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Hiring, Analytics and Turnover….Solutions in a Viscous Cycle

Comments Off on Hiring, Analytics and Turnover….Solutions in a Viscous CycleWritten on March 25th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about hiring, analytics and turnover.  Remember, if you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

The Power Problem of Hiring:  Top talent who can’t get an employer to respond or act quickly will go somewhere else. Hiring managers who can’t get their internal people to fill an open job quickly will look outside the system. Staffing agencies and recruitment firms who can’t get their customers to promptly reply to candidate submissions will shop talent to other customers.  Read more...

A Note To Recruiting Leaders - Reporting is Not Analytics:  There’s a lot of talk currently about the use of analytics in recruiting. Unfortunately, in my experience many talent acquisition leaders seem to be confusing analytics with reporting and metrics.

Reporting is not the same as analytics. Dashboards, visualizations, and reports that are thicker than War and Peace are fine, but they are focused on the past, fail to answer why something is happening, and are one-dimensional in comparison to the insights offered through analytics.  Read more...

Getting Managers to Take Action on Turnover:  Turnover rates are reaching record levels at many firms. But many managers aren’t paying much attention to turnover because, in the corporate world, most turnover reports are barely scanned. And even when they are read, the way that most turnover numbers are presented simply don’t drive managers to act. And that’s a huge problem because the fundamental reason why you provide turnover metrics is to get managers to proactively act to rectify their biggest turnover problems.

It’s a mistake to simply rely on one-dimensional raw numbers and data charts to drive action on turnover. A much superior approach is to use what are known as heat maps to make the most severe areas of turnover visually easy to spot and then by also quantifying the impact of the turnover in dollars (because money is what managers really care the most about).  Read more...

“Nobody’s a natural. You work hard to get good and then work to get better. It’s hard to stay on top.”  - Paul Coffey
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