A standard definition of Recruitment Analytics is simply the metrics and analysis that relates to recruiting in a business.
However, we all know it’s actually a lot more challenging in practice.
When did you start first thinking about analytics in your recruitment process?
From my experience very few recruitment professionals actually have a solid grasp of how to use the data in their business to drive recruitment related decision-making.
Adding to the lack of analytics knowledge, we have new technologies like social networks, applicant tracking systems and business intelligence applications that are fundamentally changing the entire recruitment process from sourcing to placement.
What are some of the recent technological changes you have seen in recruitment? Are you using technology to your advantage?
Most of your peers are not. Based on my observations and interactions I’d say only about 20% of companies currently operating in the Philippines are using anything beyond MS Excel to manage their talent pipeline.
This is true even though the pressure to deliver results has never been greater.
Recruitment managers are now more than ever required to demonstrate the return on investment their efforts are contributing to the bottom line.
Now we are starting to see a wide spread interest in bringing more analytics into the recruitment process.
Are you expected by your boss to find ways to use analytics to bring about change with recruitment in your organization?
Every recruiting organization is looking for a way to better understand what’s working and what’s not working in their recruiting strategy.
With real-time recruitment metrics & reporting, we can finally know what’s happening in our pipelines and what channels provide us with most qualified candidates.
I often say recruitment here in the Philippines is one of the hardest jobs on the planet. Given the great demand for skilled labor and the lack of day one ready talent, there is just not enough supply to go around.
So wondering where do you start?
Some of the typical questions we all start out with when we think about analytics and recruitment include:
What metrics are important to my organization?
- What are the metrics which enable me to measure my team’s effectiveness?
- Which tool should I use to have better analytics?
- How can I understand the ROI (return on investment) of my recruiting efforts?
If you are ready to answer these questions, then connect with me and we will provide you with An Introduction to Recruitment Analytics.
Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at email@example.com or connect with me directly to set up a free consultation on which of our DMAIPH analytics training solutions is best for you.