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Talent acquisition (TA) data equips HR leaders with insights that drive smarter, data-driven hiring strategies. Data allows them to identify and attract top talent, improve the candidate experience, identify gaps in diversity and enables proactive workforce planning.
However, TA professionals often face challenges in fully utilizing the data available to them. Which areas do employers face the greatest challenge to maximize the potential that comes from the many sources of data involved in TA? Further, does investing more in technology increase use or satisfaction with it? To address these questions, a new HRO Today report, sponsored by Sevenstep, In Data We Trust: Do TA Leaders have Confidence in their Talent Intelligence?, focuses on the experience of HR executives using HR data across areas related to TA.
This study reveals several key findings about HR leaders’ experience with four types of data: talent market data, TA process and performance data, workforce planning data, and data for contingent labor acquisition.
Market data applies to talent supply forecasts, labor market trends, compensation and benefits, and competitor hiring.
TA process and performance data are metrics that help organizations understand how effectively their recruitment and hiring processes are functioning. Examples include time to fill, quality of hire and cost per hire.
Workforce planning data encompasses a range of metrics and information that help an organization assess current and future staffing needs, identify skill gaps, and make strategic decisions to optimize workforce allocation. Examples include data on demographics, employee performance, and learning and development.
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