Analytics for Head of Recruitment

Challenges for Head of Recruitment

Reactive behavior due to disconnected datasets and limited data governance.
No way to provide proactive service to hiring managers due to lack of clear insights with regards to hiring speed, cost-per-hire and job source recommendations.
Low productive due to many manual processes and reporting.
Under constant pressure to fill positions at the lowest cost possible, with no way to demonstrate the value of budgeting based on business facts.
Inability to measure the efficiency of recruiters or recruiting programs, or to compare the experience, background, and pay level of candidates from each hiring source.
No time for strategic analysis in order to optimize the entire recruitment process.

Save or reallocate 30-40% of your advertisement budget.-1

Leverage role-based dashboards and best practices to increase productivity across your talent attraction team.
Implement and enforce data governance across talent acquisition efforts quickly and easily.
Get a complete, up-to-date view of your entire organization recruiting pipeline, and see where bottlenecks occur.
Provide credible, data-driven estimates of hiring times, hiring cost and diversity goals for all stakeholders.
Use data to make realistic forward planning and recommendations on where to focus efforts and how to allocate budgets.
Understand your team’s capacity and performance at all levels.
Measure the contributions of your sourcing team, CRM platform, chatbot, referral programs for recruitment; design strategies to increase value source-by-source.
Compare the experience, background, and pay level of candidates from each hiring source—and ultimately, determine which sources provide the best performers.

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