Guest blog from Terkel.io
From ensuring alignment with strategic business plans to forecasting future workforce trends, here are five areas HR and talent acquisition leaders focus on when presenting recruiting data to their executive teams.
- Candidate Alignment With Strategic Business Plans
- Job Function Engagement Levels
- Long-Term Retention Rates
- Cost-Per-Hire
- Forecasts of Expected Future Trends
Candidate Alignment With Strategic Business Plans
Using this approach facilitates smoother change management, easier onboarding, and faster time-to-value. As a result, we can achieve a competence evolution rather than a mere skills substitution, ensuring our ability to remain a composable company.
Jon Torres, CEO, Jon Torres
Job Function Engagement Levels
By understanding the differences in individual job functions’ engagement levels, leaders can identify those areas that may cause stress or difficulty within their organization, allowing them to develop better strategies to enhance high-performing roles while supporting underperforming areas. This invaluable data point helps maximize organizational efficiency, while boosting overall motivation and performance.
Grace He, People and Culture Director, teambuilding.com
Long-Term Retention Rates
It’s a common problem in the tech industry. A candidate lands the perfect role and thrives for a few months or even a year, but then they’re snatched up by another company and the time-consuming search for a replacement must start all over again.
More and more executive teams are prioritizing long-term metrics like retention rates, so as a recruiter, it’s become a big part of my job. I do regular check-ins on my placements and collect data on whether they stay or go. My job isn’t over when the position is closed — I’m in it for the long haul.
Cost-Per-Hire
It also offers insights on the effectiveness and efficiency of the recruitment processes. Organizations can keep up their competitiveness in the talent market, adjust to shifting workforce needs, and discover trends and patterns by measuring the cost per hire.
Overall, talent acquisition directors can assist their businesses in attracting and keeping top talent, while maximizing their return on investment by concentrating on the cost-per-hire measure and making data-driven decisions.
Inga Broerman, VP of Marketing, BluLogix
Forecasts of Expected Future Trends
These forecasts can, therefore, serve as an early warning system to senior management, helping to detect issues before they progress into serious problems.
Chloe Yarwood, HR Manager, Test Partnership
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