A single source document of our top infographics covering ATS Reporting Limitations, Candidate Pipeline & Recruitment Channel Analytics, and the value of Automated Surveys
Download the Top Infographics Below
Across the areas of attracting, sourcing, and progressing candidates through a positive experience there are many moving parts. It can be a challenge to understand quickly and clearly, what’s working and what’s not, and where to invest attention and budget. And while there is a ton of data available this isn’t always at the right level or consolidated in a way that helps inform decisions. A deeper look at your recruitment, channel, candidate, employee, performance and productivity data (pre- and post-hire) can help you make smarter hiring decisions and drive better business outcomes.
...are moving beyond the single dimension analysis provided solely from their ATS – and starting to make more balanced, business-savvy and outcome-focused decisions based on data mashed together from recruitment, core HR, performance and productivity sources.
Game changing insight occurs for Talent Acquisition teams when the differential business value created by each hire (it could be in terms of sales, professional service revenue or utilization...any aspect of employee productivity really) is evaluated against the specific conditions associated with that hiring transaction (such as the length of time the requisition is open, the transaction costs of that hire, the total compensation you settle on, and their quality of hire assessed by their supervisor after a number of months). Note - productivity, quality of hire, etc. can be defined any number of ways.
Reporting through your ATS
What's easily achievable through Talent Acquisition Analytics