HR metric that greatly improves your recruitment and selection process. It is a must-use metric for any manager, recruiter, or HR team. from application to screening calls) but also from start to finish (number application to a number of hires).
Analytics in HR
JANUARY 5, 2021
Data is an invaluable tool when it comes to the hiring process, and more organizations are using data to drive their recruitment activities than ever before. But unless that data is accurate and easy to understand, it becomes redundant.
Littal Shemer
MAY 14, 2018
These books can change your career: People Analytics and HR-Tech reading list. This list of People Analytics books is not exceptional. So here is my People Analytics reading list on Kindle, ordered chronologically, from newest to oldest. People Analytics & Text Mining with R. This book teaches you R (open-source programming language), People Analytics, Text Mining and Sentiment Analysis. Data-Driven HR: How to Use Analytics and Metrics to Drive Performance.
SMD HR
OCTOBER 31, 2016
This fourth prediction is probably the most important for you to consider as you develop analytical capabilities in your organization. 4 Bad Analytics Leads to Bad Business. There are lots of vendors jumping on the analytics bandwagon. Some are just re-branding things they were already doing and calling it analytics. So what do you think the likely outcome will be if you give managers an individual level turnover risk metric? Analytics Big Data
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