BLOG: Data Driven Workforce

In the last two blog posts I shared the first step in getting more out of your candidate data by tying your analytics to hiring results (Part 1, Part 2). Today I want to share with you Step 3 - Dive Into the Data.

If you are cringing when we mention data, take a quick step back to understand what data is actually needed in order to do the analytics. To be able to use candidate analytics, the focus needs to be on collecting the data required to analyze the stages and segments that are important to your business. If cleanup is required, focus on the key segments first and gradually move to the next step.

There are three types of data required to be able to analyze the volume and conversion rates in your candidate pipeline: candidate pipeline process data, requisition data, and candidate data.

Last blog post I talked about the importance of tying your analytics to hiring results - and in this post I want to dive a little deeper into this area.

Step 2: It’s all about the stage...

It can be a challenge to clearly understand where to invest to improve how you attract, progress and hire quality candidates. While there’s a ton of data available it isn’t always the right level to inform decisions. A deeper look at your candidate data can tell you where to focus your attention and investment to deliver timely, predictable, high-quality hires to the business. 

Every recruiting team should have at their fingertips an analytics solution that is flexible and scalable, and able to produce a suite of dashboards and scorecards that are the go-to’s when communicating with stakeholders.

This week we've put together an infographic showcasing 5 of the top recruitment dashboards our customers say are most valuable and effective for them.