Brenda Silver

As the Digital Manager of Analytics for NAS Recruitment Innovation, Brenda Silver leverages her 20 years of experience to provide clients with the data they need to create winning recruitment strategies. Her analytics role involves coding, implementation, interpretation and reporting results to clients. She has experience in Tag Management and a variety of analytics software products, including Omniture, Google Analytics and Webtrends, and has a B.S. degree in Computer and Information Science from Cleveland State University.

Recent Posts

The 2 most important analytics for HR professionals

Topics: recruitment analytics, analytics

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


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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