Why Do You Need Recruiting Analytics?
Much like everything else in the corporate existence, big data and analytics is now a vital part of modern-day recruitment.
The challenges here are more than what you experience in other areas of HR. This is a direct result of the fact that recruiting regularly looks at data from diverse external systems, social sites, and systems whose processes and databases typically don’t talk to each other.
Recruiting Analytics - The Background Of The Use Case
With its operations in over more than 1,500 locations and using a reasonably large employee base of more than 40,000 employees, our client had been facing numerous challenges in hiring.
These challenges ranged from quality of hire to a perfect combination of candidates being hired in several places that complied with the CHRO directive.
Although the results of these challenges manifested clearly in a variety of forms, the recruitment staff wasn’t able to pin down the issues and form a strategy to handle these challenges.
Recruiting Analytics - Our Analysis
Our approach was to have a customized view for the C Level executives and also for the operations staff together. With built-in market intelligence information along with a clearly defined probable action plan to take care of the top issues, it was well accepted by the HR community.
Knocking the door at the perfect time, Renew HR, with its offering of SHARP HR Analytics Package, was able to help this firm with insights-driven recruitment analytics.
Our storyboard-like approach to analytics, which follows a plan that typically performs a great deal of information crunching, was the differentiating factor.
With the SHARP HR Analytics setup, a good deal of intriguing factors came up front and center that had to be addressed to achieve the desired goals.
The direct impact of the information was the measures that they took to deal with the problems associated with hiring.