John Pensom, on 18.6.2018
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.
This week we explore the analytics that can provide your recruiting team and recruiters with the insight needed to know where to focus attention and effort to hit targets. We look at the ways some of our customers are using analytics to improve recruiting team and individual performance.
"We’re looking for better visibility into our recruiting team performance at both the team and individual level. Are there ways you see customers using analytics to manage and improve recruiting team performance?"
Let's be honest, who doesn't want their team and their efforts to truly run like a 'fine-tuned machine'? A few analytics can help you get there.
This week we cover 2 questions focused on Candidate Pipeline Analytics:
1. Can you explain in more detail the types of analytics applied to the Candidate Pipeline and what they can tell us?
2. What data is needed to get going with Candidate Pipeline analytics?
If you're like most in HR and Talent, you're being challenged to do more with less. On the talent side, you're being asked to recruit more (better and faster) with the same or fewer resources.
One way to offset this challenge is to use analytics to gain the visibility you need into your hiring process.
This week we take a deep dive into Candidate Pipeline Analytics. These analytics can shed light on what's working and what's not working in the hiring process, and identify with precision where focus is needed.
