How smart companies are benefiting from analytics

Topics: recruitment analytics, analytics

Posted by Sean Bain on Oct 5, 2017 9:01:00 AM

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The numbers don’t lie.

In the dynamic world of analytics, strategies abound: pay-per-click, programmatic media, Facebook promoted posts, social media campaigns, e-blasts, online job postings, event landing pages, your own career site performance…Here’s the thing: unless you can track results of your efforts with unbiased analytics, how can you possibly determine and validate the effectiveness of your HR recruitment spend? How do you know if you need to revise your approach and try other tactics?

Analytics help you to understand candidate behavior and allow for more refined strategies that yield better results. Although employer branding and the candidate experience will always be paramount, smart companies are also adopting a data-centric approach to how prospective candidates engage with job advertising.

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3 New Year’s Resolutions for Every HR Professional

Topics: analytics, career sites, media services, candidate experience, recruitment strategy

Posted by Jennifer Henley on Jan 5, 2017 9:00:00 AM

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Every year, we all resolve to make changes. We keep some resolutions, while others fall by the wayside. I believe that the more practical the resolution, the greater chance we have of keeping it. Here are the three simple and reasonable resolutions that every talent acquisition professional should make in 2017.

Resolution #1: Make the candidate experience a priority

Everyone talks about the candidate experience. No doubt it is on your agenda, but have you actually taken a hard look at the actual experience you offer candidates? I suggest that you start by pretending to be a candidate. Search for a job that you offer, and see whether your company appears. Follow the candidate’s path through to your career site. Consider it through the eyes of a job seeker:

  • Is there a visually appealing employment brand that communicates who you are and what you offer?
  • What relevant career-related content are you providing? Does it answer the questions of a typical candidate, including “What’s in it for me?” (Here’s a site we created that does just that.)
  • Is it easy to navigate and find a job?
  • How difficult is the application process?
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The 2 most important analytics for HR professionals

Topics: analytics, recruitment analytics

Posted by Brenda Silver on Aug 11, 2016 9:00:00 AM

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One of the hot-button topics in talent acquisition is the desire for analytics. HR leaders know that real data can help them make informed decisions, and that it will give them the support they need when building a budget, justifying their spend and determining how to create content for their site. There are two basic types of analytics that every HR professional needs to consider:

1. Tracking candidates from source to hire

Imagine being able to understand where the individuals who actually get hired by your organization are coming from. It’s the only way to really know what media is performing and where you should put your dollars. This is, by far, the most powerful metric available to you. When we bring up this topic, these are the responses we often hear:

“We don’t track this information at all.”

Then, you have no idea, aside from anecdotal evidence, where to spend your budget to get the best results. You are essentially making your media selection in a vacuum. Often, what you think is working the best is not. Analytics will open your eyes and allow you to make the right decisions. You might end up saving money that you can reallocate to other important efforts.

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