With U.S. unemployment rates below 4% according to the BLS, recruiters today are working harder than ever to find top talent. The last thing recruiters need is to waste their time pursuing the wrong recruitment sources for candidates.
This is just one area in which talent analytics plays a huge role in improving the speed and quality of a recruitment team.
While traditional applicant tracking systems (ATS) can provide some data that are used when analyzing recruitment teams’ effectiveness, they only tell a portion of the story such as time to fill and recruitment source used.
Talent analytics go beyond ATS data to look at the bigger picture by pulling in data from sourcing, hires, onboarding, retention, cost, and even CRM or project management tools you use to manage your hiring process. Continue reading
Gartner estimates HR can boost an organization’s profit margins by 4% and drive talent outcomes by up to 23% by improving its analytical capacity. It’s not surprising then that 70% of organizations expect to increase their investment in workforce analytics in the coming years.
This renewed interest in analytics is driven by two main factors. First, our ability to collect and store vast amounts of data has dramatically increased recently with breakthroughs in computing power. Second, this increase in data collection has resulted in the rapid adoption of AI and automation tech.
The logical next step is the ability to use this data and tech to solve critical business challenges in HR and beyond. Continue reading
Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace.
Is your organization ready for these 10 trends? Carolyn delivers an overview of what every modern HR professional needs to know. Brush up on the new terminology and technology that will save you time, save you money and, most importantly, make your job easier.
In this 30-minute presentation on the top 10 human capital trends of 2016, Carolyn discusses:
the new organizational design based on cross-functionality
employee engagement and its correlation with workplace diversity and inclusion
digital HR and the changing skills of the HR organization
the increasing adoption of people analytics as a competitive advantage
and more! Continue reading