Companies often promote diversity and inclusion, to attract diverse job candidates and build a diverse workforce. But how successful are these efforts?
Category: Recruiting Metrics
It’s important for recruiters to be able to demonstrate in concrete ways their contribution to the organization. Metrics help to gauge the effectiveness of the operation.
A recent survey finds organizations intend to double their use of talent acquisition benchmarks during 2018.
Motivated by a shortage of talent, and fueled in part by record low unemployment and a spike in business confidence, companies are bolstering efforts to improve the workplace experience.
The war for talent wages on, and many companies are being left behind. It’s hard to stay competitive in recruiting top talent when your tools are turning against you. Where does the main issue exist? It could be your applicant tracking system.
Today we’ll look at an infographic that shows the talent management solution that helps companies identify, hire, and retain more A Players and looks at how a bad ATS affects companies and what they can do to get their recruitment process back on track.
A study from Visier, a Workforce Intelligence solution provider, has found that although organizations today are spending more money than ever on recruiting, 52% of hiring managers are unable to predict the long-term success of their new hires.
A significant number of employers will devote greater attention to diversity and inclusion in the coming year, as well as more financial resources. So finds new data from job site Glassdoor.
According to a survey conducted by the Society for Human Resource Management (SHRM), the average cost per hire is $4,169. The cost generally ranges anywhere from $500 to $4,500—but it may be even higher.
In part one of this article, we looked at some ways that you can become a data driven recruiter. Let’s look at topics like KPI and budget planning.
Almost 75% of recruiters do not use data driven processes for making decisions. There are many reasons why this happens and one of them is intimidation. They rely only on other human resources strategies. The work is done manually.