What Recruiters Can Learn From Marrying Pre- and Post-Applicant Data

Cornerstone On Demand

It was left on a SmashFly blog post about source of influence in 2015, and I've cited it a handful of times since: "There is rarely a single source of hire in today's hyper-connected reality. In a 2016 survey from The Work Place Group, 96 percent of respondents said source of hire is an important metric for making recruiting strategy decisions. Here's the issue: 60 percent of those people also rated the metric as less than 90 percent accurate. (If

Data 264

Source of hire: what it is, how to measure it and how to use it

Workable

As with every recruiting metric , measuring SoH can be complicated but fruitful. Data from your Applicant Tracking System (ATS) shows that 20 of them were referred (40%), 15 applied through job boards (30%), 12 were contacted through direct sourcing efforts (24%) and three came from career fairs (6%.) Also, decide whether you will only track hires or gather data on candidate sources too. To gather data: Use surveys.

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How Analytics are Used for Talent Acquisition: A Call for Best Practices

Brandon Hall

I am a data geek, and a firm believer in the power of analytics. It is amazing the amount of intelligence that can be gleaned from publicly available data. I recently attended the HR Technology Conference & Expo in Las Vegas and learned how some providers are using predictive analytics and aggregated data to hone their talent acquisition solutions. Examples of some of these providers are: SmartRecruiters , Gild , and Smashfly. Okay I admit it.

AI in Recruiting – Salvation at Last?

General Information Services

But thanks to ground-breaking apps with whimsical names such as SmashFly and Mya, the heavy lifting part of recruiting the most qualified talent is becoming vastly faster, easier and more accurate than anything we could have imagined even five years ago. SmashFly offers a platform that integrates with CMS and provides a dashboard that graphically depicts current status, analytics and metrics on the recruitment processes. By Lewis Lustman.

HR Tech Conference Highlights through a Talent Acquisition Lens

Brandon Hall

Research galore : Lever has just released their “Little Grey Book of Recruiting Benchmarks” which contains insights based on data across millions of candidates considered by 1,000 Lever customers. Here are just a few of their data points: the median time-to-hire for engineering is 38 days; for customer service it is 27 days. Additional metrics include average number of interviews, average interview time, and more.

Your Employee Referral Program Guide: The Benefits, How-tos, Incentives & Tools

SnackNation

Perform better on high-impact metrics than other candidates who share similar characteristics. Collect metrics on any online communications so you can try to gauge interest. Plan surveys or one-on-meetings to gauge the program’s success in ways metrics can’t measure. Get leadership to factor employee referrals into annual reviews as a value-add item, not a core metric. That means you can spend less time data mining and more time hiring. Smashfly.

6 Recruitment Marketing Trends Changing Talent Acquisition

TalentCulture

For most companies, apply is the only call-to-action they offer a candidate―but 74 percent of candidates who start the application process drop off before they complete it (SmashFly data, 2015). We’ll see a shift in metrics that prove ROI of your entire recruitment marketing strategy, like time to find, source of influence, cost per quality lead, the size and health of the talent pipeline, source of quality and conversion rates by tactic.

6 Recruitment Marketing Trends Changing Talent Acquisition

SAP Innovation

For most companies, apply is the only call-to-action they offer a candidate―but 74 percent of candidates who start the application process drop off before they complete it (SmashFly data, 2015). We’ll see a shift in metrics that prove ROI of your entire recruitment marketing strategy, like time to find, source of influence, cost per quality lead, the size and health of the talent pipeline, source of quality and conversion rates by tactic.

Conference Twitter Primer #HRtechConf 2018

Advos

aoutwater : Sr Director of Marketing for ADP DataCloud Big Data & Analytics (tweets are my own), youth baseball coach, Kayaker/Backpacker, Go Jumbos. “ @HitachiVantara : Formerly @HDSCorp (Hitachi Data Systems). Data is changing the way we work. We are changing the way that data works.” Professional data geek. symantec : Helping companies, governments, and individuals secure their most important data wherever it lives.