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Having a solid grasp on HR metrics is the first step in adapting to our data-driven world. And yet, if your HR metrics focus only on your goals and don’t align with your organization’s bottom line, you could be inadvertently destroying your chances at ever claiming your rightful seat at the table. In other words, are your HR metrics easily translatable into the language of your business (money)? If not, it may be time to rethink and redesign your HR metrics strategy. MORE
If you don’t have a refined talent acquisition process, then you risk losing highly qualified job applicants. Unless an applicant is a referral or has been trying to snag a position with your company for a while, the job posting is likely to be his/her first exposure to your company. The more applicants you can encourage to complete an application, the higher your chances are at finding that superstar employee. MORE
A common question I get asked is: “What are the top applicant tracking systems I should consider using?” We fine-tune this list of top applicant tracking systems based on community feedback — 117,000 people read the last 3 reports and 100+ commented. This year’s report tracks 4,218 top hirers and the ATS they use. Complete List of Top Applicant Tracking Systems. ApplicantPro (JobMatch). MORE
What metrics or data should you consider to prove the value of an HR software platform? Begin by identifying what your high impact HR metrics are. After you feel comfortable collecting the data and determining trends, you can pinpoint where and how you think HR software will improve these metrics. As a result, selecting HR software that will positively influence your highest impact metrics, you may want to start with a robust applicant tracking system. MORE
And it means making the application process so easy that Gen Z won’t abandon your outdated hiring form. In this post, we’ll discuss some of the differences between Generation Z and previous generations, what you need to look for in an applicant tracking system (ATS) geared towards this generation of the future, and take an extensive look at three ATSs you should look into if you’re ready to start hiring Digital Natives. ApplicantPRO. MORE
As the lines between marketing and HR continue to blur, talent metrics begin to creep to the forefront of employment success. The second aspect is implementing a process that measures one’s success based on the company’s bottom line, and that’s where talent metrics come in. Few metrics that measure your contribution at the company will be as valuable as talent metrics because high quality talent metrics are the hallmark of your ability to assess your company’s hiring success. MORE
Ongig
FEBRUARY 28, 2018
A common question I get asked is: “What are the top applicant tracking systems I should consider using?” We fine-tune this list of top applicant tracking systems based on community feedback — 117,000 people read the last 3 reports and 100+ commented. This year’s report tracks 4,218 top hirers and the ATS they use. Complete List of Top Applicant Tracking Systems. ApplicantPro (JobMatch).
Capterra
NOVEMBER 2, 2017
And it means making the application process so easy that Gen Z won’t abandon your outdated hiring form. In this post, we’ll discuss some of the differences between Generation Z and previous generations, what you need to look for in an applicant tracking system (ATS) geared towards this generation of the future, and take an extensive look at three ATSs you should look into if you’re ready to start hiring Digital Natives. ApplicantPRO.
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ApplicantPro
NOVEMBER 18, 2016
Having a solid grasp on HR metrics is the first step in adapting to our data-driven world. And yet, if your HR metrics focus only on your goals and don’t align with your organization’s bottom line, you could be inadvertently destroying your chances at ever claiming your rightful seat at the table. In other words, are your HR metrics easily translatable into the language of your business (money)? If not, it may be time to rethink and redesign your HR metrics strategy.
ApplicantPro
DECEMBER 20, 2016
As the lines between marketing and HR continue to blur, talent metrics begin to creep to the forefront of employment success. The second aspect is implementing a process that measures one’s success based on the company’s bottom line, and that’s where talent metrics come in. Few metrics that measure your contribution at the company will be as valuable as talent metrics because high quality talent metrics are the hallmark of your ability to assess your company’s hiring success.
ApplicantPro
DECEMBER 7, 2016
What metrics or data should you consider to prove the value of an HR software platform? Begin by identifying what your high impact HR metrics are. After you feel comfortable collecting the data and determining trends, you can pinpoint where and how you think HR software will improve these metrics. As a result, selecting HR software that will positively influence your highest impact metrics, you may want to start with a robust applicant tracking system.
ApplicantPro
DECEMBER 30, 2016
If you don’t have a refined talent acquisition process, then you risk losing highly qualified job applicants. Unless an applicant is a referral or has been trying to snag a position with your company for a while, the job posting is likely to be his/her first exposure to your company. The more applicants you can encourage to complete an application, the higher your chances are at finding that superstar employee.
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